Sourcing Manager

Description
The Role
We are seeking a forward-thinking, data-driven Sourcing Manager to join our dynamic Talent Acquisition (TA) team. In this leadership role, you will lead a team of sourcing professionals while owning key sourcing workstreams that support critical technical talent needs across multiple leadership portfolios and priority business areas.
Reporting to a Senior Talent Acquisition Manager, you will design and execute sourcing strategies, serve as a strategic sourcing partner to senior leaders, and drive operational excellence across tools, data, process, and capability building. You will play a critical role in mapping competitive talent markets, developing innovative sourcing approaches, and enabling recruiter productivity to help GM attract top talent to power the company's future.
Responsibilities
Sourcing Strategy & Execution

• Lead the design and execution of sourcing strategies that deliver high-quality pipelines aligned to business hiring needs across priority talent segments, leadership portfolios, and enterprise workstreams.
• Translate demand forecasts, workforce plans, and market intelligence into proactive market mapping, talent pooling, engagement strategies, and multi-quarter sourcing plans.
• Own sourcing support for designated senior leader portfolios and critical teams, ensuring aligned execution against evolving business priorities and organizational bandwidth.
• Partner with recruiters and hiring leaders to calibrate profiles, refine messaging, and adjust strategies based on real-time feedback and results.
• Serve as a strategic advisor to recruiting leaders and business stakeholders on talent market trends, competitive intelligence, and proactive strategies for critical skill areas.

Team Leadership & Development

• Lead, coach, and develop a team of Sourcers, creating a culture of accountability, learning, and continuous improvement.
• Set clear goals and metrics aligned to Talent Acquisition priorities, including pipeline health, conversion rates, time-in-stage, quality of slate, and candidate generation outcomes, and regularly review performance.
• Define team priorities, roles, responsibilities, and workload allocation to ensure the team is focused on the highest-impact business needs.
• Stand up and lead a sourcing training and enablement process that provides clear onboarding and capability-building for both new and current recruiters.
• Build a roadmap for sourcing capability development, including training, onboarding, best practices, and ongoing learning assets that accelerate enablement and improve productivity across the broader TA organization.

Operational Excellence & Systems

• Drive operational excellence in how the team uses our ATS, CRM, and sourcing tools, with a strong focus on data quality, tracking, hygiene, and scalable execution.
• Build and refine repeatable processes, playbooks, standard operating procedures, and workflows that enable consistent, scalable delivery across requisitions, portfolios, and talent segments.
• Partner with TA Operations, Process, Enablement, and Solutions teams to shape, implement, and optimize tools, features, and workflows that enhance sourcing productivity and candidate generation capacity.
• Help define and drive the execution roadmap for sourcing-related capabilities, including process improvements, tool adoption, and role clarity across partners.
• Develop scalable mechanisms that strengthen sourcing effectiveness across the TA organization and support broader enterprise hiring outcomes.

Insights, Data & Market Intelligence

• Use data and analytics to diagnose bottlenecks, optimize sourcing channels, and inform decision-making for TA leaders, recruiters, and business stakeholders.
• Lead competitive landscape mapping for key talent segments, generating insights on market conditions, talent availability, competitor activity, and hiring trends.
• Translate market intelligence into actionable sourcing strategies, target lists, and recommendations for recruiters and hiring leaders.
• Use performance data and market insights to influence sourcing priorities, improve execution, and strengthen delivery against Talent Acquisition OKRs.
• Drive candidate generation capability as a key Talent Acquisition objective by developing strategies, processes, and tools that expand sourcing capacity and improve pipeline outcomes across the organization.

Collaboration & Stakeholder Management

• Act as a strategic partner to recruiters, TA leaders, HR, and business stakeholders, aligning sourcing priorities with business needs and long-range talent objectives.
• Partner closely with leaders and members of COE teams, including Marketing, Solutions Enablement, Process, and business-aligned recruiting leaders, to align sourcing capabilities with enterprise talent priorities.
• Build strong relationships across the People organization and TA to ensure a positive candidate, recruiter, and hiring manager experience.
• Collaborate across TA and partner teams to pilot and scale new sourcing approaches, such as campaigns, events, talent communities, referral strategies, and enablement initiatives.
• Influence senior TA and business leaders through data-driven recommendations, roadmap planning, and strategic insight that improve organizational sourcing outcomes over time.

Change Leadership & Innovation

• Lead sourcing-related initiatives that improve our ability to find and engage talent, including new channels, tools, processes, training mechanisms, and experiments.
• Demonstrate flexibility as new initiatives and priorities emerge in the sourcing space, quickly standing up support for evolving business needs and leadership demand.
• Champion a test-and-learn mindset, using insights to refine strategies, improve execution, and share best practices across the broader TA team.
• Build and scale organization-wide sourcing mechanisms, standard operating procedures, playbooks, and enablement assets that drive consistency, efficiency, and quality across the team.
• Drive change through cross-functional partnership, helping shape how sourcing capabilities, recruiter enablement, and candidate generation evolve across Talent Acquisition.

Qualifications

• 3+ years of experience leading sourcing and/or recruiting professionals, including coaching, performance management, and development.
• 7+ years of experience in recruiting, sourcing, or related HR roles.
• Proven track record of designing and executing sourcing strategies for technical and/or non-technical roles at scale.
• Demonstrated success in using data and metrics to drive decisions, improve outcomes, and influence strategy across pipeline generation, conversion, and sourcing effectiveness.
• Strong understanding of sourcing techniques, talent market mapping, and TA technologies such as ATS, CRM, LinkedIn Recruiter, and talent intelligence tools.
• Experience owning broad sourcing workstreams, enterprise talent initiatives, or multi-organization sourcing strategies with measurable impact on hiring outcomes and recruiter productivity.
• Proven ability to build and scale training, enablement, onboarding, or operating mechanisms that improve capability across a recruiting or talent acquisition organization.
• Demonstrated ability to deliver against targets, including pipeline generation, hires supported, diversity outcomes, quality outcomes, and broader Talent Acquisition objectives.
• Strong consulting, collaboration, stakeholder management, conflict management, and coaching skills, with the ability to influence senior leaders and cross-functional partners.
• Experience working across COE and shared-service partners to drive process improvement, capability building, and transformational change.
• Experience building inclusive teams and talent slates, and managing expectations through ambiguity and change.
• Comfortable working in a matrixed, global environment; some travel is required.

Compensation
The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.
The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

• The salary range for this role is $140,100 - $186,700. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
• Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)
This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.
The selected candidate will be required to travel <25% for this role.
This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.
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