Talent Sourcing Specialist

Role Overview

• Requisition Execution: Take ownership of new client requests, distilling complex needs into actionable search strategies for a wide variety of roles (Administrative, Marketing, Real Estate, Technical, etc.).
• CSM Strategic Alignment: Work hand-in-hand with Customer Success Managers to understand the nuances of their clients' businesses and their ultimate goals for the hire. You ensure that every profile identified is strategically aligned with the client's vision and specific "why."
• Sourcing Direction & Calibration: Guide and manage the workflow of the Sourcing team. You define the "ideal candidate profile" and ensure the pipeline is healthy, high-quality, and aligned with the client’s specific software and workflow requirements.
• Expert Vetting & Quality Control: Conduct end-to-end interviews for roles ranging from entry-level to executive leadership. You act as the final gatekeeper, vetting for technical skills, English proficiency, and the "Top 1%" quality standard Wing Assistant is known for.
• Internal Collaboration & Feedback Loops: Proactively communicate with CSMs to refine searches based on real-time feedback. Your goal is to ensure the client is highly satisfied with the candidate pool and to maintain a high "profile acceptance" criteria.
• Product & Scope Compliance: Coordinate closely with the Product Delivery Specialist to ensure any additional client requests made post-sales are feasible and aligned with Wing’s standards before proceeding with further sourcing or candidate endorsements.
• The "Hard-to-Fill" Specialist: Take the lead on specialized or high-stakes requisitions that require unconventional sourcing, creative problem-solving, and deep-dive evaluation.

Requirements

• Must have at least 4 years of proven track record in an agency, RPO, or managed staffing environment.
• Expert at hiring across multiple industries and job functions without needing a specific niche.
• Experienced in internal stakeholder management; knowing how to balance the needs of the CSM with the realities of the talent market.
• Ability to conduct competency-based interviews for diverse roles, ensuring only the "Top 1%" of talent moves forward.
• Deep understanding of how to use different job boards and sourcing tools (i.e. LinkedIn Recruiter) to find "purple squirrel" candidates for difficult roles.