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 pipeline development, Advisory Board sourcing, and collegiate talent strategy. The manager develops an understanding of Crest’s businesses and talent markets to build relationships before hiring needs become urgent, represent Crest’s brand, and strengthen a healthy enterprise culture. The manager partners with executive leaders, business units, and Talent and HR teams to turn growth, succession, and workforce plans into sourcing priorities. They provide market intelligence and talent recommendations, lead confidential and difficult searches, build relationships with passive candidates and prospective Advisory Board members, and sustain engagement through hiring decisions. The role also develops collegiate pipelines, coordinates campus relationships and early-career programs, supports culture initiatives, and improves sourcing practices, workflows, data, and results across business units.

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, including the ability to earn trust, collaborate across businesses, and influence leaders through sound judgment and clear communication.
Strong organization, analytical skills, discretion, and follow-through, with the ability to balance strategic planning and direct execution.

Nice To Haves

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

Responsibilities

Partner with executive leaders, business units, and Talent and HR teams to translate growth, succession, and workforce plans into talent acquisition priorities and sourcing strategies.
Research talent markets, competitors, and geographies, including talent concentrations, emerging skills, compensation expectations, candidate mobility, and competing employers.
Advise leaders on talent availability and search tradeoffs, challenging assumptions about candidate backgrounds, experience, and location where appropriate.
Lead sourcing for executive, leadership, and business-critical roles, including confidential and difficult-to-fill searches; define success profiles and targeted search plans with leaders.
Build relationships with passive candidates through research, professional networks, referrals, and personalized outreach, maintaining pipelines for future opportunities.
Identify and engage prospective Advisory Board members and partner with leaders through evaluation and relationship development.
Provide hiring leaders with updates and talent recommendations, and maintain candidate engagement through assessment, selection, and offer acceptance.
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 talent needs.
Build relationships with faculty, career services, and student organizations; coordinate campus engagement, internships, co-ops, and graduate hiring.
Represent Crest’s brand through candidate relationships, collegiate partnerships, industry networks, and community engagement.
Lead healthy culture work with Talent, HR, and business leaders, supporting trust, collaboration, accountability, and behaviors consistent with Crest values.
Use employee feedback and candidate insights to identify gaps between the promised and actual experience and partner with leaders on practical improvements.
Strengthen enterprise sourcing capability through shared practices, coaching, and collaboration across business units; connect talent with opportunities across Crest.
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 improve sourcing effectiveness.