Technical Talent Sourcer

Technical Talent Sourcer

At Salas O’Brien we tell our clients that we’re engineered for impact. This passion for making a difference applies just as much to our team as it does to our projects. That’s why we’re committed to living our values every day: inspiring, achieving, and connecting as shared owners of our success with a focus on a sustainable future.

Building for the long-term means that all of our team members can expect to work on amazing projects with a people-first approach to problem solving. It also means that each member of our team has truly limitless potential to build a unique, meaningful, and high-impact career—and they’ll receive great total rewards along the way.

About Us

Founded in 1975, Salas O’Brien is an employee-owned engineering and professional services firm focused on achieving impact for our clients, our team, and the world. We know that tomorrow’s requirements are today’s opportunities, and we are here to design lasting solutions for pressing challenges.

We work across a variety of industries providing integrated engineering and consulting services. Our specialized experience includes design for data centers, healthcare, science and technology, high-rise buildings, clean energy, education, and other building types as well as structural and building sciences, infrastructure asset management, advanced robotics, and more.

Our technical expertise is paired with an exceptional team of business development, human resources, finance and accounting, information technology, and marketing professionals, all of whom play a key role in bringing our commitments to life every day.

Role Summary

The Technical Talent Sourcer plays a key role in shaping how Salas O’Brien finds and connects with engineering and technical talent. This person builds expertise in priority talent markets, develops relationships with passive candidates, and creates strong pipelines for current and future hiring needs. By providing Technical Recruiters with a steady flow of qualified, interested talent, the role directly supports the company’s growth.

The position is designed for proactive, strategic sourcing. Rather than focusing on day-to-day management of job openings, the role builds future talent pipelines, strengthens technical and market knowledge, and gives the recruiting team better insight into where talent is available.

This role offers a clear path for growth, from independently building technical talent pipelines to leading sourcing strategy, market insight, and sourcing practices across teams.

Key Responsibilities

Technical Talent Sourcing and Engagement

• Find and engage passive engineering and technical talent.
• Create sourcing plans for assigned technical fields, locations, and priority markets.
• Research target companies, competitors, and talent pools.
• Use several sourcing methods to find talent beyond active applicants.
• Write personalized outreach that builds interest and relationships.
• Stay connected with prospective candidates to keep pipelines current and useful.

Candidate Qualification and Handoff

• Hold initial conversations to learn about candidates’ experience, technical background, career interests, location preferences, and availability.
• Assess whether candidates fit current or expected talent needs.
• Build candidate interest before introducing them to the appropriate Technical Recruiter.
• Give recruiters the candidate and market information needed for a smooth handoff.
• Keep candidate information and activity accurate and current in recruiting systems.

Pipeline Development

• Build and maintain technical talent pipelines for future needs, not only open jobs.
• Develop pipelines for priority engineering fields, locations, and markets.
• Keep pipelines current through regular outreach and relationship management.
• Find pipeline gaps and focus sourcing where future demand is greatest.
• Work with Technical Recruiters to move qualified, interested candidates into active hiring processes when opportunities arise.

Talent Market Intelligence

• Build knowledge of assigned engineering fields and their talent markets.
• Identify companies and locations with strong concentrations of technical talent.
• Spot new sourcing challenges and opportunities.
• Share useful insights about candidate availability and competitive talent markets with recruiters and recruiting leaders.
• Use sourcing results and candidate feedback to show where talent is available and where more pipeline investment is needed.

Partnership and Collaboration

• Work closely with Technical Recruiters to understand priority fields and talent needs.
• Coordinate sourcing so candidates experience one consistent Salas O’Brien recruiting team.
• Share candidate relationships and market knowledge across business units instead of creating separate talent pools.
• Support company-wide recruiting priorities as hiring needs change.

Measures of Success

Success is measured by the quality, readiness, freshness, and progress of talent—not simply by the number of people added to a database.

• Prospects found and engaged
• Qualified passive candidates
• Candidates accepted by hiring managers
• Candidates who reach interview, offer, and hire stages
• Strength and freshness of priority technical pipelines
• Conversion rates between sourcing and recruiting stages
• Candidate sources
• Pipeline growth in difficult or priority talent markets

Experience and Qualifications

• 2–4 years of experience in recruiting, talent sourcing, search, or a related talent acquisition role.
• Proven ability to independently find and engage prospective candidates.
• Experience building and maintaining talent pipelines.
• Strong research and candidate outreach skills.
• Ability to assess candidates’ qualifications, interests, and fit with talent needs.
• Strong communication and relationship-building skills.
• Ability to manage several talent pipelines and priorities.
• Experience sourcing engineering, technical, architecture, construction, or other specialized professional talent is preferred.

Travel: Up to 25%

Compensation and Benefits

The expected base salary range for this role is $70,000 - $80,000 USD per year. Actual compensation will be determined based on a number of factors including skills, experience, qualifications, and location.

This role is also eligible for performance-based bonuses and a comprehensive U.S. based benefits package, including:

• Medical, dental, and vision insurance
• 401(k) with company match
• Paid time off and company holidays
• Wellness programs and employee assistance resources
• Professional development support

For more information, visit our full benefits overview here.

Equal Opportunity Employment Statement

Salas O’Brien provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, colour, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state/provincial, or local laws. Salas O’Brien will accommodate the disability-related needs of applicants as required by law.

Third-Party Agency Notice
Salas O’Brien does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners engaged directly by our Talent Acquisition team for specific searches. Unsolicited submissions will not be eligible for placement fees.

Qualifications Experience Required Strong research and candidate outreach skills. Experience building and maintaining talent pipelines. Proven ability to independently find and engage prospective candidates. 2–4 years of experience in recruiting, talent sourcing, search, or a related talent acquisition role. Preferred Experience sourcing engineering, technical, architecture, construction, or other specialized professional talent is preferred. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.