Technical Talent Sourcer

Haag, a Salas O'Brien Company•,

15h•$70,000 - $80,000

About The Position

The Technical Talent Sourcer shapes how Salas O’Brien finds and connects with engineering and technical talent. The role builds expertise in priority talent markets, develops relationships with passive candidates, and creates pipelines for current and future hiring needs, providing Technical Recruiters with a steady flow of qualified, interested talent. The position emphasizes proactive, strategic sourcing rather than day-to-day management of job openings. It builds future talent pipelines, strengthens technical and market knowledge, and helps the recruiting team understand where talent is available. The role offers a growth path from independently building technical talent pipelines to leading sourcing strategy, market insight, and sourcing practices across teams. Salas O’Brien is an employee-owned engineering and professional services firm founded in 1975. It provides integrated engineering and consulting services across industries including data centers, healthcare, science and technology, high-rise buildings, clean energy, education, structural and building sciences, infrastructure asset management, and advanced robotics.

Requirements

2–4 years of experience in recruiting, talent sourcing, search, or a related talent acquisition role.
Proven ability to independently find and engage prospective candidates.
Experience building and maintaining talent pipelines.
Strong research and candidate outreach skills.
Ability to assess candidates’ qualifications, interests, and fit with talent needs.
Strong communication and relationship-building skills.
Ability to manage several talent pipelines and priorities.

Nice To Haves

Experience sourcing engineering, technical, architecture, construction, or other specialized professional talent.

Responsibilities

Find and engage passive engineering and technical talent.
Create sourcing plans for assigned technical fields, locations, and priority markets.
Research target companies, competitors, and talent pools, and use multiple sourcing methods to reach talent beyond active applicants.
Write personalized outreach and maintain relationships with prospective candidates to keep pipelines current and useful.
Hold initial conversations to understand candidates’ experience, technical background, career interests, location preferences, and availability.
Assess candidates’ fit with current or expected talent needs and build their interest before introducing them to the appropriate Technical Recruiter.
Provide recruiters with candidate and market information for smooth handoffs, and keep candidate information and activity accurate in recruiting systems.
Build and maintain pipelines for future needs, priority engineering fields, locations, and markets.
Identify pipeline gaps and focus sourcing where future demand is greatest; work with Technical Recruiters to move qualified candidates into active hiring processes.
Build knowledge of assigned engineering fields and talent markets, identify concentrations of technical talent, and spot sourcing challenges and opportunities.
Share insights about candidate availability and competitive talent markets with recruiters and recruiting leaders, using sourcing results and candidate feedback to identify pipeline investment needs.
Coordinate with Technical Recruiters and across business units to provide a consistent candidate experience, share candidate relationships and market knowledge, and support company-wide recruiting priorities as needs change.