Talent Sourcer Jobs
Talent Sourcer jobs are open across technology, healthcare, financial services, and staffing, from entry-level to senior and lead, with specializations in technical sourcing, executive search, and passive candidate outreach. See the openings below and apply to the ones that match your experience.
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Showing 5 of 15+ Talent Sourcer jobs
Description
Recruiter (Talent Sourcer)
Location: Cartersville, GA
Location Type : On-site
Reports to: HR Manager, Manufacturing HR Office
Classification: Salary, Exempt
Travel Requirement : Up to 40%
SUMMARY
The Recruiter (Talent Sourcer) is responsible for proactively identifying, engaging, and building relationships with high-caliber engineering professionals, technical specialists, and key leadership talent to support Hanwha Q CELLS' long-term manufacturing business strategy.
This position focuses on strategic talent sourcing, industry networking, competitive talent intelligence, and the development of sustainable talent pipelines for critical positions across the Manufacturing Group.
The ideal candidate will possess strong business acumen, a proactive sourcing mindset, and the ability to engage passive candidates through direct outreach, cold calling, and in-person networking.
RESPONSIBILITIES
1. Strategic Talent Sourcing & Talent Mapping
- Develop and execute proactive sourcing strategies aligned with the company's manufacturing business objectives, technology roadmap, and future workforce needs.
- Identify and source qualified engineers, technical experts, and leadership candidates for critical positions across the Manufacturing Group.
- Conduct market research and talent mapping to identify potential candidates from competitors, technology companies, and related industries.
- Build and maintain talent pipelines for current and anticipated hiring needs, including positions that are not immediately open.
- Partner with HR leadership and hiring managers to understand critical skill requirements and develop targeted sourcing plans.
2. Candidate Engagement & Direct Recruiting
- Proactively approach passive candidates through cold calling, LinkedIn, professional networks, referrals, and other sourcing channels.
- Develop personalized outreach strategies to attract and engage professionals who may not be actively seeking new opportunities.
- Conduct initial candidate conversations to assess technical backgrounds, career interests, motivation, and potential organizational fit.
- Establish and maintain long-term relationships with prospective candidates to support future recruitment opportunities.
- Coordinate candidate introductions and handoffs to hiring managers or recruiting teams as appropriate.
3. Industry Networking & External Relationship Building
- Build and expand professional networks within the solar, semiconductor, battery, advanced manufacturing, and related technology industries.
- Conduct in-person meetings with prospective candidates and industry professionals to strengthen relationships and gather market intelligence.
- Develop relationships with universities, research institutions, professional organizations, and other external talent communities.
- Travel domestically and, when necessary, internationally for sourcing and networking activities, up to 40% of working time.
4. Talent Intelligence & Business Partnership
- Develop an understanding of the company's business strategy, manufacturing operations, organizational priorities, and key technologies.
- Monitor industry talent trends, competitor hiring activities, emerging technical skills, and labor market developments.
- Provide insights regarding talent availability, candidate expectations, compensation trends, and recruitment challenges.
- Collaborate with HR leadership to identify critical talent gaps and recommend proactive sourcing approaches.
- Support strategic hiring initiatives for senior leaders, specialized engineers, and other business-critical positions.
5. Talent Pipeline Management & Reporting
- Maintain accurate and up-to-date candidate profiles, sourcing activities, and engagement histories in designated recruitment systems.
- Track sourcing effectiveness through relevant metrics, including candidate outreach, response rates, qualified candidate identification, and pipeline development.
- Provide periodic updates on sourcing progress, market intelligence, and critical talent pipelines.
- Ensure confidentiality, professionalism, and compliance with applicable employment laws and company recruitment policies.
- Identify opportunities to improve sourcing efficiency through recruiting technologies, AI-based sourcing tools, and data analytics.
REQUIRED QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Engineering, or a related field.
- 3+ years of experience in talent sourcing, recruiting, executive search, or a related talent acquisition role.
- Demonstrated experience in proactively sourcing engineers, technical professionals, or other business-critical talent.
- Proven ability to identify and engage passive candidates through cold calling, direct outreach, and professional networking.
- Ability to understand business strategies and translate organizational talent needs into effective sourcing activities.
- Strong interpersonal, communication, relationship-building, and negotiation skills.
- Self-motivated, resourceful, and comfortable initiating conversations with unfamiliar professionals.
- Experience using LinkedIn Recruiter, professional networking platforms, or other candidate sourcing tools.
- Strong organizational skills with the ability to manage multiple talent pipelines and sourcing priorities.
- Ability and willingness to travel up to 40% of working time for business-related networking and sourcing activities.
- Ability to handle confidential candidate and business information with discretion.
PREFERRED QUALIFICATIONS
- Experience sourcing engineering and technical talent in solar energy, semiconductor, battery, or advanced manufacturing industries.
- Experience recruiting senior-level professionals, technical experts, or management-level candidates.
- Established professional networks within relevant manufacturing or technology industries.
- Experience working in an in-house talent acquisition team, executive search firm, or specialized recruitment agency.
- Familiarity with talent mapping, competitive intelligence, and strategic workforce planning.
- Experience using applicant tracking systems (ATS), CRM platforms, or AI-enabled recruiting tools.
- Experience supporting international or cross-border recruitment initiatives.
Hanwha Q CELLS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics.
Description
Recruiter (Talent Sourcer)
Location: Cartersville, GA
Location Type : On-site
Reports to: HR Manager, Manufacturing HR Office
Classification: Salary, Exempt
Travel Requirement : Up to 40%
SUMMARY
The Recruiter (Talent Sourcer) is responsible for proactively identifying, engaging, and building relationships with high-caliber engineering professionals, technical specialists, and key leadership talent to support Hanwha Q CELLS' long-term manufacturing business strategy.
This position focuses on strategic talent sourcing, industry networking, competitive talent intelligence, and the development of sustainable talent pipelines for critical positions across the Manufacturing Group.
The ideal candidate will possess strong business acumen, a proactive sourcing mindset, and the ability to engage passive candidates through direct outreach, cold calling, and in-person networking.
RESPONSIBILITIES
1. Strategic Talent Sourcing & Talent Mapping
- Develop and execute proactive sourcing strategies aligned with the company's manufacturing business objectives, technology roadmap, and future workforce needs.
- Identify and source qualified engineers, technical experts, and leadership candidates for critical positions across the Manufacturing Group.
- Conduct market research and talent mapping to identify potential candidates from competitors, technology companies, and related industries.
- Build and maintain talent pipelines for current and anticipated hiring needs, including positions that are not immediately open.
- Partner with HR leadership and hiring managers to understand critical skill requirements and develop targeted sourcing plans.
2. Candidate Engagement & Direct Recruiting
- Proactively approach passive candidates through cold calling, LinkedIn, professional networks, referrals, and other sourcing channels.
- Develop personalized outreach strategies to attract and engage professionals who may not be actively seeking new opportunities.
- Conduct initial candidate conversations to assess technical backgrounds, career interests, motivation, and potential organizational fit.
- Establish and maintain long-term relationships with prospective candidates to support future recruitment opportunities.
- Coordinate candidate introductions and handoffs to hiring managers or recruiting teams as appropriate.
3. Industry Networking & External Relationship Building
- Build and expand professional networks within the solar, semiconductor, battery, advanced manufacturing, and related technology industries.
- Conduct in-person meetings with prospective candidates and industry professionals to strengthen relationships and gather market intelligence.
- Develop relationships with universities, research institutions, professional organizations, and other external talent communities.
- Travel domestically and, when necessary, internationally for sourcing and networking activities, up to 40% of working time.
4. Talent Intelligence & Business Partnership
- Develop an understanding of the company's business strategy, manufacturing operations, organizational priorities, and key technologies.
- Monitor industry talent trends, competitor hiring activities, emerging technical skills, and labor market developments.
- Provide insights regarding talent availability, candidate expectations, compensation trends, and recruitment challenges.
- Collaborate with HR leadership to identify critical talent gaps and recommend proactive sourcing approaches.
- Support strategic hiring initiatives for senior leaders, specialized engineers, and other business-critical positions.
5. Talent Pipeline Management & Reporting
- Maintain accurate and up-to-date candidate profiles, sourcing activities, and engagement histories in designated recruitment systems.
- Track sourcing effectiveness through relevant metrics, including candidate outreach, response rates, qualified candidate identification, and pipeline development.
- Provide periodic updates on sourcing progress, market intelligence, and critical talent pipelines.
- Ensure confidentiality, professionalism, and compliance with applicable employment laws and company recruitment policies.
- Identify opportunities to improve sourcing efficiency through recruiting technologies, AI-based sourcing tools, and data analytics.
REQUIRED QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Engineering, or a related field.
- 3+ years of experience in talent sourcing, recruiting, executive search, or a related talent acquisition role.
- Demonstrated experience in proactively sourcing engineers, technical professionals, or other business-critical talent.
- Proven ability to identify and engage passive candidates through cold calling, direct outreach, and professional networking.
- Ability to understand business strategies and translate organizational talent needs into effective sourcing activities.
- Strong interpersonal, communication, relationship-building, and negotiation skills.
- Self-motivated, resourceful, and comfortable initiating conversations with unfamiliar professionals.
- Experience using LinkedIn Recruiter, professional networking platforms, or other candidate sourcing tools.
- Strong organizational skills with the ability to manage multiple talent pipelines and sourcing priorities.
- Ability and willingness to travel up to 40% of working time for business-related networking and sourcing activities.
- Ability to handle confidential candidate and business information with discretion.
PREFERRED QUALIFICATIONS
- Experience sourcing engineering and technical talent in solar energy, semiconductor, battery, or advanced manufacturing industries.
- Experience recruiting senior-level professionals, technical experts, or management-level candidates.
- Established professional networks within relevant manufacturing or technology industries.
- Experience working in an in-house talent acquisition team, executive search firm, or specialized recruitment agency.
- Familiarity with talent mapping, competitive intelligence, and strategic workforce planning.
- Experience using applicant tracking systems (ATS), CRM platforms, or AI-enabled recruiting tools.
- Experience supporting international or cross-border recruitment initiatives.
Hanwha Q CELLS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics.
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Find Talent Sourcer JobsTalent Sourcer Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Biotechnology & Pharmaceuticals
What Employers Look For
The qualifications that appear most often in talent sourcer jobs.
- 1-3 years of sourcing or recruiting experience using Boolean and advanced search techniques
- Proficiency with applicant tracking systems and candidate relationship management tools
- Experience sourcing passive candidates through professional networking sites and social platforms
- Strong written communication skills for crafting personalized outreach messages
- Ability to manage multiple open requisitions across different departments simultaneously
- Bachelor's degree in human resources, business, communications, or a related field
Tips for Your Talent Sourcer Job Search
Quantify your pipeline metrics on your resume
Hiring managers want to see output, not just activity. Replace vague bullets like 'sourced candidates' with specific pipeline metrics: number of profiles reviewed per week, submission-to-interview conversion, or time-to-fill contributions you influenced directly.
Tailor your resume to the sourcing channel
Job descriptions often reveal which sourcing channels a team relies on. If the posting emphasizes Boolean search, highlight that skill explicitly. If it mentions sourcing from professional networking sites, call out the specific outreach strategies you have used in past roles.
Target postings that name their ATS or tools
Openings that list specific applicant tracking systems or sourcing tools signal a mature recruiting operation. Prioritize those roles if your experience matches the stack, and address the tool fit by name in your cover note to stand out immediately.
Apply early to roles that fit
Migrate Mate lists talent sourcer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a sourcing exercise before interviews
Many talent sourcer interviews include a live or take-home sourcing challenge. Practice building a Boolean string for a niche technical role, documenting your logic and candidate rationale, so you can walk an interviewer through your methodology under time pressure.
Negotiate scope, not just compensation
When evaluating an offer, clarify the role's requisition load, whether sourcing is shared with recruiters, and what tools the team provides. These factors shape your day-to-day output and your ability to hit the performance benchmarks the role will judge you on.
Talent Sourcer Jobs: Frequently Asked Questions
Which companies are hiring the most talent sourcers?
The companies hiring the most talent sourcers right now include SVETNESS, Owner, and Box, with the largest share of openings in Texas, New York, and Georgia, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at high-growth technology firms, large health systems, and staffing agencies scaling their internal teams.
How many talent sourcer jobs are remote?
About 80% of talent sourcer openings are fully remote or hybrid as of November 2026, reflecting how much of the work is done digitally. Roles focused on passive candidate outreach and pipeline building are the most likely to be fully remote, while positions tied to campus recruiting or high-volume hourly hiring more often require on-site presence.
How do you become a talent sourcer?
Start by building a foundation in Boolean search and learning how to find passive candidates through professional networking sites and public databases. Many sourcers begin in coordinating or administrative recruiting roles before specializing. Taking sourcing-specific courses, practicing live research exercises, and building a portfolio of sample candidate pipelines helps demonstrate readiness to hiring managers without prior sourcing titles on your resume.
Can you get hired as a talent sourcer with little or no experience?
Yes, entry-level sourcer roles exist and are often used as a pipeline into full-cycle recruiting. Employers look for strong research instincts, comfort with outreach, and the ability to learn a new ATS quickly. Demonstrating that you can build a Boolean string, craft a compelling outreach message, and explain your candidate selection logic is often more persuasive than years of experience for these roles.
What does the talent sourcer interview process look like?
Most talent sourcer interviews include a recruiter screen followed by a hiring manager conversation and a practical sourcing exercise. The exercise typically asks you to build a candidate pipeline or write a Boolean search string for a sample role within a set time. Some employers also assess your outreach messaging, ask you to walk through how you prioritize requisitions, and evaluate how you handle a low-candidate-supply scenario.
Where can I find and apply to talent sourcer jobs?
You can find and apply to talent sourcer jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience level and specialization, then apply directly to each one that fits.
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