Staff Technical Sourcer

JOB TITLE:Staff Technical Sourcer
LOCATION:San Francisco, CA (5 days onsite)
DURATION:FTE
RATE RANGE:$150,000-$200,000

POSITION SUMMARY:

Our client's People team is dedicated to providing exceptional experiences for both employees and candidates. This role is for someone who loves the hunt and leverages technology and resources to capture talent intelligence needed to improve their craft. You have a finger on the pulse of the market and a rare talent for finding exceptional, hard-to-reach technical talent — and then getting them excited enough to take the call. You will own the top of the funnel for our most complex, business-critical technical searches, partnering with recruiters and hiring managers who carry candidates from interview through offer. We are not looking for a full-cycle recruiter who also sources; we are looking for a Staff-level Sourcer who treats sourcing as a craft, builds pipelines others can’t, raises the bar for how the whole team finds talent, and shapes how our client competes for the best technical talent before anyone else knows it’s available.

Success in this role is measured on conversion and calibration, not raw activity. We’re a B2B company; great technical talent doesn’t apply to us in volume, so the pipeline you build is the pipeline we have. You’ll be judged on how many of the candidates you surface advance from screen to hiring manager, how closely each slate matches what the hiring team actually needs, and how engaged those candidates stay through the process — not on outcomes outside your control once a well-calibrated, engaged candidate is in the interview loop. Outbound volume matters as the input, but a tightly calibrated slate of six that converts beats fifty names that don’t.

RESPONSIBILITIES:

• Own sourcing strategy and execution for our hardest, highest-impact technical searches across Engineering, Product, Design, and Data — including senior, staff, and leadership roles — from kickoff through a qualified, engaged candidate entering the interview process.
• Map the market before we need it — build talent maps, competitor org intelligence, and pre-vetted pipelines for the roles we’ll open next quarter, so searches start with candidates in conversation rather than a blank slate.
• Be the first and best voice of Envoy a candidate hears — write outreach people actually answer, run compelling exploratory conversations, and sell senior, passive talent on the opportunity, the team, and the mission with credibility and precision.
• Partner tightly with recruiters and hiring managers — align on calibration early, deliver clean, well-documented handoffs, and stay close enough through the process that the candidate’s experience never breaks at the seam.
• Raise the bar for sourcing across the recruiting org — design and evolve our sourcing systems, channels, and automation, and mentor recruiters on research, outreach, and engagement craft. This means influencing the team with improved processes and protocols, such as helping refine our pitch based on persona.
• Own your conversion numbers — track response, screen-to-hiring-manager pass-through, and downstream engagement by channel and persona; treat a low pass-through rate as a calibration problem to fix with the hiring manager, not a volume problem to outwork; and build narratives that tell leaders where talent actually is and why a search is or isn’t moving.

QUALIFICATIONS:

• 8+ years of technical sourcing or recruiting experience in high-growth tech companies, with the majority spent sourcing, including senior and leadership-level searches; B2B SaaS experience strongly preferred. Agency or executive-search research background a plus.
• A reputation as an elite hunter with a conversion record to back it up — you can show that the passive, diverse, hard-to-reach technical talent you surface actually advances: high screen-to-hiring-manager pass-through, slates hiring managers trust on sight, and candidates who stay warm because you set expectations honestly from the first message.
• Deep fluency in technical roles, skills, and tech stacks — enabling credible, substantive first conversations with the most senior engineers, and sharp calibration with hiring managers on what “great” looks like for a role.
• The craft of the first touch — you write outreach that stands out, personalize at scale without sounding automated, and know how to turn a cold reply into a warm, interested candidate.
• A seller’s instinct without a closer’s ego — you’re energized by getting the right person excited about Envoy and genuinely happy to hand them off to a recruiter to bring it home.
• Strong partnership skills — you’re a trusted collaborator to recruiters, hiring managers, and engineering leaders, and you give and take calibration feedback with directness and good humor.
• Operational excellence at scale — you run a demanding portfolio of searches with precision, keep pipelines clean and current, and build reporting that makes pipeline quality and conversion (not just activity) visible to the org.
• A passion for delivering an exceptional candidate experience — ensuring every touchpoint, from first outreach through handoff, reflects Envoy’s people-first culture and high bar for quality.
• A leader’s mindset without the title — proactive, composed under ambiguity, and quick to set direction; you see talent shifts coming and bring consistency and mentorship to an evolving organization.
• Tech-savvy and data-oriented, with hands-on mastery of tools like Ashby, LinkedIn Recruiter, and the broader sourcing stack (boolean, X-ray, talent intelligence platforms) — and a habit of using data, automation, and AI to find smarter, reach faster, and out-execute the competition.

EDUCATION: