Sr. Technical Talent Sourcer

Description

We’re seeking a Senior Technical Talent Sourcer who excels at identifying, engaging, and building relationships with high-impact, passive engineering talent. In this role, you will lead proactive sourcing strategies and develop sustainable, high-quality talent pipelines for hard-to-fill civil and transportation engineering roles within the AEC (Architecture, Engineering, and Construction) industry.

As a strategic partner to recruiters, hiring managers, and leadership, you will translate complex technical requirements into targeted sourcing strategies that strengthen internal capabilities and improve hiring outcomes. This is a high-impact opportunity to shape and scale sourcing strategy within a growing organization, with strong visibility to leadership and direct influence on hiring success.

About Fisher Associates

At Fisher Associates, we are a multidisciplinary design services firm with nine locations nationwide, empowering our teams to drive meaningful change through their work. Our services span civil/site engineering, transportation engineering, electrical engineering, landscape architecture, architecture, planning, environmental services, land surveying, GIS, construction inspection, precast, and construction engineering, each offering opportunities to shape communities and improve lives.

What You’ll Do as a Sr. Technical Talent Sourcer

• Lead proactive sourcing strategies to identify and engage passive talent across civil, transportation, and AEC disciplines, building strong pipelines for hard-to-fill roles
• Build and maintain high-quality talent pipelines and communities for mid-and senior-level positions, improving depth and reducing time-to-fill
• Partner with recruiters and hiring leaders to translate technical requirements into targeted sourcing strategies that drive hiring outcomes
• Develop talent maps, candidate profiles, and market insights to inform hiring decisions and workforce planning
• Leverage LinkedIn Recruiter, ATS/CRM platforms, and advanced sourcing tools (including Boolean and AI-assisted techniques) to identify and engage top talent
• Use market intelligence and competitive insights to refine targeting and improve pipeline quality
• Execute personalized outreach strategies to increase engagement and conversion of passive candidates
• Evaluate candidate qualifications and present high-quality candidates with insights to improve quality-of-hire
• Analyze pipeline performance and recruiting metrics to optimize sourcing strategies and improve efficiency
• Continuously refine sourcing tools, processes, and messaging to enhance scalability and candidate experience
• Serve as a sourcing subject matter expert, sharing best practices and elevating team capability
• Champion employer brand through high-quality candidate engagement
• Reduce reliance on external agencies through effective direct sourcing strategies
• Collaborate across Talent Acquisition to align on hiring strategies and drive consistent recruiting practices
• Identify and implement improvements to sourcing processes, tools, and systems to drive innovation and scalability
• Support broader Talent Acquisition and HR initiatives as needed

Requirements

What You Bring, Your Expertise as a Sr. Technical Talent Sourcer

• Bachelor’s degree in Human Resources, Business, Communications, or related field preferred; equivalent experience considered
• 7+ years of experience in talent sourcing or full-cycle recruiting, with a strong focus on proactive sourcing for technical or engineering roles
• Proven ability to build and sustain high-quality pipelines for hard-to-fill, mid- and senior-level positions
• Advanced proficiency with LinkedIn Recruiter, ATS/CRM platforms, and modern sourcing tools, including Boolean search and advanced sourcing techniques
• Strong ability to translate complex technical requirements into targeted sourcing strategies, talent maps, and candidate profiles
• Experience leveraging market insights, talent mapping, and competitive intelligence to identify and engage high-quality talent pools
• Strong candidate engagement and outreach skills, with the ability to craft personalized messaging and build relationships with passive candidates
• Experience evaluating candidate qualifications, including technical skills, project experience, and organizational fit, and providing informed recommendations
• Data-driven mindset with experience using recruiting metrics and pipeline data to improve performance and outcomes
• Proven ability to build trusted partnerships with hiring managers, influence hiring decisions, and align talent acquisition strategies with business objectives
• Strong organizational and project managemen