Talent Sourcer Job Description Template
You identify and attract qualified candidates through research, outreach, and relationship-building, feeding a consistent pipeline into the recruitment funnel. You own candidate quality and speed-to-hire metrics that directly impact time-to-fill and hiring team productivity.
No signup, no card. The tool fills the rest in for you.
Why hire a Talent Sourcer?
Growing SMBs can't afford to wait weeks for candidates to apply passively; a dedicated sourcer bridges the gap between open roles and active talent pools, reducing time-to-hire and lowering recruitment costs.
Talent Sourcer salary ranges
Approximate annual gross salary bands (Q2 2026). Always adjust for your city, seniority, and the candidate’s experience.
United States
$55,000 – $75,000
United Kingdom
£42,000 – £58,000
Eurozone
€50,000 – €68,000
Talent Sourcer responsibilities
- Build and maintain talent pipelines for 3–5 open roles by researching, identifying, and profiling candidates on LinkedIn, job boards, and industry networks
- Execute 40+ outbound candidate calls, emails, and messages weekly with personalized value propositions to generate interest and pipeline velocity
- Qualify candidates against job briefs, screen for cultural fit and role readiness, and brief hiring managers with structured candidate summaries and interview readiness assessments
- Negotiate candidate expectations around salary, location, and role scope to reduce offer rejection rates and improve conversion
- Track sourcing metrics (pipeline generated, conversion rate, time-to-hire, cost-per-hire) and report weekly to leadership on funnel health
- Collaborate with hiring managers and recruiters on job requirements refinement and feedback loops to continuously improve sourcing approach and candidate relevance
Skills & requirements
Required
- 5+ years sourcing, recruiting, or talent acquisition experience with demonstrable pipeline-building track record
- Advanced LinkedIn Recruiter proficiency (Boolean search, X-Ray, saved searches) and hands-on use of at least one ATS (Workable, Lever, Ashby, or similar)
- Proven ability to source for hard-to-fill technical or specialized roles (engineering, product, sales) with baseline familiarity in relevant skill domains
- Strong written and verbal communication with ability to write compelling outreach messages that generate 15%+ response rates
- Comfortable with rejection, data-driven iteration, and owning metrics; ability to generate sourcing reports and analyze pipeline trends
- Experience working in a fast-paced, small-team environment where you own end-to-end sourcing without heavy process overhead
Nice to have
- Experience sourcing passive candidates in competitive markets (fintech, AI/ML, DevOps) or geographies outside your home country
- Familiarity with niche talent marketplaces or communities (GitHub, Stack Overflow, AngelList, industry Slacks) relevant to your vertical
- Track record of reducing cost-per-hire or time-to-hire by 20%+ through sourcing strategy or tool optimization
Copy-ready Talent Sourcer job description
Talent Sourcer [Company name] · [City], [Country] · [On-site / Hybrid / Remote] $55,000 – $75,000 (US) · £42,000 – £58,000 (UK) · €50,000 – €68,000 (EU) — gross/year
You identify and attract qualified candidates through research, outreach, and relationship-building, feeding a consistent pipeline into the recruitment funnel. You own candidate quality and speed-to-hire metrics that directly impact time-to-fill and hiring team productivity.
Why this role exists Growing SMBs can't afford to wait weeks for candidates to apply passively; a dedicated sourcer bridges the gap between open roles and active talent pools, reducing time-to-hire and lowering recruitment costs.
What you'll do
- Build and maintain talent pipelines for 3–5 open roles by researching, identifying, and profiling candidates on LinkedIn, job boards, and industry networks
- Execute 40+ outbound candidate calls, emails, and messages weekly with personalized value propositions to generate interest and pipeline velocity
- Qualify candidates against job briefs, screen for cultural fit and role readiness, and brief hiring managers with structured candidate summaries and interview readiness assessments
- Negotiate candidate expectations around salary, location, and role scope to reduce offer rejection rates and improve conversion
- Track sourcing metrics (pipeline generated, conversion rate, time-to-hire, cost-per-hire) and report weekly to leadership on funnel health
- Collaborate with hiring managers and recruiters on job requirements refinement and feedback loops to continuously improve sourcing approach and candidate relevance
What you'll need
- 5+ years sourcing, recruiting, or talent acquisition experience with demonstrable pipeline-building track record
- Advanced LinkedIn Recruiter proficiency (Boolean search, X-Ray, saved searches) and hands-on use of at least one ATS (Workable, Lever, Ashby, or similar)
- Proven ability to source for hard-to-fill technical or specialized roles (engineering, product, sales) with baseline familiarity in relevant skill domains
- Strong written and verbal communication with ability to write compelling outreach messages that generate 15%+ response rates
- Comfortable with rejection, data-driven iteration, and owning metrics; ability to generate sourcing reports and analyze pipeline trends
- Experience working in a fast-paced, small-team environment where you own end-to-end sourcing without heavy process overhead
Nice to have
- Experience sourcing passive candidates in competitive markets (fintech, AI/ML, DevOps) or geographies outside your home country
- Familiarity with niche talent marketplaces or communities (GitHub, Stack Overflow, AngelList, industry Slacks) relevant to your vertical
- Track record of reducing cost-per-hire or time-to-hire by 20%+ through sourcing strategy or tool optimization
What we offer
- Salary: [range, gross, with currency and time unit]
- [Equity / bonus / commission if applicable]
- [Health, PTO, learning budget, equipment — only what's real]
- [Work mode + flexibility]
About [Company] [2–3 sentences: stage, customers, traction. Keep it specific.]
Want it tailored to your company and country?
The free generator writes a country-aware, inclusive, salary-formatted version in 30 seconds — then ranks the applicants when they roll in.
Frequently asked
What does a Talent Sourcer do?
You identify and attract qualified candidates through research, outreach, and relationship-building, feeding a consistent pipeline into the recruitment funnel. You own candidate quality and speed-to-hire metrics that directly impact time-to-fill and hiring team productivity. Growing SMBs can't afford to wait weeks for candidates to apply passively; a dedicated sourcer bridges the gap between open roles and active talent pools, reducing time-to-hire and lowering recruitment costs.
What should a Talent Sourcer job description include?
A strong Talent Sourcer job post has a one-line hook, why the role exists, 6 outcome-led responsibilities, a clear list of required skills, the salary range, and a country-specific compliance line. Use the copy-ready template above as a starting point.
How much does a Talent Sourcer earn?
Approximate annual gross bands (Q2 2026): $55,000 – $75,000 in the US, £42,000 – £58,000 in the UK, and €50,000 – €68,000 in the Eurozone. Adjust for city, seniority, and experience.
How do I write a Talent Sourcer job description fast?
Use Penroll's free job description generator — enter the title and country and it produces a complete, inclusive, salary-formatted Talent Sourcer post in about 30 seconds, no signup required.
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