Talent Sourcing Manager

Talent Sourcing Manager

Crest Operations Talent Reports to Vice President of Talent

The Talent Sourcing Manager leads enterprise talent acquisition strategy and execution in support of Crest and business unit strategies. This role combines hands-on executive leadership and critical-role sourcing with proactive pipeline development Advisory Board sourcing and collegiate talent strategy. By understanding our businesses and the markets where talent lives and works this leader builds relationships before needs become urgent represents Crests brand and helps strengthen a healthy culture across the enterprise.

• Partner with executive leaders business units and Talent and HR teams to translate growth succession and workforce plans into enterprise talent acquisition priorities and actionable sourcing strategies.
• Understand talent markets competitors and geographies. Map talent concentrations emerging skills compensation expectations candidate mobility and competing employers strengths to inform sourcing and workforce decisions.
• Advise leaders on talent availability and search tradeoffs. Challenge assumptions about candidate backgrounds experience and location to broaden access to talent while meeting business needs.

• Personally lead sourcing for executive leadership and business-critical roles including confidential and difficult-to-fill searches. Partner with leaders to define success profiles and develop targeted search plans.
• Build trusted relationships with passive candidates through research professional networks referrals and personalized outreach. Understand their motivations and maintain pipelines for future opportunities across Crest.
• Identify and engage prospective Advisory Board members whose expertise experience and networks support Crest and business unit strategies; partner with leaders throughout evaluation and relationship development.
• Provide clear updates and talent recommendations to hiring leaders and sustain candidate engagement through assessment selection and offer acceptance.

• Develop and execute Crests collegiate pipeline strategy with the Collegiate Specialist and business units aligning target schools disciplines partnerships and annual plans with long-term talent needs.
• Build relationships with faculty career services and student organizations. Coordinate campus engagement internships co-ops and graduate hiring with clear business ownership and meaningful student experiences.

• Serve as a Crest brand ambassador through candidate relationships collegiate partnerships industry networks and community engagement. Communicate our purpose values and career opportunities with credibility and consistency.
• Lead healthy culture work within Crest in partnership with Talent HR and business leaders. Strengthen trust collaboration accountability and behaviors that reflect the Crest values.
• Use employee feedback and candidate insights to identify gaps between the experience we promise and the experience we deliver; partner with leaders on practical improvements and follow-through.

• Strengthen enterprise sourcing capability through shared practices coaching and collaboration across business units. Connect talent with opportunities across Crest and create a consistent respectful candidate experience.
• Build repeatable workflows and maintain reliable candidate and pipeline data. Use sourcing technology and AI-enabled tools to improve research outreach and execution while protecting confidential information.
• Measure pipeline quality candidate engagement hiring outcomes and collegiate conversion and retention. Use results to refine priorities strengthen partnerships and improve sourcing effectiveness.

• Bachelors degree in human resources business psychology or a related field.
• Demonstrated executive sourcing experience including confidential searches and sustained relationships with senior leaders and passive candidates.
• Experience translating business strategy and talent market intelligence into talent acquisition plans and leadership or critical-role pipelines.
• Strong relationship builder who earns trust collaborates across businesses and influences leaders through sound judgment and clear communication.
• Systems-oriented with strong organization analytical skills discretion and follow-through; able to balance strategic planning with direct execution.
• Experience with collegiate pipelines culture initiatives and talent acquisition across multiple businesses preferred.

• Strategic Thinking Define How We Win
• Enterprise Mindset Working Across Crest
• Relationship Management Build Meaningful Connections
• Influence and Persuasion Enroll Others
• Collaboration Win Together
• Communication Transparency and Clarity
• Culture Ownership Strengthen What Makes Us Crest

• Strategic Planning
• Sourcing Strategy
• Source Research
• Prospect Engagement
• Pipeline Management
• Market Analysis
• Market Segmentation
• Collegiate Recruiting
• Strategic Partnerships
• Brand Management
• Culture Assessment
• Culture Development
• CRM Administration
• Data Analysis
• Workflow Design