Talent Sourcer

Job Summary Garver•Franklin, TN

18h•Onsite

About The Position

Garver is seeking a Talent Sourcer to identify, engage, and develop relationships with engineering, technical, and professional talent across our business. The Talent Sourcer will become a trusted research and pipeline partner to Garver’s Talent Acquisition team. The right person will understand how to translate a business need into a sourcing plan, find qualified professionals in specialized markets, and create credible reasons for passive candidates to engage. The Talent Sourcer will serve as a subject matter expert on the civil engineering talent market by conducting ongoing market research and providing insights on talent availability, compensation trends, competitor hiring activity, geographic workforce dynamics, and emerging technical skill demands to support both current and future hiring strategies. This is not a resume-search-only role. The role will support searches across Garver’s engineering and professional services environment, which may include Aviation, Buildings, Federal, Field Services, Transportation, Water, Environmental, Structural, MEP, and corporate disciplines. Success requires curiosity, follow-through, sound judgment, and the ability to learn technical career paths quickly.

Requirements

2+ years talent sourcing, recruiting, talent research, executive search, market intelligence, or a related research-intensive role.
Demonstrated ability to find qualified people through multiple research methods, not solely through keyword searches or inbound applications.
Strong written communication and the judgment to tailor outreach to technical and professional audiences.
Ability to evaluate career history, titles, employers, projects, credentials, geography, and progression to determine whether a conversation is warranted.
Organization and persistence to manage multiple searches, document work accurately, and follow through on agreed priorities.
Comfort partnering with recruiters and hiring leaders, receiving feedback, and adjusting search strategy quickly.
Proficiency with Microsoft 365 and common recruiting, research, CRM, or applicant-tracking tools.

Nice To Haves

Experience sourcing engineers, architects, construction professionals, environmental professionals, or other specialized technical talent.
Knowledge of engineering consulting, infrastructure, architecture, construction, MEP, or adjacent professional services markets.
Experience with talent mapping, competitive intelligence, Boolean search, data enrichment, licensing research, or structured pipeline reporting.
Experience supporting multi-state or geographically dispersed recruiting teams.
A track record of converting research and outreach into qualified recruiter conversations, not simply large prospect lists.

Responsibilities

Develop focused talent pipelines
Partner with recruiters and hiring leaders to clarify the target profile, business need, geography, experience level, and search priorities.
Identify and engage passive and active candidates for engineering, technical, and professional positions.
Build reusable pipelines for current openings, anticipated needs, strategic locations, and difficult-to-fill disciplines.
Balance pipeline volume with candidate quality, relevance, and readiness for recruiter review.
Research beyond the obvious channels
Use LinkedIn and a broader mix of sources, including professional associations, licensing databases, conference and event information, referrals, university networks, niche job boards, portfolio sites, company research, and public professional information.
Create talent maps that show relevant employers, locations, titles, career paths, available talent, and potential recruiting constraints.
Track competitor and labor-market signals that may affect search strategy, candidate availability, or outreach positioning.
Test new research methods and document repeatable sourcing approaches for the Talent Acquisition team.
Create candidate interest
Write concise, personalized outreach grounded in a candidate’s visible experience and the reason a conversation may be relevant.
Build professional relationships with passive talent and maintain appropriate follow-up over time.
Represent Garver accurately and credibly, without overpromising a role, title, location, compensation, or career outcome.
Share qualified, well-documented prospects with recruiters, including the evidence supporting the match and the questions that still need to be validated.
Turn sourcing activity into usable intelligence
Maintain accurate pipeline records, notes, contact history, and disposition information in the appropriate systems.
Monitor activity and outcomes such as prospects identified, outreach, responses, recruiter review, screens, and pipeline movement.
Use results to recommend changes to target profiles, search locations, outreach angles, and sourcing channels.
Provide practical market feedback to recruiters and hiring leaders when the available talent does not match the original search assumptions.