Recruitment

• Analyze national, niche, and local job boards to determine effectiveness by function, level, and market; maintain a recommended channel landscape for hiring teams.
• Evaluate sourcing channel performance and advise hiring teams on where to invest time, energy, and budget.
• Maintain current knowledge of target companies, skill clusters, conferences, and open-source communities to inform proactive sourcing strategies.
• Build partnerships with community organizations, workforce networks, universities, and alternative hiring channels to expand and diversify candidate pipelines.
• Identify new sourcing ecosystems—including events, affinity groups, talent communities, and industry networks—that align with hiring needs.
• Activate sourcing channels through targeted outreach campaigns and partnerships that expand access to underrepresented or passive talent pools.
• Provide recruiters and hiring managers with insights that guide where to focus outreach efforts and how to maximize channel impact.
• Build and optimize batch sourcing, screening, and engagement processes for high-volume or multi-location hiring.
• Proactively engage potential candidates, conducting initial screens to assess qualifications, interest, and alignment with role expectations.
• Develop programs and initiatives—such as talent communities, nurture campaigns, and re-engagement workflows—to maintain a warm, high-quality pipeline for recurring or strategic roles.
• Evaluate sourcing funnel health and guide hiring teams on prioritization and opportunities to improve overall pipeline quality.
• Collaborate with recruiters and hiring managers to refine pipelines, clarify role requirements, and accelerate high-quality hiring decisions.

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