Technical Sourcer

Aston Carter•Austin, TX

7d•$44 - $55•Onsite

About The Position

As a Technical Sourcer, you will own the top of the recruiting funnel and act as the hunter who finds exceptional talent that traditional job postings will never reach. You will map markets, crack hard-to-fill searches, and engage passive, in-demand candidates using advanced sourcing techniques and modern AI tooling. Partnering closely with Talent Acquisition Partners on highly critical roles, you will be measured by the caliber of talent you surface rather than the volume of outreach you send. In this on-site role based at the Austin, TX campus, you will help build a world-class recruiting function from the ground up and directly influence who joins the team shaping the future of construction and 3D-printed housing.

Requirements

At least 2+ years of sourcing or recruiting experience in an in-house or agency environment.
Demonstrated proficiency with LinkedIn Recruiter, including advanced search and outreach capabilities.
Proven track record of engaging passive candidates and conducting initial qualification conversations.
Proficiency with an applicant tracking system (ATS) and disciplined candidate data management.
Ability to quickly research and understand new role profiles, particularly in technical domains.
Comfort engaging with technical professionals, including technology and software engineering experts, and occasionally structural and civil engineers.
Bachelor’s degree or equivalent practical experience in a related field

Responsibilities

Own the top of the recruiting funnel by identifying and engaging passive candidates for Talent Acquisition Partner–led searches.
Source candidates using advanced techniques, including Boolean search, LinkedIn Recruiter, GitHub, and other relevant channels.
Build and maintain proactive talent pipelines focused on passive and hard-to-reach candidates for current and anticipated roles.
Develop, test, and iterate sourcing models for difficult or specialized positions, recommending new techniques to improve pipeline quality and volume.
Conduct initial qualification screens to assess candidate viability and interest, focusing on top-of-funnel evaluation rather than full assessment.
Hand off qualified candidate pipelines to Talent Acquisition Partners at an agreed definition of done, including relevant market context to ensure smooth progression.
Draft, personalize, and send high-quality outreach messages at scale using AI sourcing and messaging tools.
Identify and surface non-obvious channels, communities, and talent pools to expand access to high-caliber candidates.
Compile and share sourcing insights with Talent Acquisition Partners, including talent availability, competitive dynamics, and broader market signals.
Document sourcing plans with clear deliverables, timelines, and success metrics for each search.
Maintain excellent data hygiene within the applicant tracking system and related tools, ensuring accurate candidate records and adherence to response timelines.
Follow established recruiting playbooks and processes while contributing ideas to improve sourcing strategy, tools, and workflows.
Collaborate closely with a full-cycle recruiter to align on role requirements, target profiles, and stakeholder expectations.
Comfortably engage with technical experts, including software engineers, technology leaders, and structural and civil engineers, to accurately represent roles and assess fit.
Quickly research new domains and role types to understand target profiles and refine sourcing strategies.