Contract Technical Sourcer

Assured is on a mission to modernize insurance. Claims processing (i. e. should we pay this claim? ), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better. At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world. The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding. Great engineering teams aren't built by waiting for exceptional talent to – they're built by finding it. As a Contract Technical Sourcer , you'll spend 90 days identifying and engaging exceptional software engineering talent. You'll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance. The best sourcers don't simply run the same searches as everyone else – they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. That's the energy and creativity we're looking for in this role.

Some of the Problems You'll Solve: Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers. How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent. What does "great" look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan. How do we earn an engineer's attention? Craft personalized, technically credible outreach that connects a candidate's specific systems experience and career motivations with the opportunity — not a generic "exciting opportunity" template. How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact. How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch. How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar. How You'll Make an Impact: Build high-quality pipelines for Staff+ engineering roles , helping the team connect with exceptional engineers who may not be actively looking. Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.