AN EYE FOR TALENT:

The Associate, Talent Sourcer is a key member of our Talent Team who develops, leads, and executes robust sourcing strategies to identify, engage, and nurture executive passive Talent. Reporting to the SVP, Talent at Tide Rock, the Talent Sourcer will provide executive leaders and Talent Team partners with key market insights while developing strong, diverse pipelines of executive level talent. This individual will develop a deep understanding of the companies in Tide Rock’s portfolio and the industries our companies operate in and serve. The Talent Sourcer will swiftly identify and understand multiple talent pools, build and execute innovative sourcing strategies, and take a data-driven approach.

RESPONSIBILITIES:

Passive Candidate Identification: Champion all aspects of research and sourcing initiatives for executive searches at the firm and portfolio company level. Identify strong CEO candidates and other executive level positions as needed.
Sourcing Strategies: Efficiently navigate LinkedIn, and other sources, to identify prospective candidates and build top-of-funnel. Use creativity to expand the prospective candidate pool.
Market Expertise: Become the go-to-resource for understanding companies and sources of Talent in the industrial, manufacturing, and business services sectors. Build and maintain company and Talent lists.
Candidate Outreach: Directly reach out to passive/prospective candidates (as needed) with compelling messaging. Track response rates and iterate messaging to surpass industry benchmarks.
Talent and Market Advising: Leverage previous experience and industry expertise to advise hiring managers and interviewers on prospective Talent pools to explore (or avoid).
Relationship Management: Forge and nurture strong relationships with key stakeholders across the Talent Team, as well as with executive stakeholders.
Operational Excellence: Help the team build and document efficient, replicable, and scalable processes that are best-in-class. Measure results and iterate.

THE FIRST YEAR – WHAT YOU WILL ACCOMPLISH:

Top-of-Funnel Building: Average adding 30+ relevant/prospective candidates per day to LinkedIn projects.
Sourcing Success: Identify 20+ executives that Tide Rock or Portfolio Companies extend an offer to.
Market Mapping: Build and maintain company lists, candidate lists, etc. to quickly identify prospective candidates in the geographies and industries where our companies reside.
Outreach Statistics: Drive LinkedIn candidate response rates toward/beyond 40%.
Institutionalize Talent Knowledge: Leverage ATS for Talent documentation and recall for “quick starts” on subsequent searches that could share a common candidate pool.
Internal Collaboration: Build strong relationships with the internal talent acquisition team and executive stakeholders.
Operations: Partner across the Talent Team to define and draft internal SOPs / best practices to create consistency and scalability with all Tide Rock talent acquisition practices.
Build Digital Competence: Leverage (and recommend) modern recruitment software, social media, and AI-driven tools (i.e. ChatGPT) to enhance sourcing efforts and increase efficiency/quality/output. Be the go-to-expert on all sourcing and research trends in the executive recruiting space.
Feedback Loops: Partner with the SVP, Talent to review qualitative and quantitative performance measures to continuously refine and uplevel the end-to-end recruitment process and delivery.

THE IDEAL CANDIDATE:

The ideal candidate is highly adaptable, embraces a “can-do” attitude, and has a discerning eye for Talent. Specifically, the ideal candidate’s education and experience includes:

Bachelor’s degree, ideally in business or a related field.
2+ years of executive sourcing/research experience, ideally across a range of functions and/or industries. Experience recruiting in the manufacturing/industrial space is a plus, but not required.
Proficiency with Boolean Search and other sourcing techniques. Familiarity with sourcing tools/technology beyond LinkedIn.

Beyond education and experience, the personal attributes and ways in which an individual approaches talent acquisition are critical to his/her success at Tide Rock. The ideal candidate embodies:

A Drive for Excellence: Upholds the highest standards of personal performance, team performance, and candidate placements. Holds a high bar for Talent and never settles.
High Capacity/Efficiency: Works quickly without cutting corners. Uses systems, tools, and personal organization to source for an average of 8-10 searches simultaneously.
Sense of Urgency: Takes initiative to move forward, ask questions, and push the sourcing process without waiting for someone else to ask. Is exceptionally responsive. Moves with urgency without compromising quality or volume of output.
Communication Expertise: Asks excellent questions, listens to what is said, intuits what is not said, and succinctly conveys information – both written and orally.
Brand Ambassador: Conveys a sense of excitement that captivates passive candidates.
Ownership: Filling a role is as important to this individual as it is to the hiring managers.
Adaptability: Can seamlessly transition from sourcing for a CEO for a lower-market manufacturing company to leading the sourcing and outreach efforts for an in-house President role within Tide Rock.
Teamwork: Truly embodies the mentality that we win as a team. Goes out of one’s way to support peers in their execution.
Growth Mindset: Craves feedback and learning opportunities. Actively identifies opportunities for personal growth and improvement.
Innate Curiosity: Genuinely expresses interest in what Tide Rock portfolio companies do, how they operate, and who they serve. Is genuinely curious to learn about candidates and the roles they are interviewing for.
Kindness: Treats all individuals with the highest level of respect, empathy, and kindness.
Diversity and Inclusion: Champions diversity in leadership sourcing, ensuring a broad mix of perspectives and backgrounds.

Tide Rock

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Associate, Executive Talent Sourcer