Role Description Planet's mission to image the world every day depends on attracting the most capable engineers, operators, and commercial leaders in our industry — and that work begins long before a candidate ever applies. As a senior individual contributor on Planet's Talent Acquisition team, the Talent Sourcer will own pipeline development for our most complex North American searches, partnering with Talent Acquisition Partners across Space Systems, Software Engineering, Commercial, and Corporate functions to identify, engage, and convert the passive talent who will help shape what Planet builds next. This role is for a deeply experienced sourcer who can operate with full autonomy on the hardest searches we run — including senior engineering, executive, and niche technical hires — and who treats sourcing as a craft. You will report to the Senior Manager, Talent Acquisition, and work closely with hiring leaders across Planet to translate ambiguous needs into actionable pipeline. Impact You’ll Own - Build and own end-to-end candidate pipelines for Planet's hardest-to-fill North American roles, with a primary focus on Space Systems engineering and Commercial / G&A leadership searches. - Partner directly with Talent Acquisition Partners across all NAM pods to identify quarterly priorities and direct your sourcing effort to where it creates the most leverage for the business. - Develop deep market intelligence on the satellite, aerospace, earth-observation, and adjacent deep-tech talent landscapes — and translate that intelligence into actionable target lists, competitor mapping, and outreach strategy. - Run sophisticated passive candidate engagement end-to-end: research, outreach, screening, calibration, and warm handoff to the partnering Talent Acquisition Partner. - Lead market mapping and search strategy conversations directly with senior hiring managers and executives, including delivering candid pushback when market signals indicate a calibration misalignment. - Cultivate long-term talent communities and referral networks for Planet's recurring high-priority skill sets, building a sourcing engine that compounds over time. - Contribute to the team's sourcing playbook, tooling, and AI-enabled workflows — raising the standard for how sourcing is practiced across Planet. - Operate with full autonomy on strategic and executive searches, escalating only where org-level alignment is required. What You Bring - 6+ years of dedicated sourcing experience, including at least three years sourcing for technical engineering disciplines (hardware, systems, embedded, ML, software, or equivalent). - Demonstrated ownership of complex senior-level and executive searches end-to-end — from market mapping through candidate engagement, calibration, and conversion. - Mastery of LinkedIn Recruiter, Boolean search construction, GitHub, X-ray sourcing, and modern sourcing platforms (e.g., Gem, hireEZ, SeekOut), with practiced fluency in an applicant tracking system such as Greenhouse. - Track record of building market mapping deliverables that hiring leaders rely on as a primary input to search strategy. - Experience sourcing across multiple function types — engineering, commercial, and corporate — with the ability to context-switch and recalibrate quickly across roles. - Quantitative grasp of sourcing performance: response rates, conversion rates, pipeline velocity, and the diagnostic instinct to know when a search needs a different angle. - Confidence in partnering directly with senior hiring managers and executives, including delivering thoughtful pushback when the market doesn't match the brief. - Self-directed operating style — comfortable owning ambiguous, high-stakes searches with limited inbound demand and prioritizing across multiple pods and partners. - Demonstrated ability to craft outreach messaging that resonates with senior technical and commercial audiences. What Makes You Stand Out - Prior sourcing experience in space, aerospace, satellite, defense, geospatial, or adjacent deep-tech industries. - Experience supporting executive-level (Director-and-above) searches across both technical and commercial functions. - Familiarity with AI-assisted sourcing tools, automation workflows, or candidate intelligence platforms beyond standard ATS use. - Background working with security-cleared talent or U.S. government / federal-adjacent hiring environments. - Experience contributing to sourcing team standards, playbooks, training materials, or onboarding curriculum. Benefits - Comprehensive Medical, Dental, and Vision plans - Health Savings Account (HSA) with a company contribution - Generous Paid Time Off in addition to holidays and company-wide days off - 16 Weeks of Paid Parental Leave - Wellness Program and Employee Assistance Program (EAP) - Home Office Reimbursement - Monthly Phone and Internet Reimbursement - Tuition Reimbursement and access to LinkedIn Learning - Equity - Commuter Benefits (if local to an office) - Volunteering Paid Time Off

• Own full-cycle recruiting for GTM (Sales, Account Management, RevOps, Support, Implementation) and G&A (Accounting, Finance, People) roles. • Manage high-volume pipelines efficiently, delivering quality hires for scaled roles with multiple open seats. • Partner with hiring managers and executives to define hiring needs, shape interview processes, and deliver a world-class candidate experience. • Develop creative sourcing strategies to reach and engage diverse talent pools in competitive business landscapes. • Use data and market insights to influence hiring decisions and improve efficiency. • Contribute to process improvements, system hygiene, and recruiting best practices. • Act as a brand ambassador for Dutchie, sharing our story authentically with the market.

• Lead and develop the Talent Acquisition function across the clinical research network. • Serve as a player-coach by directly managing and filling assigned requisitions while mentoring and supporting the recruiting team. • Develop and execute scalable talent acquisition strategies to support organizational growth and workforce planning initiatives. • Establish recruiting goals, KPIs, service level expectations, and reporting metrics to monitor team performance and hiring effectiveness. • Partner with executive leadership and hiring managers to understand current and future talent needs across sites and corporate functions. • Drive continuous improvement in recruiting processes, workflows, systems, and candidate experience. • Personally manage a portfolio of complex, high-priority or difficult-to-fill requisitions. • Lead full-cycle recruitment activities including sourcing, screening, interviewing, offer negotiation, and closing candidates. • Support hiring across a variety of functions including but not limited to: Operations, Finance, Patient Recruitment, Site leadership, Business development. • Build proactive talent pipelines for critical and recurring roles. • Utilize creative sourcing strategies including direct sourcing, networking, referrals, social media, job boards, and industry partnerships. • Act as a trusted advisor to leaders on hiring strategy, market trends, compensation insights, organizational structure, and talent availability. • Collaborate with HR and business leaders on workforce planning, succession planning, and organizational growth initiatives. • Provide data-driven recommendations and recruiting insights to improve hiring outcomes and reduce time-to-fill. • Enhance and promote the organization’s employer brand within the clinical research and healthcare communities. • Ensure a professional, responsive, and high-quality candidate experience throughout the recruitment lifecycle. • Support recruitment marketing initiatives including career fairs, networking events, social media campaigns, and university/community partnerships. • Ensure recruiting practices comply with applicable employment laws, regulations, and internal policies. • Maintain recruiting data integrity and reporting accuracy within the applicant tracking system (ATS). • Monitor recruiting metrics including time-to-fill, quality of hire, source effectiveness, offer acceptance rates, and recruiter productivity. • Partner with HR and operations leadership to improve onboarding and new hire transition processes.

Role Description As part of the Human Resources team, the Talent Acquisition Specialist will be actively engaged in strategically sourcing, interviewing, and assessing talent to help our company achieve its talent and overall business goals. The Talent Acquisition Specialist will build key partnerships with Human Resources Business Partners (HRBPs), Hiring Managers, and Business Unit Leaders to ensure sourcing efforts align with our overall business needs. - Build strong relationships with HRBPs, hiring managers, and business unit leaders to understand roles and business objectives. - Strategically engage in various methods to source candidates across U.S and Canada and network with potential candidates and build talent pipelines for key roles within the organization. - Responsible for full life cycle recruiting for salaried/hourly openings within the company. - Build talent pipelines for critical roles within the organization. - Provide best-in-class service experience for both candidates and internal clients. - Ensure compliance with federal, state, and local regulations involving employee selection, reference checks, and other aspects of Human Resources that apply to the function. - Participate in ongoing continuous improvement projects to create an agile recruitment process that focuses on creating a positive candidate experience. Qualifications - Bachelor’s degree in business, Human Resources Management, or Psychology or equivalent combination of education and experience. - SPHR or PHR certification is an asset. - Minimum of 3+ years of talent acquisition experience within manufacturing. - Demonstrated knowledge of HRIS and ATS platforms is required. - Experience with advanced sourcing methods (LinkedIn Recruiter, Boolean search, job boards, networks, niche forums) to attract high-quality candidates is required. - Able to develop and execute targeted sourcing strategies tailored to regional markets and specialized talent segments. - Ability to establish strong working partnerships with both internal and external stakeholders. - Resourceful and creative to offer solutions and solve talent acquisition related issues to support the business. - Must be comfortable dealing with ambiguity and working through undefined situations. - Must possess strong ownership and analytical skills, must have the ability to demonstrate strong reasoning and strong negotiation skills with the ability to influence others. Requirements - The expected compensation range for this position is $66,960-$92,070. This range includes base pay and target variable pay. - Actual compensation will depend on factors such as geographic location, skills, education, and experience. - We also consider internal equity to ensure fair and consistent pay practices. - This range reflects the expected full compensation range for the role; most offers will fall within the range and not at the maximum in order to allow for future growth. Benefits - Countless opportunities for team members to develop and grow in their careers. - Empowerment to make decisions on the job and be a part of driving positive change. - A dynamic, supportive, and welcoming workplace. - Programs, culture, and opportunities to grow your career. Company Description At Samuel, we believe every team member brings unique and valuable skills, experiences, and knowledge to our thriving business – enabling us to build on over 170 years of success in the metals industry. We are committed to building and creating an environment that is open and welcoming for everyone. - Samuel is an Equal Opportunity Employer. In the United States, we utilize E-Verify. - Meeting our customer needs is our top priority. - Cost-effective distribution and just-in-time delivery of metals and industrial products across North America. - Focus on value-added processing services and innovative supply chain solutions. - Integrated network of products and services supported by in-house technical leaders and market experts.