Talent Sourcing Manager

Crest Industries•Pineville, LA

About The Position

The Talent Sourcing Manager leads enterprise talent acquisition strategy and execution in support of Crest and its business units. The role combines hands-on sourcing for executive, leadership, and critical roles with proactive talent pipeline development, Advisory Board sourcing, and collegiate talent strategy. The manager builds relationships with candidates before hiring needs become urgent, represents Crest’s brand, and supports a healthy culture across the enterprise. This leader partners with executives, business units, and Talent and HR teams to translate growth, succession, and workforce plans into sourcing priorities. They use talent market intelligence to inform workforce decisions, advise leaders on talent availability and search tradeoffs, and develop targeted search plans and enduring relationships with passive candidates. The position also develops collegiate partnerships and pipelines, supports internships, co-ops, and graduate hiring, and identifies prospective Advisory Board members. The role strengthens sourcing practices across business units, promotes a consistent candidate experience, maintains reliable pipeline data and workflows, and uses sourcing technology and AI-enabled tools while protecting confidential information. It measures pipeline quality, candidate engagement, hiring outcomes, and collegiate conversion and retention, using results to improve sourcing effectiveness.

Requirements

Bachelor’s degree in human resources, business, psychology, or a related field.
Demonstrated executive sourcing experience, including confidential searches and sustained relationships with senior leaders and passive candidates.
Experience translating business strategy and talent market intelligence into talent acquisition plans and leadership or critical-role pipelines.
Strong relationship-building skills, sound judgment, clear communication, and the ability to collaborate across businesses and influence leaders.
Systems-oriented approach with strong organization, analytical skills, discretion, and follow-through.
Ability to balance strategic planning with direct execution.

Nice To Haves

Experience with collegiate pipelines.
Experience with culture initiatives.
Experience in talent acquisition across multiple businesses.

Responsibilities

Partner with executive leaders, business units, and Talent and HR teams to turn growth, succession, and workforce plans into enterprise talent acquisition priorities and sourcing strategies.
Research talent markets, competitors, and geographies, including talent concentrations, emerging skills, compensation expectations, candidate mobility, and competing employers’ strengths.
Advise leaders on talent availability and search tradeoffs, and challenge assumptions about candidate backgrounds, experience, and location to broaden access to talent.
Personally lead sourcing for executive, leadership, and business-critical roles, including confidential and difficult-to-fill searches.
Partner with leaders to define success profiles and targeted search plans; build relationships with passive candidates through research, networks, referrals, and personalized outreach.
Maintain candidate pipelines for future opportunities across Crest and provide hiring leaders with clear updates and talent recommendations.
Identify and engage prospective Advisory Board members, partnering with leaders throughout evaluation and relationship development.
Develop and execute Crest’s collegiate pipeline strategy with the Collegiate Specialist and business units, aligning schools, disciplines, partnerships, and annual plans with long-term needs.
Build relationships with faculty, career services, and student organizations, and coordinate campus engagement, internships, co-ops, and graduate hiring.
Represent Crest’s brand through candidate relationships, collegiate partnerships, industry networks, and community engagement; communicate its purpose, values, and career opportunities.
Lead healthy culture work with Talent, HR, and business leaders, strengthening trust, collaboration, accountability, and behaviors that reflect Crest values.
Use employee feedback and candidate insights to identify gaps between promised and delivered experiences, and partner with leaders on improvements and follow-through.
Strengthen enterprise sourcing capability through shared practices, coaching, and collaboration across business units; connect talent with opportunities across Crest and support a consistent, respectful candidate experience.
Build repeatable workflows and maintain reliable candidate and pipeline data; use sourcing technology and AI-enabled tools while protecting confidential information.
Measure pipeline quality, candidate engagement, hiring outcomes, and collegiate conversion and retention, and use results to refine priorities and improve sourcing effectiveness.