Senior Sourcer

About the Role

Great candidates aren't always looking for a job. That's exactly the problem we're hiring you to solve.

We're looking for a Senior Sourcer to own outbound candidate strategy across our open roles - not a coordinator role, not a "manage the inbound queue" role. You'll build pipelines of passive candidates from scratch, run your own outreach campaigns, and partner directly with hiring managers and leadership on search strategy. Most of your day will be spent finding people who weren't thinking about a new job - and giving them a reason to start.

If you've ever built a search from absolutely nothing - no shortlist, no warm leads, just a blank sheet and a hunch about where the right person might be hiding - this is your kind of problem.

What You'll Do

• Own outbound sourcing for any role - senior or otherwise - where the pipeline is thin or inbound alone isn't cutting it
• Hunt down passive candidates using Boolean search, X-ray search, LinkedIn Recruiter, and whatever other channel gets the job done
• Run high-volume, genuinely personalized outreach campaigns and stick with long sourcing cycles that don't pay off overnight
• Have real conversations with the candidates you find, to sort signal from noise before handing off to the hiring manager
• Partner directly with hiring managers and leadership to figure out where outbound effort matters most
• Be the first impression of Zocks for people who've never heard of us - and make it a good one

What We're Looking For

• 5+ years of sourcing experience, ideally from an agency, retained search firm, or an in-house team built around outbound
• Real fluency in Boolean/X-ray search and other passive-sourcing techniques - not just LinkedIn's built-in filters
• A track record of engaging and actually converting candidates who weren't looking
• Scrappiness - you don't wait for the perfect tool or a clean list; you figure out a way in
• Resourcefulness - when the obvious channel dries up, you find a less obvious one
• Comfort with a high volume of no's and silence - you treat it as data, not discouragement
• Adaptability - you can shift strategy mid-search when what you're doing isn't working
• Strong written communication - your outreach needs to stand out in a crowded inbox, not read like a template
• Full ownership mentality - you run a search end-to-end and don't need it handed to you in pieces

Logistics

• This is a remote position, but we are currently only able to hire candidates who reside in the following states: AZ, CA, CO, CT, FL, GA, ID, IL, IA, KS, MA, MI, NE, NJ, NV, NY, NC, OH, PA, SC, TN, TX, WA, WI
• Background and reference checks required as part of onboarding

Interview Process

• 30-min recruiter screen
• Up to three 30-45-min video or onsite interviews
• Offer pending references.

Total estimated time: ~3 hours

Compensation

• Base salary $130K - $165K. Placement bonus for Director-level and above roles you source, paid after a 90-day retention milestone, regardless of where your day-to-day sourcing focus sits:
  • Director: $5K
  • VP: $10K
  • C-suite/exec: $15K-$20K

Total target compensation $160K - $190K depending on placement volume.

• Equity - we're all building this together