Technical Sourcer (6-Month Contract)

Job Mobz • San Francisco, CA

4d • Remote

About The Position

Employer.com is part of a family of brands that provides talent acquisition services to clients. Its client, a consumer technology platform used daily by millions of people, is seeking a Technical Sourcer to support complex engineering searches by activating passive candidates. This is a temporary, U.S.-based contract position lasting six months.

The Technical Sourcer will partner directly with engineering leadership on market intelligence, talent pool sizing, and sourcing strategies for hard-to-fill technical roles. The role translates technical requirements into targeted sourcing approaches, builds candidate pipelines through market analysis and personalized outreach, and advises hiring teams on talent availability and competitive dynamics. Success requires a consultative mindset, strong analytical skills, and a record of activating passive talent in constrained technical markets.

Requirements

• At least 5 years of technical sourcing or recruiting experience, preferably in a high-growth technology company and on job profiles such as distributed systems and product engineering.
• 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 turning findings into strategy adjustments.
• Must be located in the United States.

Nice To Haves

• Experience in a high-growth technology company.
• Preference for candidates based in the San Francisco Bay Area; remote candidates within the United States will be considered for the right fit.

Responsibilities

• Partner with hiring managers and technical leaders to understand role requirements, technical stack details, 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.
• Build job-mapping strategies by analyzing competitor organizations, identifying companies with relevant technical stacks, and creating target account lists aligned to the client’s technical architecture and culture.
• Develop 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 understanding of candidates’ work, including outreach to passive senior- and staff-level engineers and engineering leaders.
• Own the candidate experience from first 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 the data to refine sourcing approaches and demonstrate ROI.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed