1 week ago

Senior Talent Sourcer

Shield AI

Melbourne

1 week ago

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Shield AI is seeking a Senior Talent Sourcer to lead talent discovery and pipeline building across EMEA and APJ regions. The role involves market mapping, proactive candidate generation, and leveraging AI tools to scale sourcing for engineering and Go-to-Market teams. Requires 5+ years of sourcing experience, ideally in aerospace or defense, and expertise in advanced Boolean search and modern sourcing platforms.

AI-enabledHybridFull-timeSeniorTalent SourcingMarket Mapping

Senior Talent Sourcer

Apply

AI-enabledHybridFull-timeSeniorTalent Sourcing

Salary

Not specified

Work Location

Melbourne, Victoria, Australia, AU

Work Model

Hybrid

Experience Required

5 years

Employment Type

Full-time

Experience Level

Senior

Core Qualifications

Technical (Must-have)

Talent SourcingMarket MappingCompetitive IntelligenceBoolean SearchLinkedIn RecruiterHireEZSeekOutClearanceJobsGitHubAI-powered sourcing workflowsAgentic AI toolsWorkflow automationRecruiting analyticsCRMTalent intelligence platforms

Soft Skills

CommunicationStorytellingJudgmentCuriosityContinuous improvement mindsetOrganizedData-drivenAutonomousConsultativeInfluencing

Preferred Qualifications

Technical (Nice-to-have)

AshbyITAREARSecurity-cleared recruitingAerospaceRoboticsAutonomyAI/MLAdvanced vehicle engineering

Key Responsibilities

•Own the top of funnel: Partner with recruiters and hiring leaders to define target profiles and build data-informed sourcing strategies across various disciplines.
•Map the market: Develop comprehensive talent landscapes by company, skillset, geography, and organizational structure; identify hidden talent pools and competitor insights.
•Generate and engage: Use advanced Boolean search, sourcing platforms, and creative channels to identify, engage, and attract exceptional technical talent.
•Build pipelines proactively: Cultivate long-term relationships with passive, cleared, and highly specialized engineering talent.
•Leverage AI to scale sourcing: Design and improve AI-powered sourcing workflows, research agents, and automations.
•Build repeatable sourcing systems: Use AI tools and workflow automation to create structured market maps, talent intelligence reports, and scalable processes.
•Be the sourcing SME: Coach recruiters and hiring managers on market insights, sourcing strategy, and best practices.
•Partner for impact: Collaborate cross-functionally with Talent Acquisition Operations, Employer Brand, University Recruiting, and Engineering leaders.
•Track and iterate: Use recruiting analytics and experimentation to measure sourcing effectiveness and optimize outreach strategies.

Talent SourcingRecruitingDefenseAerospaceAIHybridSeniorEngineeringGo-to-MarketEMEAAPJ

Core Qualifications

Technical (Must-have)

Soft Skills

CommunicationStorytellingJudgmentCuriosityContinuous improvement mindsetOrganizedData-drivenAutonomousConsultativeInfluencing

Key Responsibilities

•Own the top of funnel: Partner with recruiters and hiring leaders to define target profiles and build data-informed sourcing strategies across various disciplines.

•Map the market: Develop comprehensive talent landscapes by company, skillset, geography, and organizational structure; identify hidden talent pools and competitor insights.

•Generate and engage: Use advanced Boolean search, sourcing platforms, and creative channels to identify, engage, and attract exceptional technical talent.

•Build pipelines proactively: Cultivate long-term relationships with passive, cleared, and highly specialized engineering talent.

•Leverage AI to scale sourcing: Design and improve AI-powered sourcing workflows, research agents, and automations.

•Build repeatable sourcing systems: Use AI tools and workflow automation to create structured market maps, talent intelligence reports, and scalable processes.

•Be the sourcing SME: Coach recruiters and hiring managers on market insights, sourcing strategy, and best practices.

•Partner for impact: Collaborate cross-functionally with Talent Acquisition Operations, Employer Brand, University Recruiting, and Engineering leaders.

•Track and iterate: Use recruiting analytics and experimentation to measure sourcing effectiveness and optimize outreach strategies.