{"id":3846983,"url":"https://alion.io/job/humankind-tss-tech-recruiter","title":"TSS Tech Recruiter","company":{"id":2497773,"name":"HumanKind","domain":"humankind.org","url":"https://alion.io/company/humankind-org","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"ADP","truth_index":null},"role":"HR","role_family":"HR","seniority":"middle","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Cape Town, South Africa"],"countries":["ZA"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":3,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"LinkedIn","optional":false},{"name":"Microsoft Excel","optional":false},{"name":"Outlook","optional":false}],"status":"live","first_seen_at":"2026-10-21T22:04:16Z","employer_posted_date":null,"last_verified_at":"2026-10-21T22:04:16Z","board_verified":false,"closed_at":null,"days_open":17,"trust":{"level":"not_scored","repost_count":null,"flags":[],"days_open":17},"description":"Reference: HC006164-Carol-1\n\nTalent Sourcing Specialist\nDuties & Responsibilities\nThis is not a traditional recruiter role. We're looking for someone who is future-thinking, strategic, and highly proactive, with a strong understanding of the technology talent landscape.\nAs a Specialist: Talent Sourcing, you'll sit within the business as a strategic talent partner — not simply taking job orders, but translating business needs into clear recruitment strategy, challenging and guiding stakeholders, providing market intelligence, and helping steer business decision-making around talent.\nYou'll provide a specialist sourcing service for external talent acquisition through appropriate channel selection, direct talent sourcing techniques, market research and lead generation, and applicant screening and engagement.\n\nCore Focus Areas\n\nThe role requires thinking about talent across three horizons:\n1. NOW – Current Hiring Understand immediate roles and deliver against what the business needs today.\n2. NEXT – Pooling & Pipelining Build proactive talent pools for skills and roles the business knows it will require, rather than waiting for vacancies to open.\n3. FUTURE – Strategic Workforce Thinking Look ahead at where technology, skills, and the business are heading. Understand and embrace AI, identify emerging skills, and anticipate future requirements before they land.\n\nKey Performance Areas\n\nTalent planning and contracting\n\nSourcing and screening of talent\n\nShortlisting and presenting of talent\n\nMarket mapping and gaining market intelligence\n\nGeneral talent sourcing administration\n\nKey Tasks and Accountabilities\n\n1. Talent Planning and Contracting\n\nCollaborate with business stakeholders and talent acquisition specialists to understand the type of talent required\n\nConclude a detailed briefing on role requirements, candidate persona and current team overview\n\nClearly contract sourcing project timelines for delivery with stakeholders\n\nConsult on application questions and advert content to attract the right talent and ensure candidates meet minimum technical and qualification requirements\n\nTrack and interpret trends in the technology talent landscape, including AI and emerging skills\n\nBuild and maintain proactive talent pools and pipelines ahead of business demand\n\nAct as a strategic talent partner — guiding and challenging stakeholders where needed, rather than simply executing job orders\n\nTranslate business and workforce needs into a clear, actionable recruitment strategy\n\nProvide market intelligence to inform business decision-making around talent\n\nConfidently engage and influence senior stakeholders\n\n2. Sourcing and Screening of Talent\n\nUse direct sourcing techniques aimed at passive candidates with specialised, critical and/or strategic talent to build and maintain a strong future talent pool, in line with transformation targets and objectives\n\nApply appropriate telephonic screening techniques for shortlisting and attracting candidates\n\nAcquire relevant candidate information and clarify key areas of experience to match role suitability\n\nUphold an excellent candidate experience through effective response handling and timeous feedback\n\nConduct regular skills searches and proactively engage candidates to build a continuous, timely talent pipeline\n\nDrive and maintain allocated talent sourcing campaigns (e.g. advertising, referrals)\n\nSummarise market trends and candidate skills through candidate submission presentations\n\nEffectively use sourcing tools, platforms and techniques to achieve sourcing objectives\n\n3. Shortlisting and Presenting of Talent\n\nShortlist and present passive and active applicants who meet agreed job specifications to relevant stakeholders\n\nProvide stakeholders with an overview of the candidate shortlist and market insights on the relevant talent landscape\n\nEnsure a proper hand-over of candidate shortlists to the Talent Acquisition team\n\n4. Market Mapping and Gaining Market Intelligence\n\nGain industry and competitor insights and stay up to date with talent trends to inform sourcing strategy recommendations\n\nStay informed on the best sourcing strategies per skill set to attract top talent\n\nProvide monthly insights through reporting and participation in team community-of-practice sessions\n\nContribute input toward the compilation of HR leadership reporting\n\n5. General Talent Sourcing Administration\n\nUpdate and maintain candidate data platforms\n\nMaintain the integrity of the applicant tracking system, moving candidates in real time and including screening notes on profiles\n\nMaintain the LinkedIn sourcing platform\n\nProvide timely feedback to all candidates on the status of their application\n\nTrack conversion ratios (submission-to-interview and interview-to-offer) to measure team performance\n\nTrack the percentage of AA candidates submitted per project for reporting purposes\n\nExperience\n\nMinimum:\n\n3–5 years' experience in direct sourcing techniques and methods, specifically aimed at passive candidates with scarce and/or critical skill sets\n\nExperience in telephonic screening techniques for shortlisting and attracting candidates, upholding an excellent candidate experience through effective response handling and timeous feedback\n\nExperience in market mapping and gathering market intelligence\n\nExperience working in a target-driven environment\n\nGrade 12 / National Certificate / Vocational qualification\n\nIdeal:\n\n5+ years in a talent sourcing and acquisition environment\n\nExperience working with a wide variety of candidate sourcing platforms\n\nPrior experience working with SAP SuccessFactors\n\nA strong talent network\n\nA relevant degree in Psychology or Industrial/Organisational Psychology\n\nKnowledge\n\nCommercially minded — understands the business impact of talent decisions\n\nCurious — proactively seeks out trends and market shifts\n\nTech-savvy — comfortable engaging with technical roles and technology direction, including AI\n\nProactive — builds pipelines ahead of need rather than reacting to vacancies\n\nConfident — able to guide, challenge and influence senior stakeholders\n\nGeneral HR processes and procedures\n\nRelevant legislation (e.g. LRA, Employment Equity Act)\n\nEffective and efficient telephonic interviewing/screening techniques\n\nCompetency-based recruitment\n\nSourcing approaches and methods\n\nSkills\n\nComputer literacy (MS Word, MS Excel, MS Outlook)\n\nCommunication skills\n\nInterpersonal and relationship management skills\n\nAttention to detail\n\nPlanning, organising and coordination skills\n\nCompetencies\n\nSimplify and make it easy\n\nEarn and extend trust\n\nPlan, deliver and raise the bar\n\nCurious and continuously learns\n\nAct, learn and adapt\n\nInspire optimism and persistence\n\nHave courage, disagree and commit\n\nBuild one team","description_format":"text","description_chars":6733,"description_truncated":false,"requirements":{"experience_years_min":3,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":["Equity"],"hiring_locations":[{"name":"United States","iso":"US","kind":"country"},{"name":"Mississippi","iso":null,"kind":"city"}],"hiring_excludes":[],"relocation_offered":false,"industries":["Nonprofits & 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