Talent Sourcer

Layton Construction Company•Atlanta, GA

3d•Remote

About The Position

The Talent Sourcer is a critical member of the Talent Acquisition team, responsible for proactively identifying, engaging, and developing qualified talent pipelines to support the organization’s hiring needs. This role partners closely with Recruiters to understand talent requirements, develop targeted sourcing strategies, identify passive candidates, and deliver high-quality talent into the recruiting process. The ideal candidate is a highly resourceful researcher, relationship builder, and talent-market expert who can find strong candidates in competitive markets and create meaningful connections with prospective talent. This is a hands-on sourcing role with a strong emphasis on candidate generation, passive sourcing, talent mapping, market intelligence, and recruiting partnership.

Requirements

Demonstrated ability to identify and engage passive candidates.
Strong research, internet sourcing, and talent-market mapping skills.
Experience using LinkedIn Recruiter and/or other candidate sourcing platforms.
Strong written and verbal communication skills.
Ability to manage multiple searches and priorities simultaneously.
Strong organizational skills and attention to detail.
Ability to work collaboratively in a fast-paced, team-oriented environment.
The ideal candidate is a self-motivated professional who thrives in a collaborative, fast-paced, and constantly evolving environment.
You excel at running your own searches end-to-end, yet work seamlessly with peers to share strategies, support one another, and deliver results as a team.

Nice To Haves

Bachelor’s degree preferred in Human Resources, Business, or a related field.

Responsibilities

Champions “The Layton Way” by delivering predictable outcomes for internal teams, external teams, and customers.
Ensures that “Constructing with Integrity” is delivered by working with honesty, unity, safety, and quality of work.
Develop and execute proactive sourcing strategies for assigned positions and talent segments.
Identify qualified candidates through LinkedIn, job boards, professional associations, industry networks, referrals, databases, and other sourcing channels.
Research and identify passive candidates who may not be actively seeking new opportunities.
Build targeted candidate lists and talent pools for current and anticipated hiring needs.
Conduct initial outreach to prospective candidates and generate interest in career opportunities.
Screen sourced candidates against established qualifications and recruiting criteria before advancing them to the Recruiter.
Maintain a consistent pipeline of qualified candidates for high-priority and difficult-to-fill positions.
Partner closely with Recruiters to understand open positions, candidate profiles, priorities, and sourcing challenges.
Develop sourcing plans for niche, high-volume, and difficult-to-fill positions.
Regularly communicate sourcing activity, candidate pipeline quality, market conditions, and challenges.
Provide Recruiters with qualified candidates and actionable market intelligence.
Participate in recruiting strategy meetings and contribute sourcing expertise to overall recruiting plans.
Adjust sourcing strategies based on Recruiter and Hiring Manager feedback.
Research target companies, industries, markets, and talent pools to identify potential candidates.
Develop and maintain talent maps for critical positions and areas of strategic growth.
Identify competitor organizations and talent markets that may provide strong candidate pools.
Monitor talent availability, compensation trends, organizational changes, and other market factors that may impact recruiting.
Build and maintain hot lists of prospective candidates for future opportunities.
Develop compelling and personalized outreach strategies for passive candidates.
Establish relationships with prospective candidates even when there is not an immediate opening.
Represent the organization and employment opportunities professionally and compellingly.
Maintain ongoing communication with high-potential candidates and develop long-term talent relationships.
Ensure candidates receive a positive and professional experience throughout the sourcing process.
Leverage applicant tracking systems, LinkedIn Recruiter, AI-enabled sourcing tools, talent intelligence platforms, and other recruiting technology to improve sourcing effectiveness.
Maintain accurate candidate records and disposition information within the ATS.
Utilize recruiting data and analytics to measure sourcing effectiveness and identify opportunities for improvement.
Continuously evaluate and adopt new sourcing techniques, technologies, and best practices.