Talent Acquisition Sourcing Lead

Key Accountabilities

• Leadership of the Sourcing Function
• Develop a team of Sourcing Specialists and Talent Researchers.
• Build a high-performing sourcing culture focused on market insight, proactive outreach, and long-term talent relationship building.

Provide coaching in advanced sourcing techniques including

• talent mapping
• competitor analysis
• passive candidate engagement
• digital sourcing tools
• pipeline management
• Monitor team performance against pipeline quality, passive engagement rates, and talent conversion metrics.
• Ensure consistent use of CRM systems, sourcing methodologies, and engagement strategies across the team

• Proactive Talent Mapping & Pipeline Strategy

• Develop and maintain strategic talent pipelines aligned to critical roles, niche skills, and anticipated hiring demand.
• Identify and engage passive candidates not actively applying for roles through targeted outreach and relationship building.
• Build and nurture long-term candidate communities and talent pools.
• Lead talent mapping across key competitors and industry sectors.
• Re-engage previous candidates, silver-medallists, and declined applicants to maintain warm talent pipelines.
• Ensure pipelines are future-focused, not solely tied to current vacancies.

• Strategic Workforce Alignment

• Partner with HR Business Partners, workforce planners, and TA Managers to anticipate future hiring needs.
• Translate workforce plans into sourcing strategies and pipeline priorities.
• Identify potential talent shortages and advise stakeholders on availability of skills in the external market.
• Prepare the organisation for hiring demand by ensuring talent pipelines exist before requisitions open.
• Support volume growth, transformation projects, and emerging capability areas through proactive sourcing.

• Market Intelligence & Talent Insights

Provide regular insight on

• competitor hiring activity
• talent movement across the market
• salary and attraction trends
• skill availability and scarcity
• Develop talent maps and market reports to inform hiring strategy and workforce planning.
• Advise business leaders on realistic talent availability and sourcing strategies for niche roles.
• Act as a centre of expertise for labour market intelligence within Talent Acquisition.

• Passive Candidate Engagement Strategy

Design and implement structured outreach strategies for engaging passive candidates.

Leverage multiple sourcing channels including

• professional networks
• digital sourcing tools
• social platforms
• niche talent communities
• industry events
• Build long-term relationships with high-potential talent before vacancies arise.
• Ensure candidate engagement reflects a strong employer brand and positive candidate experience.

• Collaboration with TA Delivery

• Work closely with TA Specialists to convert sourced pipelines into successful hires.
• Provide shortlists of pre-qualified passive candidates for critical roles.
• Ensure seamless handover from sourcing to recruitment delivery once candidates enter formal hiring processes.
• Align sourcing priorities with live hiring demand and strategic workforce needs.

• Data, Reporting & Performance Insights

Track and report sourcing effectiveness through metrics such as

• pipeline progress and depth
• passive candidate engagement rates
• sourced candidate conversion to interview
• sourced hire ratio
• reduction in agency reliance
• Use analytics to improve sourcing strategies and identify market opportunities.
• Provide dashboards and insights to TA leadership on talent availability and pipeline readiness.

• Continuous Improvement & Innovation

Identify and implement new sourcing technologies, methodologies, and tools.

Drive innovation in

• talent mapping approaches
• candidate engagement techniques
• CRM utilisation
• digital sourcing channels
• Benchmark sourcing practices against industry best practice.
• Continuously improve the organisation’s ability to attract and access passive talent.

Background & Experience

• Proven experience in talent sourcing leadership or strategic recruitment functions.
• Strong expertise in passive candidate sourcing, talent mapping, and pipeline development.
• Experience using sourcing tools, CRM systems, and market intelligence platforms.
• Ability to interpret labour market data and translate insights into hiring strategy.
• Strong stakeholder management and ability to influence senior leaders.
• Experience building and developing specialist sourcing teams.
• Commercial mindset with a focus on reducing agency dependency and improving hiring outcomes.