Talent Acquisition Sourcing Lead

Stantec; Pune District; On-site; INR 1,800,000 - 3,600,000; Full time

Job summary

Stantec is seeking a Talent Sourcing Leader to drive strategic sourcing initiatives across our Pune operations. You will build a high-performing team, map talent landscapes, and engage passive candidates to create proactive pipelines for critical roles.

You will leverage CRM systems, digital sourcing tools, and market intelligence to shape workforce strategy and reduce time-to-fill. You will partner with HR and TA leadership to anticipate hiring needs, benchmark salary trends, and ensure

Qualifications

• Proven experience in talent sourcing leadership or strategic recruitment functions.
• Strong expertise in passive candidate sourcing, talent mapping, and pipeline development.
• Experience using sourcing tools, CRM systems, and market intelligence platforms.

Responsibilities

• Lead the Sourcing Function and build a high-performing team of Sourcing Specialists and Talent Researchers.
• Coach team on advanced sourcing techniques including talent mapping, competitor analysis, passive engagement, and use of digital tools.
• Develop and maintain strategic talent pipelines aligned to critical roles and anticipated hiring demand.
• Provide regular market insights on competitor hiring, salary trends, and talent availability.
• Collaborate with HR Partners to translate workforce plans into sourcing strategies and pipeline priorities.
• Track and report pipeline quality, engagement rates, and conversion metrics to TA leadership.

Skills

Talent mapping

Passive candidate engagement

Pipeline management

Market insights

Sourcing leadership

CRM utilisation

Tools

CRM systems

Sourcing tools

Market intelligence platforms

Job description

Stantec is a global leader in sustainable engineering, architecture, and environmental consulting. The diverse perspectives of our partners and interested parties drive us to think beyond what’s previously been done on critical issues like climate change, digital transformation, and future-proofing our cities and infrastructure. We innovate at the intersection of community, creativity, and client relationships to advance communities everywhere, so that together we can redefine what’s possible. The Stantec community unites approximately 32,000 employees working in over 450 locations across 6 continents.

Key Accountabilities:

1. Leadership of the Sourcing Function

Develop a team of Sourcing Specialists and Talent Researchers.

Build a high-performing sourcing culture focused onmarket insight, proactive outreach, and long-term talent relationship building.

Provide coaching in advanced sourcing techniques including:

• talent mapping

• competitor analysis

• passive candidate engagement

• digital sourcing tools

• pipeline management

Monitor team performance againstpipeline quality, passive engagement rates, and talent conversion metrics.

Ensure consistent use ofCRM systems, sourcing methodologies, and engagement strategiesacross the team

1. Proactive Talent Mapping & Pipeline Strategy

Develop and maintainstrategic talent pipelinesaligned to critical roles, niche skills, and anticipated hiring demand.

Identify and engagepassive candidates not actively applying for rolesthrough targeted outreach and relationship building.

Build and nurturelong-term candidate communities and talent pools.

Lead talent mapping across key competitors and industry sectors.

Re-engage previous candidates, silver-medallists, and declined applicants to maintain warm talent pipelines.

Ensure pipelines arefuture-focused, not solely tied to current vacancies.

1. Strategic Workforce Alignment

Partner withHR Business Partners, workforce planners, and TA Managersto anticipate future hiring needs.

Translate workforce plans intosourcing strategies and pipeline priorities.

Identify potential talent shortages and advise stakeholders onavailability of skills in the external market.

Prepare the organisation for hiring demand by ensuringtalent pipelines exist before requisitions open.

Support volume growth, transformation projects, and emerging capability areas through proactive sourcing.

1. Market Intelligence & Talent Insights

Provide regular insight on:

• competitor hiring activity

• talent movement across the market

• salary and attraction trends

• skill availability and scarcity

Develop talent maps and market reports to informhiring strategy and workforce planning.

Advise business leaders onrealistic talent availability and sourcing strategiesfor niche roles.

Act as a centre of expertise forlabour market intelligence within Talent Acquisition.

1. Passive Candidate Engagement Strategy

Design and implementstructured outreach strategiesfor engaging passive candidates.

Leverage multiple sourcing channels including:

• professional networks

• digital sourcing tools

• social platforms

• niche talent communities

• industry events

Build long-term relationships with high-potential talent before vacancies arise.

Ensure candidate engagement reflects astrong employer brand and positive candidate experience.

1. Collaboration with TA Delivery

Work closely with TA Specialists toconvert sourced pipelines into successful hires.

Provide shortlists ofpre-qualified passive candidates for critical roles.

Ensure seamless handover from sourcing to recruitment delivery once candidates enter formal hiring processes.

Align sourcing priorities withlive hiring demand and strategic workforce needs.

1. Data, Reporting & Performance Insights

Track and report sourcing effectiveness through metrics such as:

• pipeline progress and depth

• passive candidate engagement rates

• sourced candidate conversion to interview

• sourced hire ratio

• reduction in agency reliance

Use analytics to improve sourcing strategies and identify market opportunities.

Provide dashboards and insights to TA leadership ontalent availability and pipeline readiness.

1. Continuous Improvement & Innovation

Identify and implementnew sourcing technologies, methodologies, and tools.

Drive innovation in:

• talent mapping approaches

• candidate engagement techniques

• CRM utilisation

• digital sourcing channels

Benchmark sourcing practices against industry best practice.

Continuously improve the organisation’s ability toattract and access passive talent.

Background & Experience

Proven experience intalent sourcing leadership or strategic recruitment functions.

Strong expertise inpassive candidate sourcing, talent mapping, and pipeline development.

Experience using sourcing tools, CRM systems, and market intelligence platforms.

Ability to interpret labour market data and translate insights intohiring strategy.

Strong stakeholder management and ability to influence senior leaders.

Experience building and developingspecialist sourcing teams.

Commercial mindset with a focus onreducing agency dependency and improving hiring outcomes.

Primary Location: India | Pune
Organization: BC-3885 Shared Services-IN Pune IN
Employee Status: Regular
Management Level: Midlevel manager
Business Justification: New Position
Travel: No
Schedule: Full time
Job Posting: 03/11/2026 08:11:51
Req ID: 1007911