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Talent Sourcing Specialist

Rowden Technologies
Bristol, GBR
Mid
Hybrid
Discovered 1 weeks ago
We're less interested in the tools you've used and more interested in your ability to find people others can't. You'll likely bring: - Demonstrable experience in proactive sourcing and headhunting, not just reactive CV reviewing. You know how to find passive candidates and, more importantly, how to nurture and bring them into process at the right time. - Strong Boolean search skills and fluency with LinkedIn Recruiter. Familiarity with additional sourcing platforms (Metaview, Seekout, JuiceBox, Hackajob or similar) is a plus. - Experience sourcing for technical or specialist roles, eg engineering, technology or science disciplines preferred. You don't need to be a subject matter expert, but you need to understand enough to have a credible conversation. - A genuine curiosity about the people you're looking for: their career paths, motivations, and what it would take to get them interested. - Strong relationship-building skills. You're comfortable reaching out cold and turning that into a warm conversation. - A data-driven approach to pipeline management, you track what's working, what isn't, and adjust accordingly. - The ability to work autonomously in a fast-moving environment and manage multiple sourcing priorities simultaneously. - Experience within defence, national security, deep tech or highly specialist engineering sectors is a significant advantage, but not a requirement. What success looks like - Rowden has warm, qualified pipelines in place for its hardest-to-fill roles before those roles are formally opened. - Time-to-hire reduces because the TA team isn't starting from scratch every time a vacancy lands. - Talent mapping outputs are trusted by the business and actively inform hiring decisions and workforce planning. - Candidate quality improves because sourced candidates are genuinely assessed, not just forwarded. - Rowden's profile in specialist candidate communities continues to grows, people have heard of us, and they respond when we reach out. Rowden is growing fast in markets that are genuinely hard to hire for. That's not a problem, it's what makes this role interesting. You'll have real influence over how we build our teams, access to modern sourcing tooling, and a TA team that values what you bring. If you're energised by finding the people nobody else can find, and you want to do it somewhere the mission matters, we'd like to hear from you.
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Key skills for this role

We're less interested in the tools you've used and more interested in your ability to find people others can't. You'll likely bring: - Demonstrable experience in proactive sourcing and headhunting, not just reactive CV reviewing. You know how to find passive candidates and, more importantly, how to nurture and bring them into process at the right time. - Strong Boolean search skills and fluency with LinkedIn Recruiter. Familiarity with additional sourcing platforms (Metaview, Seekout, JuiceBox, Hackajob or similar) is a plus. - Experience sourcing for technical or specialist roles, eg engineering, technology or science disciplines preferred. You don't need to be a subject matter expert, but you need to understand enough to have a credible conversation. - A genuine curiosity about the people you're looking for: their career paths, motivations, and what it would take to get them interested. - Strong relationship-building skills. You're comfortable reaching out cold and turning that into a warm conversation. - A data-driven approach to pipeline management, you track what's working, what isn't, and adjust accordingly. - The ability to work autonomously in a fast-moving environment and manage multiple sourcing priorities simultaneously. - Experience within defence, national security, deep tech or highly specialist engineering sectors is a significant advantage, but not a requirement. What success looks like - Rowden has warm, qualified pipelines in place for its hardest-to-fill roles before those roles are formally opened. - Time-to-hire reduces because the TA team isn't starting from scratch every time a vacancy lands. - Talent mapping outputs are trusted by the business and actively inform hiring decisions and workforce planning. - Candidate quality improves because sourced candidates are genuinely assessed, not just forwarded. - Rowden's profile in specialist candidate communities continues to grows, people have heard of us, and they respond when we reach out. Rowden is growing fast in markets that are genuinely hard to hire for. That's not a problem, it's what makes this role interesting. You'll have real influence over how we build our teams, access to modern sourcing tooling, and a TA team that values what you bring. If you're energised by finding the people nobody else can find, and you want to do it somewhere the mission matters, we'd like to hear from you.
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Key areas of responsibility

Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles.

Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we’re looking for you to inform & build the other channels/platforms we should be utilising.

Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm.

Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history.

Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations.

Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines.

Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on.

Support location strategy decisions with evidence on where relevant candidate pools exist.

Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live.

Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low.

Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner.

Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected.

Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation.

Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets.

Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally.

Key skills, experience and behaviours

Demonstrable experience in proactive sourcing and headhunting, not just reactive CV reviewing. You know how to find passive candidates and, more importantly, how to nurture and bring them into process at the right time.

Strong Boolean search skills and fluency with LinkedIn Recruiter. Familiarity with additional sourcing platforms (Metaview, Seekout, JuiceBox, Hackajob or similar) is a plus.

Experience sourcing for technical or specialist roles, eg engineering, technology or science disciplines preferred. You don't need to be a subject matter expert, but you need to understand enough to have a credible conversation.

A genuine curiosity about the people you're looking for: their career paths, motivations, and what it would take to get them interested.

Strong relationship-building skills. You're comfortable reaching out cold and turning that into a warm conversation.

A data-driven approach to pipeline management, you track what's working, what isn't, and adjust accordingly.

The ability to work autonomously in a fast-moving environment and manage multiple sourcing priorities simultaneously.

Experience within defence, national security, deep tech or highly specialist engineering sectors is a significant advantage, but not a requirement.

Rowden has warm, qualified pipelines in place for its hardest-to-fill roles before those roles are formally opened.

Time-to-hire reduces because the TA team isn't starting from scratch every time a vacancy lands.

Talent mapping outputs are trusted by the business and actively inform hiring decisions and workforce planning.

Candidate quality improves because sourced candidates are genuinely assessed, not just forwarded.

Rowden's profile in specialist candidate communities continues to grows, people have heard of us, and they respond when we reach out.

Responsibilities

  • Build and maintain proactive talent pipelines
  • Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles.
  • Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we’re looking for you to inform & build the other channels/platforms we should be utilising.
  • Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm.
  • Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history.
  • Deliver talent intelligence and market insight
  • Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations.
  • Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines.
  • Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on.
  • Support location strategy decisions with evidence on where relevant candidate pools exist.
  • Partner with the TA team to accelerate hiring
  • Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live.
  • Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low.
  • Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner.
  • Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected.
  • Strengthen Rowden's employer brand in specialist communities
  • Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation.
  • Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets.
  • Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally.
  • Build and maintain proactive talent pipelines - Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles. - Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we’re looking for you to inform & build the other channels/platforms we should be utilising. - Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm. - Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history. Deliver talent intelligence and market insight - Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations. - Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines. - Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on. - Support location strategy decisions with evidence on where relevant candidate pools exist. Partner with the TA team to accelerate hiring - Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live. - Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low. - Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner. - Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected. Strengthen Rowden's employer brand in specialist communities - Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation. - Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets. - Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally.

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