Technical Sourcer – US

Chapter 2•New York, NY

3d•Hybrid

About The Position

Chapter 2 is hiring a Technical Sourcer to build the candidate pipeline for an early-stage AI company as it grows its team. The role focuses on sourcing senior software and AI engineering talent, alongside product and go-to-market searches, and works with the Founding Technical Talent Partner. The Sourcer owns the top of the funnel: identifying suitable candidates, initiating conversations, and providing hiring managers with trusted pipelines. The position partners with recruiters, founders, and hiring managers to understand hiring plans, role requirements, and candidate profiles. It develops sourcing strategies across channels including LinkedIn, GitHub, Boolean search, technical communities, referrals, and niche job boards; engages passive talent; conducts initial screens; maintains ATS/CRM data; reports on pipeline metrics; and adjusts search strategies based on feedback and hiring priorities. The role is based in San Francisco, California, with hybrid work possibilities. Remote candidates elsewhere in the US may be considered if they can travel to San Francisco regularly. The base salary is $110,000–$125,000, plus benefits.

Requirements

Experience in sourcing or recruiting, with a strong focus on technical software, AI, and product roles in tech, SaaS, or high-growth environments.
Proven success running outbound sourcing campaigns and converting passive engineers into active candidates.
Strong Boolean search and market-mapping skills, with the ability to quickly learn new tools and platforms.
Excellent communication skills, a candidate-first mindset, and the ability to represent the brand compellingly.
Highly organized and data-driven, and comfortable working autonomously in a fast-paced, early-stage environment.
Based in San Francisco or elsewhere in the US and able to travel to San Francisco regularly.

Nice To Haves

Desire to grow into a full talent partner and widen scope.

Responsibilities

Partner with recruiters, founders, and hiring managers to understand headcount plans, role requirements, and ideal candidate profiles across engineering, AI, product, and go-to-market.
Own top-of-funnel sourcing strategy for all roles using LinkedIn, GitHub, Boolean search, technical communities, referrals, and niche job boards.
Proactively source and engage software, AI, and product talent and build diverse pipelines of passive candidates.
Conduct initial screens to assess skills, experience, compensation expectations, and motivators before handing candidates off to recruiters and hiring managers.
Maintain accurate data in the ATS/CRM and report regularly on pipeline health, outreach volume, and conversion rates.
Refine search strategies based on feedback, performance data, and changes in hiring priorities.