Senior Technical Sourcer

As a Senior Technical Sourcer at TRM Labs, you will play a critical role in identifying, engaging, and attracting exceptional talent for highly technical and nuanced roles. You will develop and execute sourcing strategies that resonate with our company’s values, prioritize candidate experience, and meet ambitious goals for hiring velocity. This role is ideal for a senior-level sourcer with a passion for innovative sourcing strategies, a knack for data-driven insights, and the ability to build strong relationships.

The impact you’ll have here:

• Develop and implement strategic sourcing initiatives specifically tailored for global roles. This includes creating and refining outreach programs to engage top talent aligned with TRM Labs' leadership principles.
• Conduct a high volume of targeted outreach to potential candidates weekly, maintaining a conversion rate of 20%+ on responses. This involves crafting meaningful, personalized messages to effectively engage passive candidates and nurture a robust pipeline.
• Collaborate closely with hiring managers and the talent team, providing data-driven insights and updates on sourcing progress and market trends. This partnership role is crucial in shaping search strategies and ensuring alignment with TRM Labs' hiring objectives.
• Rapidly onboard to new positions, demonstrating resilience and agility in understanding each position’s specific requirements and nuances. This includes proactively going the extra mile to master role-specific terminology, skills, and team needs to deliver immediate sourcing impact.

What we’re looking for:

• 3+ years of sourcing cleared engineers for US tech companies
• Proven experience in sourcing hard-to-find positions, with expertise in using sourcing tools, conducting market research, and developing personalized outreach strategies.
• Ability to analyze and interpret sourcing metrics, conversion rates, and market data, using these insights to refine sourcing strategies and provide actionable feedback to hiring managers.
• Quickly familiarize oneself with new roles and requirements, showcasing flexibility, curiosity, and a high tolerance for change in a fast-paced, high-growth environment.
• Exceptional communication skills to work effectively with hiring managers, provide regular updates, and manage expectations. Skilled at building trust and acting as a strategic partner in the hiring process.
• Strong persistence and a results-oriented mindset to handle challenges, follow up on passive leads, and meet ambitious outreach targets.

About the Team:

• Our talent team is fully remote, embracing async communication and collaboration through Slack channels, thorough documentation, and proactive updates to keep work moving forward smoothly across time zones.
• We’re committed to structured alignment, holding weekly hiring syncs for each role, weekly team sourcing syncs, and bi-weekly team meetings to ensure everyone is on the same page and to solve challenges collectively.
• Driven by a dedication to our craft, we continuously refine our best practices and data quality to deliver an exceptional experience for both internal stakeholders and candidates, supported by precise, reliable reporting.
• As a globally distributed team, we operate across various time zones, yet most of us overlap for collaboration and meetings between 7am-12pm PST, bringing flexibility and resilience to our work routines.
• All team members, regardless of location, maintain at least a 4-hour overlap with PST business hours to enable real-time collaboration and drive solutions effectively across the team.

Learn about TRM Speed in this position:

• Within 72 hours of receiving a position, you attend the intake meeting prepared with a Total Addressable Market (TAM) overview and 5-10 sample profiles to review with the hiring team.
• Within 48 hours of receiving initial candidate feedback, you refine search criteria based on the hiring team’s insights, then, within 24 hours, create A/B outreach messaging to engage targeted profiles and aim to source 100 candidates within the first week.
• While sourcing externally, you identify 5 team members at TRM with relevant networks, proactively reaching out via Slack to schedule a "sourcing jam" with the recruiter to explore potential referrals.
• Two weeks after the initial outreach, you analyze sourcing data to identify what is and isn’t driving conversions. You share your insights and recommendations with the hiring team to refine and optimize the outreach strategy, and you continue to monitor and adjust the approach until the position is filled.