Talent Sourcer

The Role

Bobyard just doubled the team and we're doing it again.

Most sourcers send volume. You won't. You'll build systems that surface the right engineers, designers, and operators — people who are exceptional but not broadcasting it — and get them into conversations before they're actively looking.

This role is ideal for someone who treats sourcing as applied research — not spray-and-pray outreach.

What You'll Do

• Own top-of-funnel. Build and manage candidate pipelines across all roles: engineers, product, design, go-to-market. Define what "qualified" means before a single message goes out.

• Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks. Find people who aren't on the market yet.

• Write outreach that converts. Craft messaging that is precise, respectful, and relevant. No generic templates. Every message earns a reply or teaches you something.

• Build the research layer. Compile structured candidate profiles — background, signal, fit hypothesis — so the hiring team can move fast with context.

• Instrument the funnel. Track source quality, response rates, and pipeline health. Surface what's working and kill what isn't.

• Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual work can be systematized without losing quality.

• Represent Bobyard well. Every candidate touchpoint is a brand moment. You're often the first impression of who we are and why this company matters.

Desired experience

• 2–4 years of sourcing or recruiting experience, ideally for technical roles at an early-stage startup

• Skilled at reading a resume, a GitHub profile, or a LinkedIn and quickly forming a fit hypothesis

• Strong writer — your outreach gets replies because it's thoughtful, not because it's volume

• Comfortable operating without a full playbook. You figure it out, then document it

• Data-literate: you track your pipeline, know your conversion rates, and use that to improve

• Familiar with ATS tools (Ashby preferred) and LinkedIn Recruiter

• Bonus: exposure to construction, trades, or technical industries

Why Bobyard

Shape the sourcing function from zero. Work directly within a high growth company working with incredible hiring leaders — short feedback loops, high ownership. Competitive base with meaningful equity.

Full-time, in-person in San Francisco. We value learning rate and judgment over pedigree. If you find great people for hard-to-fill roles, let's talk.

Comp Philosophy

We pay to win. Bobyard targets competitive top-of-market compensation because we hire people who ship and drive real impact — and we aim to reward that, including through variable pay tied to performance. Individual compensation is determined by role, experience, and contribution, at Bobyard's discretion.