Scale Your Business while Saving Money By Hiring Overseas Employees
Internal Senior Sourcing Specialist
Location
Worldwide
Posted
7 days ago
Salary
0
Seniority
Senior
No structured requirement data.
Job Description
Internal Senior Sourcing Specialist
Hire Overseas
Role Description We’re looking for a Senior Sourcing Specialist who knows how to find talent, not wait for it. This role is built for someone who is deeply skilled in proactive sourcing, outbound outreach, and pipeline generation within a specific recruiting lane. - You may specialize in Executive Assistants, Marketing roles, or Technical roles. - Exceptional in at least one domain and know how to consistently surface strong candidates through targeted sourcing, sharp judgment, and effective outreach. - This is not a coordination or resume-review role. - You will own sourcing strategy end to end, operate with autonomy, and partner closely with recruiters and hiring stakeholders to fuel high-quality hiring outcomes. Qualifications - 4+ years of experience in sourcing or recruiting with a heavy sourcing focus. - Deep specialization in one of the following: - Executive Assistants and senior support roles. - Marketing roles across growth, performance, content, or brand. - Technical roles such as engineering, data, product, or AI-focused positions. - Proven ability to generate candidates proactively, not just screen inbound applicants. - Strong written communication skills and confident candidate engagement style. - Highly organized and comfortable managing multiple active sourcing efforts. - Experience using ATS platforms and sourcing tools such as LinkedIn Recruiter. Requirements - Proactive Sourcing and Talent Mapping: - Own proactive sourcing for roles within your specialization. - Build targeted sourcing strategies based on role context, seniority, and market dynamics. - Source candidates using LinkedIn Recruiter, databases, referrals, and creative outbound methods. - Map talent pools and identify high-signal profiles before roles are fully saturated. - Maintain warm, engaged pipelines rather than reactive shortlists. - Outbound Outreach and Engagement: - Write personalized outreach that drives strong response rates. - Test and iterate on messaging, sequencing, and channels. - Build authentic candidate relationships, not transactional conversations. - Keep candidates engaged through early-stage conversations and handoff points. - Search Support and Signal Quality: - Partner with recruiters and hiring managers to understand success profiles and constraints. - Screen for signal, not volume, and surface candidates with clear rationale. - Move fast without sacrificing quality, relevance, or candidate experience. - Flag market risks or supply issues early and adjust sourcing plans accordingly. - Pipeline Management and Reporting: - Keep sourcing pipelines clean, current, and well-documented in the ATS. - Track sourcing metrics including response rates, pass-through quality, and pipeline health. - Communicate sourcing progress clearly and proactively. - Provide market feedback that informs hiring decisions and expectations. - Process Improvement and Collaboration: - Share sourcing insights, talent trends, and competitive intelligence. - Help refine sourcing workflows, templates, and best practices. - Contribute to a high-standard recruiting culture built on clarity and accountability. Benefits - You will be paid in USD (bi-monthly: every 15th and 30th). - Up to 14 days of Paid Time Off annually (starting Day 1). - Observance of Holidays per company guidelines. - 100% remote setup so you can work wherever you’re most productive. - High-ownership role with direct impact on hiring velocity and quality. - Access to modern sourcing tools, ATS platforms, and AI-assisted recruiting workflows. - Opportunity to deepen your specialization and become the go-to sourcing expert in your lane. How to Apply Please include: - Your updated resume. - A short 1–2 minute Loom video clearly covering: - The lane you specialize in. - How you approach sourcing and outbound strategy in that lane. Only candidates who submit a Loom video will be considered. Application Process Overview Our comprehensive selection process ensures we find the right fit for both you and our clients: - Initial Application - Submit your application and complete our prequalifying questions. - Video Introduction - Record a video introduction to showcase your communication skills and work experience. - Role-Specific Assessment - Complete a homework assignment tailored to the position (if applicable). - Recruitment Interview - Initial screening with our talent team. - Executive Interview - Meet with senior leadership to discuss role alignment. - Client Interview - Final interview with the client team you'd be supporting. - Background & Reference Check - Professional reference verification. - Job Offer - Successful candidates receive a formal offer to join the team. Each stage is designed to evaluate your fit for the role while giving you insights into our company culture and expectations. We'll keep you informed throughout the process and provide feedback at each step.
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• Source candidates using Workable, LinkedIn, job boards, internal databases, referrals, and other sourcing platforms. • Identify highly qualified candidates based on client requirements. • Build candidate pipelines for multiple open positions. • Continuously expand talent pools. • Make outbound phone calls to candidates daily. • Send text messages and emails to prospective candidates. • Follow up with candidates consistently. • Build relationships with passive candidates. • Conduct initial screening calls to evaluate: Relevant work experience, Industry experience, Technical qualifications, Compensation expectations, Location and travel requirements, Availability, Interest in the opportunity. • Document detailed notes after every conversation. • Maintain accurate candidate records. • Update recruiting activities within AlphaHire’s recruiting platform. • Track outreach efforts and candidate status. • Keep sourcing lists organized and current. • Work closely with Account Managers. • Prioritize roles based on business needs. • Participate in recruiting meetings. • Communicate obstacles quickly.
• Win the right candidates: Attract and hire qualified 1099 Representatives, owning the candidate experience from first touch through offer and growing a strong talent pool for the organization's bench strength. • Define the ideal candidate persona: Partner with the program team to continuously define, refine, and collaborate toward the ideal candidate persona for each program, ensuring sourcing and screening stay aligned to what success looks like in the field. • Write postings that stand out: Craft eye-catching, on-brand job postings that capture each brand's persona and voice, A/B testing language, formats, and channels to attract the right pointed applicant. • Source creatively: Continuously experiment with new and unconventional sourcing strategies, looking beyond the obvious to find non-traditional talent and transferable potential. • Assess with judgment: Review resumes and conduct interviews (video and large-group formats), assessing knowledge, skills, soft skills, experience, and aptitudes against program needs. • Partner with the business: Build strong relationships with internal management teams to understand the ins and outs of their programs, and collaborate with the recruiting team to keep every open need moving toward being filled.
• Utilize advanced and creative search strategies (market mapping, deep networking, cold outreach, and executive platforms) to identify and engage passive executive talent • Calibrate candidates with hiring managers and senior leaders • Develop prospects into candidates through engagement and assessment • Lead client update meetings on active searches • Provide strategic guidance and advice in a true partnership with executive leadership • Conduct competitive analysis and market research to advise leadership on talent pools, compensation trends, and recruitment landscape
• Own and analyze recruitment funnel performance across all markets, including conversion rates, time-to-fill, time-to-hire, source effectiveness, offer acceptance rate, pipeline coverage, and cost-per-hire. • Identify, test, and scale the most effective candidate sourcing channels, with a primary focus on Sales hiring and local market specifics. • Monitor hiring plan execution across local recruitment teams through standardized KPIs, dashboards, and regular reporting. • Lead recruitment capacity planning by forecasting hiring demand, identifying risks and bottlenecks early, and ensuring recruitment capacity aligns with business growth plans. • Track and control recruitment budgets across markets. • Continuously optimize recruitment processes by improving funnel efficiency, standardizing hiring stages, defining SLAs with Hiring Managers, and eliminating bottlenecks. • Develop and implement global recruitment standards, processes, and best practices while adapting them to local market requirements. • Coordinate local recruitment teams to ensure consistent hiring practices across countries in a matrix environment. • Partner closely with the Global CEO, Operations, Sales, Marketing, and local leaders to align hiring priorities, workforce plans, and recruitment capacity. • Prepare regular recruitment performance reports and provide data-driven recommendations to senior leadership.
