Talent Sourcer, embedded

Foundation Partners; Greater London; On-site; GBP 50,000 - 70,000; Full time

Job summary

A leading talent sourcing firm in Greater London seeks an Embedded Talent Sourcer to enhance its sourcing strategy and execution across Engineering, Product, and Go-To-Market roles. The role requires over 3 years in Talent Acquisition with proven sourcing success in competitive markets. Candidates should demonstrate advanced sourcing skills and a data-driven approach to recruitment. This is an excellent opportunity to partner closely with startup clients and engage high-quality candidates proactively.

Qualifications

• 3+ years in Talent Acquisition or Sourcing, ideally in high-performance environments.
• Expert-level capability in sourcing across Engineering, Product, or GTM.
• Experience with startups and scale-ups, demonstrating success in competitive markets.

Responsibilities

• Own sourcing strategy for critical roles across Engineering, Product, and GTM.
• Build high-quality talent pipelines using proactive sourcing.
• Continuously test and refine sourcing methods to improve quality and speed.

Skills

Direct sourcing

Market intelligence

Creative sourcing

Communication

Data analysis

Tools

Boolean search

ATS and CRM systems

Sourcing intelligence tools

Job description

eHiring the right people is the single biggest determinant of success for founders and also the most time-consuming, distracting, and inconsistent part of scaling a business

We exist to give founders confidence that they will consistently access the best possible talent, at the right time, across Product, Engineering, and Go-To-Market, without compromising speed, quality, or focus

We do this by embedding world‑class talent operators into client teams faster than building internal capability, more cost‑effective than agencies, and with significantly higher signal‑to‑noise than traditional recruitment models.

Role Purpose & Overview

The Embedded Talent Sourcer is a hands‑on role designed for a recruiter whose core strength is direct sourcing, probably across multiple talent verticals. This role is focused on finding, engaging, and converting exceptional talent in competitive markets. You will operate as a trusted sourcing partner to founders, hiring managers, and Embedded Talent Leads, owning the top‑of‑funnel strategy and execution across Engineering, Product, or GTM roles. You are not a transactional sourcer. You bring market intelligence, creativity, and first‑principles thinking to every search, understanding where the best talent actually lives, how they move, and what motivates them to engage.

Key Responsibilities

• Own end-to-end direct sourcing strategy and execution for critical roles across: Engineering (Backend, Frontend, Full-Stack, Mobile, Data, Platform), Product (Product Managers, Designers, Product Leaders), GTM (Sales, Marketing, RevOps, Customer Success)
• Build and maintain high-quality, always‑on talent pipelines using proactive outbound sourcing rather than reactive applications.
• Identify non-obvious talent pools through:
• Advanced Boolean search
• Specialist platforms, communities, and referrals
• Creative sourcing channels beyond standard job boards
• Continuously test, iterate, and refine sourcing approaches to maximise response rates, quality, and speed.

Multi-Platform & Advanced Tooling Mastery

• Leverage and optimise sourcing tools such as:
• Boolean / X‑ray search
• Juicebox, Metaview, and other sourcing intelligence tools
• ATS and CRM systems
• Partner with Embedded Talent Leads to experiment with new sourcing technologies (AI‑assisted search, automation, enrichment tools).
• Maintain clean, accurate pipeline data to ensure visibility and decision‑making at all times.
• Act as a live feed of the market for Embedded teams and clients:
• Talent availability and scarcity
• Compensation expectations and shifts
• Candidate motivations and objections
• Advise on realistic sourcing strategies based on market conditions rather than idealised role specs
• Provide feedback loops to refine role definitions, candidate personas, and outreach messaging.

Candidate Engagement & Experience

• Craft personalised, high‑impact outreach that clearly articulates:
  • The problem the company is solving
  • Why the role matters
  • Why now is the right time to engage
• Conduct high‑signal initial screening conversations where required, focused on:
  • Motivation and intent
  • Relevant experience and trajectory
  • Alignment with scale‑up environments
• Ensure every candidate interaction reflects a premium, human, and transparent experience, regardless of outcome.

Embedded Partnership & Collaboration

• Work closely with Embedded Talent Leads and client hiring managers as a true extension of the team.
• Participate in intake sessions, role calibration, and pipeline reviews.
• Be present inside the business to understand product, customers, roadmap, and growth goals so sourcing decisions are grounded in reality.
• Communicate proactively and clearly at all times pipeline health should never be a mystery.

3. Core Behaviours & Mindset

• First‑principles thinker: You don’t just run searches, you ask why the role exists and where the best people will realistically come from.
• MVP mentality: Perfect searches don’t ship hires. Speed, learning, and iteration matter.
• Calm under pressure: Urgent without being reactive; structured without being rigid.
• Data‑led: You track response rates, conversion, time‑to‑shortlist, and continuously optimise.
• Relentlessly proactive: You don’t wait for candidates to apply, you go where they already are.
• Over‑communicator: Stakeholders should always know what’s happening before they ask.

4. Qualifications & Experience

• 3+ years in Talent Acquisition or Sourcing, ideally starting in high‑performance agency or search environments.
• Demonstrated expert‑level sourcing capability across at least one of: Engineering, Product, GTM
• Significant experience working with startups and scale‑ups (Seed–Series B).
• Proven success sourcing in competitive, low‑signal markets where talent is scarce.
• Deep familiarity with modern sourcing tools, platforms, and methodologies.

5. Success Metrics

• Pipelin e Quality: Consistent delivery of high‑signal, interview‑ready candidates.
• Speed to Shortlist: Reduced time to first qualified candidates for priority roles.
• Conversion Rates: Strong outreach response and interview‑to‑offer ratios.
• Stakeholder Trust: Hiring managers view you as a market expert, not just a sourcer.
• Talent Density: Measurable improvement in overall candidate quality across roles.