Sr. Technical Sourcer - The Job Sauce

About The Job Sauce

We were founded as a career coaching company and became a recruiting agency reluctantly. We care about doing good work, treating candidates like people, and building partnerships where clients trust our judgment. Our clients range from Series A–C startups to pre- and post-IPO unicorns and Fortune 500 companies.

The quality of those partnerships makes a difference in your day-to-day work. Detailed intakes, direct access to hiring managers, and regular calibration give you the context to find the right people and the influence to shape the search. Our shared goal is for a client to hire one of the first five candidates they meet.

About the Role

We’re hiring a Senior Technical Sourcer who loves the hunt: understanding an unfamiliar market, spotting the signal in a profile, and figuring out how to reach someone other recruiters have missed. You’ll own search strategy and outreach, working closely with our sourcing team lead and recruiters. There is very little screening in this role. Sourcing is the specialty you’ll build on here.

You’ll work primarily on technical searches, with other roles as our client needs evolve. You should be confident balancing roughly 5-10 concurrent searches of varying complexity while contributing to our goal of filling 90% of the roles we work. Priorities and active workload shift with search complexity, pipeline progress, and team capacity.

What You’ll Do

• Get to the real requirements. Partner directly with founders and hiring managers. Ask detailed questions, challenge assumptions, explain tradeoffs, and turn the intake into a clear candidate profile and search strategy.
• Choose the right approach, then keep testing. Run multiple sourcing hypotheses, research companies and products, and find relevant people even when the obvious keywords are missing. Know when to cast a wide net, when to pursue a small market across multiple channels, and when to pivot or accelerate what is working.
• Create momentum immediately. Move from intake into research, messaging, and outreach that same day. Work with recruiters to get credible candidates into conversations quickly. If we haven’t screened a likely finalist by day 10, we should feel behind.
• Write outreach worth reading. Speak to candidates at their level, give them a specific reason to care, and choose the channels and follow-up that fit the audience. Test your messaging and apply feedback thoughtfully.
• Improve how we source. Use LinkedIn Recruiter, Juicebox, AI, and automation to work faster and improve results. Evaluate new tools, verify their output, build useful workflows, and teach teammates what you learn.
• Make the work visible. Keep the candidate profile, search approach, results, and pivots documented so another sourcer can step in. Maintain accurate search and pipeline information in our shared tools, including Ashby, and communicate progress, blockers, and completed actions proactively.
• Win as a team. Brainstorm, co-source, share methods, and cover teammates. Use recruiter feedback to improve targeting, and know when a pipeline needs calibration rather than more volume.

You Might Be a Fit If You

• Have 6+ years in recruiting, including substantial hands-on technical sourcing, and experience supporting startups. Agency experience is preferred, not required.
• Have personally discovered and engaged passive candidates for difficult technical roles, with enough technical depth to distinguish real fit from keyword overlap.
• Built strong sourcing fundamentals before generative AI and now use AI thoughtfully to improve your work. You can demonstrate a workflow you improved and explain how you check its quality.
• Are highly proficient in LinkedIn Recruiter, assess profiles quickly and accurately, and pick up new tools easily.
• Feel comfortable advising founders and senior hiring managers as an expert, including when you need to challenge their assumptions.
• Persist through difficult searches, try approaches beyond your usual playbook, and use evidence to decide when to change direction.
• Write clearly and persuasively, have opinions about messaging, and respond well to feedback.
• Want sourcing to be your long-term specialty. Your current title may be Recruiter, Sourcer, or Talent Partner; what matters is the work you’ve owned and what you want to do next.

What It’s Like to Work With Us

We give people autonomy and expect ownership. That includes keeping teammates informed, asking for help early, and helping others succeed. We were founded by coaches, so feedback and development are part of how we work. We value curiosity, a sense of humor, and people who care about the quality of both the result and the experience.

Compensation and Benefits

• $80,000-$100,000 annual base salary
• $30,000 on-target bonus
• 10% business development commission
• Flexible PTO
• Flexible hours
• Remote work within the continental United States

Base plus target bonus totals $110,000-$130,000 annually, with business development commission providing additional earning potential.