Technical Sourcer (6-Month Contract)

Employer.com•San Francisco, CA

About The Position

Employer.com is part of a family of brands that provides talent acquisition services. The client for this role is a consumer technology platform used daily by millions of people. The Technical Sourcer will support complex engineering searches by activating passive candidates and partnering directly with engineering leadership on market intelligence, talent pool sizing, and sourcing strategy for hard-to-fill technical roles. This temporary, U.S.-based contract role involves translating technical requirements into targeted sourcing approaches, building candidate pipelines through market analysis and personalized outreach, and advising hiring teams on talent availability and competitive dynamics. The role calls for a consultative mindset, strong analytical skills, and experience activating passive talent in constrained technical markets. This is a full-time contract position expected to last six months, paying $75 per hour. The client prefers candidates in the San Francisco Bay Area but will consider remote candidates elsewhere in the United States. Candidates must be located in the United States.

Requirements

At least 5 years of technical sourcing or recruiting experience; experience in a high-growth technology company is preferred.
Demonstrated success hiring senior-, staff-, and principal-level engineers and engineering managers in competitive, constrained talent markets.
Strong technical aptitude, including the ability to understand complex engineering roles, evaluate technical qualifications, and translate requirements into sourcing signals and candidate evaluation criteria.
Expert-level Boolean search and advanced sourcing methods, including X-ray searches, GitHub and repository mining, conference and publication tracking, and creative talent identification beyond traditional platforms.
Proficiency with SeekOut, Gem, LinkedIn Recruiter, GitHub, and applicant tracking systems such as Greenhouse, plus hands-on experimentation with AI tooling.
Expertise in market mapping and talent pool analysis, including sizing addressable markets, assessing hiring feasibility, identifying capability gaps, and providing data-backed insight on competitive talent dynamics.
Excellent stakeholder management and communication skills, with a record of building trust and influence with technical hiring managers, interview teams, and senior leadership through structured insights.
Strong pipeline management skills, including the ability to prioritize and balance multiple requisitions at different stages in a fast-paced environment.
Proven record sourcing developers, full-stack engineers, and feature-development talent.
Data-driven approach to tracking, analyzing, and reporting on sourcing metrics, including interested response rate, activation rate, conversion ratios, and source effectiveness, and using findings to adjust strategy.
Must be located in the United States.

Nice To Haves

Experience in a high-growth technology company.
Experience with job profiles such as distributed systems and product engineering.
Candidates based in the San Francisco Bay Area are preferred.

Responsibilities

Partner with hiring managers and technical leaders to understand role requirements, technical stacks, team dynamics, and ideal candidate profiles, and convert them into sourcing criteria.
Conduct total addressable market research to size talent pools, assess hiring feasibility, and set realistic timelines for niche technical roles.
Develop job-mapping strategies by analyzing competitor organizations, identifying companies with relevant technical stacks, and creating target-account lists aligned with the client’s technical architecture and culture.
Build and execute customized sourcing strategies for each requisition using Boolean search, X-ray techniques, GitHub sourcing, and competitive intelligence to find and activate passive talent in specialized areas.
Identify and engage talent in their fields and work with recruiters and technical leaders to scale and optimize teams.
Write personalized outreach that explains the client’s technical challenges and demonstrates an understanding of candidates’ work, including outreach to passive senior- and staff-level engineers and engineering leaders.
Own the candidate experience from initial outreach through recruiter handoff, with consistent communication, clear expectations, and smooth transitions.
Represent the client at company events, technical conferences, meetups, and industry events, and build long-term relationships and talent communities for sustained pipeline development.
Maintain strong data hygiene across recruiting systems and track pipeline health metrics, including interested response rate, activation rate, next-step pass-through rate, and source effectiveness.
Use sourcing data to refine approaches and demonstrate return on investment.