Talent Acquisition Sourcer

Ttmtechnologies; Dogpatch (AR); On-site; USD 60,000 - 90,000; Full time

Benefits offered by this job

Health benefits

401K

Paid time off

Job summary

TTM Technologies, Inc. is seeking a Talent Acquisition Sourcer to lead front-end searches for salaried professionals across North America, spanning engineering, operations leadership, quality, supply chain, finance, IT, and more.

You will map markets, build pipelines, and perform targeted outreach, while recruiters handle later-stage processes. You will work with recruiters and HR partners to define must-haves, build talent maps, and maintain evergreen pipelines for recurring needs.

Qualifications

• 3+ years of talent sourcing focusing on professional roles.
• Proven ability to source passive candidates using Boolean search and LinkedIn Recruiter.
• Experience partnering with recruiters and hiring managers from intake through handoff.
• Working knowledge of Workday and candidate tracking/CRM discipline.
• Strong written outreach skills that elicit responses from busy professionals.
• Ability to manage multiple professional searches and report pipeline status.

Responsibilities

• Source professional and salaried roles across TTM, from IC to director level searches.
• Partner with recruiters, HRBPs, and hiring managers in intake meetings to clarify must-haves and strategy.
• Build role-specific talent maps: target companies, competitor org charts, adjacent industries.
• Use Boolean search, LinkedIn Recruiter, ATS/CRM data, and other channels to identify passive candidates.
• Run structured outreach that protects TTM’s employment brand with professional, consistent messaging.
• Pre-screen for fit and hand qualified candidates to the recruiter with clear notes.
• Build evergreen pipelines for recurring professional needs, not just open roles.
• Track activity in ATS/CRM: sourcing status, outreach, responses, screens, and handoffs.
• Report weekly on pipeline health: sourced, contacted, responded, screened, submitted, interviewed, hired.
• Flag market intelligence back to TA and the business on compensation pressure and skill gaps.
• Support TTM’s diversity hiring goals by expanding search beyond obvious sources.

Skills

Sourcing

Passive candidates

Candidate outreach

Cross-functional partnering

Pipeline management

Education

Bachelor's degree in HR or related field

Tools

LinkedIn Recruiter

Workday

ATS/CRM systems

Job description

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer

About TTM

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

TTM Technologies is looking for a Talent Acquisition Sourcer who specializes in finding professional talent — the people who lead, build, sell, and run the business.

This is not a generalist recruiting role and it is not an hourly/skilled-trades sourcing seat. You will focus on salaried professional searches across North America: engineering, operations leadership, quality, supply chain, finance, IT, commercial, program management, and other exempt roles. You will own the front end of the search: market mapping, pipeline building, outreach, and qualification. Recruiters and hiring managers own the later-stage process.

If you like the hunt, enjoy turning a vague req into a named talent map, and know how to get passive professionals to respond, this role is built for you.

Responsibilities

• Source professional and salaried roles across TTM, from individual contributor specialists through manager and director-level searches.
• Partner with recruiters, HR Business Partners, and hiring managers in intake meetings to clarify must-haves, nice-to-haves, market reality, and the right search strategy.
• Build role-specific talent maps: target companies, competitor org charts, adjacent industries, function titles, and “lookalike” profiles.
• Use Boolean search, LinkedIn Recruiter, ATS/CRM data, professional associations, alumni networks, referrals, and other channels to identify passive and semi-passive candidates.
• Run structured outreach that protects TTM’s employment brand: personalized, professional, and consistent — not spray-and-pray.
• Pre-screen for fit against the intake criteria (experience, scope, compensation expectations, location/hybrid constraints, motivation) and hand qualified candidates to the recruiter with clear notes.
• Build and maintain evergreen pipelines for recurring professional needs, not just “this week’s open reqs.”
• Track all activity in the ATS/CRM: sourcing status, outreach, responses, screens, and handoffs.
• Report weekly on pipeline health: sourced, contacted, responded, screened, submitted, interviewed, offered, and hired.
• Flag market intelligence back to TA and the business: compensation pressure, title mismatches, scarce skill sets, and competing demand.
• Support TTM’s diversity hiring goals by expanding search beyond obvious companies and obvious titles.
• Follow TA process, documentation, and record-keeping standards so searches stay consistent and auditable.

What success looks like

• Hiring managers see qualified professional candidates quickly, not a pile of loosely related profiles.
• Recruiter partners get clean, well-documented handoffs they can move into interview without re-sourcing the search.
• Pipelines exist before roles go critical, especially for repeat professional needs.
• Conversion metrics improve over time: response rate, screen-to-submit, submit-to-interview, and source-to-hire.

Required experience

• 3+ years of talent sourcing, with the majority of that time spent on professional / salaried roles (not primarily hourly, volume, or skilled-trades sourcing).
• Proven ability to source passive candidates for exempt roles using Boolean search and LinkedIn Recruiter.
• Experience partnering with recruiters and hiring managers from intake through candidate handoff.
• Working knowledge of Workday and candidate tracking/CRM discipline.
• Strong written outreach skills; you can get a busy professional to reply.
• Ability to manage multiple professional searches at once and report on pipeline status without being chased.

Preferred

• Bachelor’s degree in HR, Business, or a related field, or equivalent sourcing experience.
• Experience sourcing professionals into manufacturing, industrial, aerospace/defense, electronics, or other complex operations environments.
• Experience on engineering, supply chain, operations, finance, IT, or commercial searches.
• Familiarity with compensation bands, leveling, and market mapping for salaried roles.
• Experience supporting multi-site or regional hiring.

How this role is different

You are not closing offers or running the full recruiting process. You are the search specialist: you find people the business would not otherwise see, qualify them against a professional profile, and keep the pipeline moving.

#LI-VT1

#ADBU

Compensation and Benefits

TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.

Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that may be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.

Export Statement

Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.