Technical Sourcer (Contract)

Job description

Job responsibilities

• Own sourcing for engineering and technical roles across the company, including software, autonomy, perception, and robotics.
• Map the talent landscape for our core disciplines. Know which companies, teams, programs, and geographies have the people we need, and keep that knowledge current.
• Identify and engage passive candidates through LinkedIn Recruiter, professional communities, referral networks, and creative outreach channels.
• Build and maintain long-term candidate relationships so we have warm pipelines ready when roles open, not cold outreach every time.
• Partner with recruiters and hiring managers to translate hiring needs into sourcing strategies. Help calibrate on what great looks like for each role.
• Develop market intelligence: compensation benchmarks, talent availability, competitor hiring activity, and emerging talent pools that inform our broader recruiting strategy.
• Write outreach that sounds like a real person who understands what candidates actually work on, not a templated InMail.
• Track sourcing metrics (response rates, passthrough rates, source of hire) and use data to refine your approach over time.

Job requirements

• 3 to 5 years of sourcing experience for technical roles, ideally in robotics, autonomy, defense, or related hardware/software industries.
• Strong Boolean search skills and hands-on experience with sourcing tools (LinkedIn Recruiter, SeekOut, HireEZ, ClearanceJobs, GitHub, or similar).
• Experience building candidate pipelines for hard-to-fill engineering roles, not just responding to inbound applicants.
• Enough technical literacy to understand the difference between a perception engineer and a controls engineer, and to have a real conversation with candidates about their work.
• Comfort working in a small, fast-moving team where you'll have a lot of autonomy and ownership over your function.
• Strong written communication. Your outreach messages should be specific, personalized, and reflect genuine understanding of the candidate's background.
• A data-driven mindset. You track what's working, experiment with new approaches, and adjust based on results.
• Experience sourcing for security-cleared positions or familiarity with ITAR/export control requirements in recruiting.