Talent Sourcer

Job Summary

Garver is seeking a Talent Sourcer to identify, engage, and develop relationships with engineering, technical, and professional talent across our business. The Talent Sourcer will become a trusted research and pipeline partner to Garver's Talent Acquisition team. The right person will understand how to translate a business need into a sourcing plan, find qualified professionals in specialized markets, and create credible reasons for passive candidates to engage. The Talent Sourcer will serve as a subject matter expert on the civil engineering talent market by conducting ongoing market research and providing insights on talent availability, compensation trends, competitor hiring activity, geographic workforce dynamics, and emerging technical skill demands to support both current and future hiring strategies. This is not a resume-search-only role.


The role will support searches across Garver's engineering and professional services environment, which may include Aviation, Buildings, Federal, Field Services, Transportation, Water, Environmental, Structural, MEP, and corporate disciplines. Success requires curiosity, follow-through, sound judgment, and the ability to learn technical career paths quickly.
Essential Duties and Responsibilities

Develop focused talent pipelines

• Partner with recruiters and hiring leaders to clarify the target profile, business need, geography, experience level, and search priorities.

• Identify and engage passive and active candidates for engineering, technical, and professional positions.

• Build reusable pipelines for current openings, anticipated needs, strategic locations, and difficult-to-fill disciplines.

• Balance pipeline volume with candidate quality, relevance, and readiness for recruiter review.

Research beyond the obvious channels

• Use LinkedIn and a broader mix of sources, including professional associations, licensing databases, conference and event information, referrals, university networks, niche job boards, portfolio sites, company research, and public professional information.

• Create talent maps that show relevant employers, locations, titles, career paths, available talent, and potential recruiting constraints.

• Track competitor and labor-market signals that may affect search strategy, candidate availability, or outreach positioning.

• Test new research methods and document repeatable sourcing approaches for the Talent Acquisition team.

Create candidate interest

• Write concise, personalized outreach grounded in a candidate's visible experience and the reason a conversation may be relevant.

• Build professional relationships with passive talent and maintain appropriate follow-up over time.

• Represent Garver accurately and credibly, without overpromising a role, title, location, compensation, or career outcome.

• Share qualified, well-documented prospects with recruiters, including the evidence supporting the match and the questions that still need to be validated.

Turn sourcing activity into usable intelligence

• Maintain accurate pipeline records, notes, contact history, and disposition information in the appropriate systems.

• Monitor activity and outcomes such as prospects identified, outreach, responses, recruiter review, screens, and pipeline movement.

• Use results to recommend changes to target profiles, search locations, outreach angles, and sourcing channels.

• Provide practical market feedback to recruiters and hiring leaders when the available talent does not match the original search assumptions.

Supervisory Responsibilities

• No supervisory responsibilities

Required Qualifications

• 2+ years talent sourcing, recruiting, talent research, executive search, market intelligence, or a related research-intensive role.

• Demonstrated ability to find qualified people through multiple research methods, not solely through keyword searches or inbound applications.

• Strong written communication and the judgment to tailor outreach to technical and professional audiences.

• Ability to evaluate career history, titles, employers, projects, credentials, geography, and progression to determine whether a conversation is warranted.

• Organization and persistence to manage multiple searches, document work accurately, and follow through on agreed priorities.

• Comfort partnering with recruiters and hiring leaders, receiving feedback, and adjusting search strategy quickly.

• Proficiency with Microsoft 365 and common recruiting, research, CRM, or applicant-tracking tools.

Preferred Qualifications

• Experience sourcing engineers, architects, construction professionals, environmental professionals, or other specialized technical talent.

• Knowledge of engineering consulting, infrastructure, architecture, construction, MEP, or adjacent professional services markets.

• Experience with talent mapping, competitive intelligence, Boolean search, data enrichment, licensing research, or structured pipeline reporting.

• Experience supporting multi-state or geographically dispersed recruiting teams.

• A track record of converting research and outreach into qualified recruiter conversations, not simply large prospect lists.

K nowledge and Skills

• Proficient Microsoft Office, particularly Outlook, Word, and Excel
• Attention to detail in composing, typing, and proofing materials, establishing priorities, and meeting deadlines.
• Strong interpersonal and communication skills to work with candidates and internal clients across Garver.
• Ability to maintain a high level of confidentiality.

Working Conditions and Physical Requirements

Work is generally performed in an office environment. Occasional travel to off-site locations may be required to perform work-related duties and attend meetings. Physical demands include the ability to hear, understand, and distinguish speech to communicate effectively with employees, clients, and stakeholders in person, by telephone, and through virtual communication platforms. The position requires sufficient visual acuity to read printed materials and computer screens and the ability to operate a computer, keyboard, and other standard office equipment. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.
Position Type, Expected Hours of Work and FLSA Considerations

This is a full-time position with a standard work schedule of Monday through Friday, 8:00 a.m. to 5:00 p.m., unless otherwise approved by management.
Location and Telecommuting

This is an in-office position for any Garver office location.

Grow With Us

Garver offers its employees programs such as company-paid professional memberships, company support for industry licenses and continuing education opportunities that foster a progressive atmosphere. Garver provides the tools, resources, and environment to develop leaders, stimulate ideas, and accomplish projects. By offering highly competitive salary packages, attractive benefits, and a comprehensive wellness program; Garver walks the talk when it comes to work-life balance.


Founded in 1919, Garver is an employee-owned engineering, planning, and environmental services firm focused on aviation, transportation, buildings, federal, water and wastewater services; surveying; advisory services; and construction engineering and inspection. In the top 100 of Engineering News-Record's Top 500 Design Firms list, with more than 1,500 employees, Garver provides an exceptional level of client service that reflects our people-first culture, which has achieved Zweig Group Best Firm to Work For Legacy Status. Learn how Garver invests in people and places they call home at GarverUSA.com.