Sources and engages active and passive candidates for difficult-to-fill positions, builds talent pipelines, conducts initial screenings, maintains candidate records and metrics, and provides labor-market insights. The role develops educational partnerships, participates in job fairs, creates personalized outreach, and collaborates with Human Resources and Talent Acquisition leadership. It requires strong communication, organization, sourcing research, applicant tracking system familiarity, and occasional after-hours availability for urgent technology or operational needs.
Position SummaryPosition RequirementsWork ConditionsPhysical and Sensory RequirementsAccountability of Duties Assigned
The Talent Sourcer is a hands-on sourcing focused position for an experienced individual who excels at identifying, engaging and attracting high-quality candidates. The primary focus of this role is proactive candidate sourcing, particularly for difficult-to-fill positions.
As a representative of the Human Resources department and of the organization, it is required that the Talent Sourcer perform the essential functions of the job in a professional manner, with a positive attitude.
Essential Job FunctionsThe essential job functions below must be performed consistently, professionally, and in accordance with The Osborn’s privacy, security, compliance, and data governance requirements.
- Proactive Sourcing: Design and execute creative sourcing strategies using social platforms, Indeed, alumni networks, industry forums, etc.
- Pipeline Building: Identify both active job seekers and passive talent, building long-term talent pools for current and future openings.
- Candidate Engagement: Write personalized, compelling outreach messages that showcase our employer brand and drive high response rates.
- Partner Collaboration: Develop educational partnerships which would allow us to reach newer grads or program graduates.
- Job Fair Participation: Research and identify appropriate job fairs and attend as a representative of the organization to educate the public about the organization as well as to source potential candidates.
- Screening: Conduct initial screening of candidates and evaluate qualifications, experience, compensation expectations and overall fit.
- Data Tracking: Keep accurate candidate records, notes, and pipeline metrics.
- Market Insights: Share real-time feedback on talent and market availability, competitor tracking, and search feasibility with the VP HR and Talent Acquisition Team.
- 2+ years’ experience in talent sourcing, recruiting, or a related research-heavy role.
- Bachelor’s degree in Human Resources, Business, Communications, or a related field, or equivalent work experience.
- Proven track record of successfully sourcing and recruiting passive candidates.
- Proficiency in sourcing tools and advanced computer searches.
- Familiarity with Applicant Tracking Systems.
- Strong written and verbal communication skills.
- Excellent time management and organizational abilities to juggle multiple open searches.
- Must have a positive customer service focus.
- Experience working in a health care environment preferred.
- Periodic on-call availability may be required for critical reporting, application, integration, or automation issues.
- Work may occasionally be required outside normal business hours for system maintenance, upgrades, or urgent operational needs.
- Must be able to communicate effectively in English, both verbally and in writing.
- Must be able to operate standard computer and office equipment and remain seated or standing for extended periods.
- Must be able to move throughout the campus and occasionally inspect or connect technology equipment.
- Must possess sufficient vision and hearing, with or without reasonable accommodation, to perform the essential functions of the position.
The Candidate Sourcer is accountable for completing assigned responsibilities accurately, securely, and within established timelines and service expectations. Failure to do so may result in disciplinary action from the supervisor and/or be reflected in the annual performance evaluation. The Candidate Sourcer must prioritize their workload and communicate concerns to the VP HR. The Osborn may revise these duties and assign comparable responsibilities consistent with organizational needs and the employee’s experience and qualifications.
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What you need to know about the San Francisco Tech Scene
San Francisco and the surrounding Bay Area attracts more startup funding than any other region in the world. Home to Stanford University and UC Berkeley, leading VC firms and several of the world’s most valuable companies, the Bay Area is the place to go for anyone looking to make it big in the tech industry. That said, San Francisco has a lot to offer beyond technology thanks to a thriving art and music scene, excellent food and a short drive to several of the country’s most beautiful recreational areas.
Key Facts About San Francisco Tech
- Number of Tech Workers: 365,500; 13.9% of overall workforce (2024 CompTIA survey)
- Major Tech Employers: Google, Apple, Salesforce, Meta
- Key Industries: Artificial intelligence, cloud computing, fintech, consumer technology, software
- Funding Landscape: $50.5 billion in venture capital funding in 2024 (Pitchbook)
- Notable Investors: Sequoia Capital, Andreessen Horowitz, Bessemer Venture Partners, Greylock Partners, Khosla Ventures, Kleiner Perkins
- Research Centers and Universities: Stanford University; University of California, Berkeley; University of San Francisco; Santa Clara University; Ames Research Center; Center for AI Safety; California Institute for Regenerative Medicine
