Senior Talent Sourcer

We are hiring our first dedicated Talent Sourcer: an expert who finds niche, hard-to-fill technical and skilled trades talent. You will own name generation and outreach that results in hires. You bring your own point of view and methodology, ramp quickly, and tell hiring teams the truth about the talent market. As we grow, you can help formalize the sourcing function and lead additional sourcers.

Priorities shift frequently, from full days on one urgent pipeline to splitting time across several searches. Initial priorities include electrical, ICT and mechanical engineering (data center and mission critical), construction and program management, MEP systems integration, commissioning, and substation roles.

• →Partner with recruiters and hiring managers across the QC Ecosystem brands.
• → Find and engage passive technical and skilled trades talent using Boolean and X-ray search, professional networks, communities and non-traditional sources beyond LinkedIn.
• → Deliver high-volume name generation on short timelines, rotating between roles as priorities change.
• → Review inbound applicants for evergreen roles with AI-assisted screening and log the best in a tracker.
• →Run personalized multi-touch outreach, then hand interested candidates to recruiters using self-scheduling links. This role is top of funnel, not recruiter screens.
• →Source effectively around the company’s restricted-employer list.
• →Keep candidate records accurate in the ATS and CRM.

• Kick off and calibrate each search with the recruiter and hiring manager together, weekly and as needed.
• Agree with TA leadership on which roles are urgent, evergreen, or heavy on inbound.
• Share market intelligence on talent supply, compensation and competitors.
• Track pipeline health, source effectiveness and conversion; sourced-candidate-to-hire results are the primary measure of success.
• Support employer brand, process improvement and cross-functional TA work.

• Set sourcing standards, playbooks, search strings and outreach templates from scratch.
• Define a cadence for evergreen versus urgent searches, and coach recruiters on sourcing.
• Evaluate and implement sourcing tools and AI-assisted workflows.
• Promote inclusive sourcing and compliance with employment laws and data privacy.
• Grow into managing additional sourcers as the team expands.

• Up to 5% as needed. This may include travel to company events, recruiting events and meetings in any of the 50 US states.
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is:

• Frequently required to remain in a stationary position
• Frequently moving through home office