Sourcer

Sourcer

Chris Edward Consulting is a minority-owned talent acquisition consultancy specializing in high-impact hiring across unified communications, building technologies, physical security and related sectors. They emphasise a consultative, long-term partnership approach rather than simply filling roles.

As a Sourcer, you will be responsible for identifying, engaging and building pipelines of high-quality talent in support of the team's placement goals. You will work closely with the Sales Manager and Client Managers to proactively source candidates, manage outreach, coordinate screening and deliver a compelling candidate experience. This role will be the "front end" of the recruitment funnel and is a stepping stone into Client Manager / full-cycle recruitment.   

Use LinkedIn, LinkedIn Recruiter, CRM tools and other sourcing platforms to find both active and passive talent.   

Conduct outreach (video messages, email, text, cold calls) to engage candidates and build relationships.   

Ask for referrals and leverage network contacts to expand the candidate pool.   

Support the coordination of screening calls between client managers and qualified candidates. 

Monitor career pages, job boards and market activity in target sectors to identify hiring signals and opportunities.  

Build your personal and the company's brand on LinkedIn or other professional networks through content, connections and engagement.   

Maintain and update the applicant tracking system (ATS) / CRM with candidate status, sourcing metrics and pipeline data.

Work with the team to meet targets and participate in a fast-paced, competitive, coachable selling/sourcing environment.

Minimum ~3 years of experience in sales, business development, or a "hunter" type role achieving measurable targets. (Preference for BD/hunter mindset rather than purely reactive recruiting.)  

Strong customer service orientation, driven, accountable and money-motivated.   

Comfortable with discomfort: thriving in a fast-paced environment, proactive and able to operate without having all the answers.

Able to pick up new tools, coachable, resilient and competitive.

Excellent verbal and written communication skills (especially outreach writing, cold-call/voice comfort).

Experience using LinkedIn Recruiter, CRM/ATS systems, and managing outreach campaigns.

Ability to multitask, manage time effectively, and juggle multiple open pipelines.

A degree (Bachelor's or equivalent) is preferred — bonus if in psychology, business, communications or related field (so you understand human behaviour, motivation, interaction).

High integrity and professional ethics. Someone who understands that talent acquisition is not just transaction-based but relationship-based.

Curious: A natural interest in people, careers, motivations, drivers and dialogues.

Empathetic: Can put themselves in the candidate's shoes, craft compelling outreach, and understand concerns/fears.

Competitive but collaborative: Wants to win (hit pipeline/placements) but also supports the team, shares best practices, and lifts others.

Coachable & growth-oriented: Accepts feedback, uses metrics to improve, wants to move into higher roles (Client Manager) in 6-12 months.

Resilient / persistent: Rejection from outreach is part of the game; can bounce back quickly and keep going.

Brand builder: Comfortable representing our company's personal brand, engaging publicly (LinkedIn posts, commentary) and building professional credibility.

Culture-fit: Aligned with consultative, partnership-rather than purely transactional approach. Someone who believes in long-term Talent → Team relationships, not just body-shopping.