Talent Acquisition Sourcing Lead

Key Accountabilities: 

1. Leadership of the Sourcing Function 

Develop a team of Sourcing Specialists and Talent Researchers. 

Build a high-performing sourcing culture focused on market insight, proactive outreach, and long-term talent relationship building. 

Provide coaching in advanced sourcing techniques including: 

• talent mapping 

• competitor analysis 

• passive candidate engagement 

• digital sourcing tools 

• pipeline management 

Monitor team performance against pipeline quality, passive engagement rates, and talent conversion metrics. 

Ensure consistent use of CRM systems, sourcing methodologies, and engagement strategies across the team 

2. Proactive Talent Mapping & Pipeline Strategy

Develop and maintain strategic talent pipelines aligned to critical roles, niche skills, and anticipated hiring demand.

Identify and engage passive candidates not actively applying for roles through targeted outreach and relationship building.

Build and nurture long-term candidate communities and talent pools.

Lead talent mapping across key competitors and industry sectors.

Re-engage previous candidates, silver-medallists, and declined applicants to maintain warm talent pipelines.

Ensure pipelines are future-focused, not solely tied to current vacancies.

3. Strategic Workforce Alignment

Partner with HR Business Partners, workforce planners, and TA Managers to anticipate future hiring needs.

Translate workforce plans into sourcing strategies and pipeline priorities.

Identify potential talent shortages and advise stakeholders on availability of skills in the external market.

Prepare the organisation for hiring demand by ensuring talent pipelines exist before requisitions open.

Support volume growth, transformation projects, and emerging capability areas through proactive sourcing.

4. Market Intelligence & Talent Insights

Provide regular insight on:

• competitor hiring activity

• talent movement across the market

• salary and attraction trends

• skill availability and scarcity

Develop talent maps and market reports to inform hiring strategy and workforce planning.

Advise business leaders on realistic talent availability and sourcing strategies for niche roles.

Act as a centre of expertise for labour market intelligence within Talent Acquisition.

5. Passive Candidate Engagement Strategy

Design and implement structured outreach strategies for engaging passive candidates.

Leverage multiple sourcing channels including:

• professional networks

• digital sourcing tools

• social platforms

• niche talent communities

• industry events

Build long-term relationships with high-potential talent before vacancies arise.

Ensure candidate engagement reflects a strong employer brand and positive candidate experience.

6. Collaboration with TA Delivery

Work closely with TA Specialists to convert sourced pipelines into successful hires.

Provide shortlists of pre-qualified passive candidates for critical roles.

Ensure seamless handover from sourcing to recruitment delivery once candidates enter formal hiring processes.

Align sourcing priorities with live hiring demand and strategic workforce needs.

7. Data, Reporting & Performance Insights

Track and report sourcing effectiveness through metrics such as:

• pipeline progress and depth

• passive candidate engagement rates

• sourced candidate conversion to interview

• sourced hire ratio

• reduction in agency reliance

Use analytics to improve sourcing strategies and identify market opportunities.

Provide dashboards and insights to TA leadership on talent availability and pipeline readiness.

8. Continuous Improvement & Innovation

Identify and implement new sourcing technologies, methodologies, and tools.

Drive innovation in:

• talent mapping approaches

• candidate engagement techniques

• CRM utilisation

• digital sourcing channels

Benchmark sourcing practices against industry best practice.