Job Description

SUMMARY OF RESPONSIBILITIES:

The Sourcing Manager leads the execution and continuous improvement of sourcing strategies across AgileOne's RPO and Direct Sourcing programs. This role is responsible for translating workforce demand into actionable sourcing plans, managing sourcing resources, and ensuring the consistent delivery of qualified, diverse, and engaged talent pipelines. The Sourcing Manager partners with delivery directors, program managers, recruiters, operations, technology partners, and client stakeholders to improve sourcing contribution to time-to-submit, pipeline quality, submission quality, and downstream conversion. This role also drives sourcing technology adoption, talent community performance, operational governance, and accountability across the Sourcing Center of Excellence.

DESCRIPTION OF ESSENTIAL DUTIES AND FUNCTIONS (each duty and function listed indicates % of time to total 100%):

• Sourcing Strategy and Delivery (25%)
• Translate approved account delivery priorities into sourcing strategies and execution plans based on hiring demand, skill requirements, market conditions, geography, and client priorities.
• Translate workforce forecasts and requisition pipelines into clear sourcing plans, resource assignments, and delivery priorities.
• Ensure sourcing teams provide qualified candidates within established service level agreements and required submission timelines.
• Build proactive talent pipelines for recurring, high-volume, difficult-to-fill, and business-critical positions.
• Balance immediate requisition delivery with longer-term talent pipeline and community development.
• Identify alternative sourcing channels and strategies when existing approaches are not producing sufficient results.
• Develop regional and global sourcing approaches aligned with client requirements and labor-market conditions.
• Lead sourcing strategy discussions for priority, aging, high-volume, and difficult-to-fill requisitions.
• Team Leadership and Capacity Management (25%)
• Lead, coach, and develop Team Leads and shared sourcing resources
• Establish clear expectations for sourcing activity, candidate quality, productivity, responsiveness, and ownership.
• Conduct regular team meetings, individual coaching sessions, performance reviews, and sourcing strategy discussions.
• Own day-to-day sourcing capacity allocation across accounts using workload complexity, current utilization, skill alignment, geography, SLA risk, existing pipeline strength, and forecasted demand.
• Address performance gaps promptly and establish corrective action plans when delivery expectations are not achieved.
• Create a culture of accountability, urgency, collaboration, innovation, and continuous improvement.
• Develop team capabilities through training, knowledge sharing, quality reviews, and adoption of sourcing best practices.
• Recommend resource adjustments based on volume, complexity, performance trends, and forecasted demand.
• RPO and Direct Sourcing Delivery (20%)
• Support Cross-Program Sourcing Service Delivery while applying the distinct processes, measures, and service requirements of each delivery model.
• Partner with RPO leaders and recruiters to improve time to submit, time to fill, candidate quality, and hiring manager satisfaction.
• Partner with Direct Sourcing leaders and curation teams to build, activate, and convert branded talent communities.
• Ensure candidates are appropriately engaged, screened, categorized, and presented according to client and program requirements.
• Support new program implementations, expansions, transitions, stabilization efforts, redeployment, and talent reuse strategies.
• Technology, Data and Talent Communities (15%)
• Ensure adoption and surface optimization opportunities across use of CRM, ATS, VMS, job boards, sourcing tools, automation, and AI-enabled technology.
• Use delivery data and market intelligence to guide sourcing decisions, identify risks, and recommend corrective actions.
• Operational accountability for community growth talent community growth, candidate engagement, conversion, redeployment, and pipeline health.
• Design candidate journeys and engagement strategies using email, text, chatbot, CRM, and other approved channels.
• Evaluate search effectiveness, channel performance, candidate conversion, and sourcing productivity.
• Promote responsible use of AI while maintaining human judgment, candidate trust, data quality, and compliance.
• Partner with technology and operations teams to resolve workflow, integration, data, and platform issues.
• Governance, Stakeholder Partnership and Improvement (10%)
• Participate in delivery reviews, account health discussions, capacity planning, client meetings, and performance governance.
• Maintain visibility into requisition demand, aging, pipeline coverage, sourcing activity, submissions, interviews, offers, starts, and delivery risks.
• Escalate risks early and provide recovery plans with clear actions, accountable owners, and completion dates.
• Ensure sourcing processes, documentation, reporting, data integrity, and quality standards are applied consistently across programs.
• Partner with the Operations COE to support audits, business assurance, process improvement, and performance reporting.
• Support client business reviews, solution development, sales presentations, and transitions into steady-state operations as required.
• Capture and share sourcing best practices, lessons learned, market insights, and reusable strategies across the organization.
• Other duties as assigned (5%)

MARGINAL FUNCTIONS (each function listed indicates % of time):

• TBD.

REQUIRED QUALIFICATIONS:

The primary duties of this position are performance and execution of business operational requirements of the Company. This position’s primary duties include the exercise of discretion and independent judgement with respect to matters of significance.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Demonstrated ability to lead sourcing teams and deliver results in a fast-paced, client-driven environment.
• Strong knowledge of sourcing strategy, candidate engagement, talent pipeline development, market mapping, and talent community management.
• Ability to analyze performance data, identify delivery risks, establish recovery plans, and communicate recommendations to stakeholders.
• Strong leadership, communication, stakeholder management, problem-solving, and organizational skills.
• Five or more years of experience in talent sourcing, recruiting, RPO, Direct Sourcing, staffing, or talent acquisition.
• Two or more years of experience leading, coaching, or managing sourcing or recruiting professionals.
• Experience with ATS, CRM, VMS, job boards, sourcing automation, AI-enabled sourcing tools, and performance reporting.

SUPERVISION EXERCISED/# OF STAFF:

Provides direct supervision and performance leadership for assigned sourcing resources. Team size may vary based on business and client demand.

LANGUAGE/COMMUNICATION SKILLS REQUIRED (written & verbal):

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedural manuals. Ability to present information effectively and to respond to questions from groups of managers, clients, customers, and the general public.

COMPUTER/SYSTEM SKILLS REQUIREMENTS:

• Microsoft Office Suite: Excel, PowerPoint
• ATS
• CRM
• VMS
• Job boards, sourcing platforms
• Reporting tools
• Automation, and AI-enabled recruitment technology.

SKILLS REQUIREMENTS:

• Ability to lead teams
• Strategic thinking
• Strong communication skills
• Data-driven decision making
• Follow-up and delivery of results
• Organizational awareness.
• Resilience and adaptability
• Strong technical skills
• Customer and client focused

EDUCATION, CERTIFICATES, LICENSES, REGISTRATION REQUIREMENTS:

Bachelor's degree in Human Resources, Business, Talent Acquisition, or a related field preferred. Equivalent professional experience will be considered.

WORK ENVIRONMENT/ PHYSICAL OR MENTAL ABILITIES:

The demands described here are representative of those that must be met by the employee to successfully perform the essential functions of the job with or without a reasonable accommodation.

MENTAL DEMANDS (list below indicates % of time):

• Problem solving 70%
• Working with interruptions 50%
• Analytical skills 60%
• Creativity 50%
• Organization 80%
• Communications – written 50%
• Communications – verbal 50%

PHYSICAL DEMANDS (list below indicates % of time):

• Stand: 5 %
• Sit: 90 %
• Squat: 0 %
• Walk: 10 %
• Bend: 5 %
• Repetitive Motion: keyboarding 90 %
• Climb: 0 %
• Twist: 2 %
• Operate Equipment: 0 %
• Air and other public transportation Business Travel: Less than 5 %
• Driving: Less than 10 %
• Lifting (lbs): Less than 10 lbs – less than 5% lifting
• Percentage of time Low Lifting: Less than 5 %
• Percentage of time High Lifting: Less than 5 %
• Carrying (lbs): Less than 10 lbs
• Percentage of time Carrying: Less than 5 %