Technical Sourcer (12 Month Contract)

THE EMPIRE LIFE INS. CO

7d•Remote

About The Position

Empire Life is looking to hire a Technical Sourcer (12 Month Contract) to join our Talent Acquisition team! We are actively seeking candidates to fill a current, open position. Why pursue this opportunity The role - this is a new position and your chance to join a growing team, while being provided the opportunity to make an impact. The opportunity - collaborate with cross-functional teams and work on a variety of projects that will keep you engaged and continuously learning. Have your voice heard - with a fresh perspective, we welcome those that can highlight opportunities for improvement. We encourage creative and innovative thinking and welcome candidates who are not afraid to challenge the status quo. Diversity, equity, and inclusion - we are committed to creating a diverse, equitable, and inclusive workplace and welcome candidates who share this commitment.

Requirements

2 to 5 years of experience in a specialized talent sourcing or technical recruiting role with a dedicated focus on the IT/Technology sector; experience sourcing for candidates in Finance and other industries as well preferred.
Proven track record of success sourcing for niche technical roles such as Software Engineers (all levels), DevOps Engineers, Data Scientists, Solution Architects.
Strong headhunting experience; Expert-level proficiency with Boolean search logic, LinkedIn Recruiter, and other recruitment related tools.
Experience working with applicant tracking systems and maintaining data for metrics and reporting.
Ability to independently manage assignments and deliver results in a performance-driven environment with multiple priorities.
Ability to understand and articulate complex technical requirements to both candidates and internal stakeholders (e.g., knowledge of and experience recruiting for different programming languages, frameworks, and technical platforms).
Strong written communication skills with a proven ability to craft personalized, persuasive, technically-informed outreach messaging.
Proven success in collaborating with and partnering with recruiters and HR colleagues to achieve common goals.
A naturally inquisitive, tenacious, and research-focused methodology for uncovering "hidden" talent.
Creative ability to act as a compelling storyteller, effectively articulating an employer's value proposition, brand, and candidate experience.
If you are applying for a position which is open to applicants across Canada, unless otherwise indicated in the position, language proficiency in English is required for communicating with customers, advisors, or employees across Canada.

Nice To Haves

Business Acumen: Applies an understanding of the business and its drivers to adjust recommendations and solutions effectively.
Drive for Results: Takes initiative and personal accountability, leveraging resiliency and a sense of urgency to pursue assignments and achieve goals.
Organizational Agility: Diagnoses and solves problems by analyzing alternatives, seeking diverse perspectives, and adapting proactively to changing business and market conditions.
Strategic Partnerships: Actively seeks to collaborate, developing and maintaining relationships while using appropriate influence to achieve shared objectives.

Responsibilities

Develop Strategic Roadmaps: Partner closely with Recruiters and Leaders to understand critical, often niche, role requirements (e.g., expertise in Python, SQL, React, DevOps, Kotlin, Java, C#, Kubernetes, Google Cloud Platform, Azure).
Technical Talent Mapping: Conduct in-depth market research and talent mapping to identify where top technical talent resides, including comprehensive competitor analysis and reporting on relevant compensation trends.
Platform Specialization: Utilize technical-specific platforms for sourcing, including GitHub, Stack Overflow, niche engineering forums, and open-source communities, to identify candidates based on contributions and demonstrated expertise.
High-Impact Outreach: Create highly personalized, compelling outreach messages that articulate the company's vision, use case studies, and reference specific projects to generate interest among passive candidates and untapped talent pools.
Initial Technical Vetting: Conduct initial outreach and screening calls to assess candidate alignment on core technical skills, relevant experience, career motivation, and cultural fit before submitting a pre-qualified shortlist to the Recruiter.
Pipeline Nurturing: Establish and maintain long-term relationships with prospective candidates to build evergreen pipelines for future, hard-to-fill roles.
Metrics & Reporting: Track, analyze, and report on key sourcing metrics, including outreach response rates, funnel conversion ratios, and time-to-source, using data to continually optimize and refine technical sourcing strategies.
ATS/CRM Management: Maintain the highest level of data integrity within the Applicant Tracking System (ATS) and Candidate Relationship Management (CRM) tools.

Benefits

Hybrid work model
Competitive salaries with annual pay increases
Annual bonus program, which recognizes both strong company performance and individual contributions, for non sales positions
Access to learning & development programs, and education/tuition reimbursement (role dependent), to support your professional growth and career advancement.
Competitive uncapped commission, for sales positions
A comprehensive employer-funded benefits package starting from day one of employment, that includes life insurance, health and dental and a generous health account
Flexible work arrangements and an annual allotment of personal health days.
Four weeks annual vacation from hire date
A defined contribution pension plan with generous employer matching
Top up programs for parental leave and compassionate leave
Employer-sponsored wellness and recognition programs
A cash employee referral program