Technical Sourcing Manager II

About Rippling Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system. Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds. Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes. We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses. About the Role Rippling's Talent Acquisition team is the engine behind our hypergrowth, and our Technical Sourcing function is one of the most critical levers in how we compete for the best engineering, product and design talent in the market. As a Technical Sourcing Manager II you won't just manage a team, you'll set the standard for how world-class R&D sourcing is done at Rippling. This is a role for someone who has been in the trenches as an IC technical sourcer, knows what "great" looks like from firsthand experience, and has since built and led teams with the same rigor. You'll own outbound sourcing strategy across a key subset of our R&D hiring, develop and coach a team of technical sourcers, and serve as a true strategic partner to R&D recruiting partners. You'll be expected to bring sharp thinking to how we approach talent markets, strengthen our sourcing playbooks, and drive measurable outcomes across pipeline quality and conversion. What you will do Lead and directly manage a team of technical sourcers, setting clear performance expectations, delivering structured feedback, and building an environment where sourcers grow into the best versions of their craft. Partner with recruiting leadership to shape and execute sourcing strategy across your assigned R&D hiring verticals, defining how we identify, engage, and convert passive talent across engineering, product and design roles. Go beyond requisition-filling to build proactive pipelines ahead of hiring demand. Act as a credible thought partner to R&D Recruiting Managers and hiring leadership, translating hiring goals into sourcing strategy and communicating pipeline health, market intelligence, and tradeoffs with clarity and data. Define and own the metrics that matter for your team including pipeline conversion, outreach response rates, source-of-hire, and time-to-screen. Use that data to continuously sharpen team performance and sourcing effectiveness. Develop and iterate on sourcing frameworks, outreach strategies, and talent mapping approaches that scale, contributing institutional knowledge back to the broader sourcing org. Stay sharp on the R&D talent landscape including compensation benchmarks, competitive signals, emerging talent pools, and relevant communities, and bring those insights into your team's work and stakeholder conversations. What you will need 5+ years in technical sourcing or talent acquisition, with at least 2 to 3 years in a people management capacity, ideally in a high-growth tech environment. Demonstrated hands‑on experience sourcing for engineering and/or product/design roles. You know what it takes to find and engage passive technical talent and can speak credibly to the craft with your team and with hiring partners. A track record of building trust with and influencing senior recruiting partners, hiring managers, and business leaders using clear, data‑backed communication. Comfort defining KPIs, interpreting funnel data, diagnosing sourcing gaps, and driving structured improvements based on what the data is telling you. A builder mentality. You create systems and playbooks that outlast any single search, find the root cause of problems, and fix them structurally rather than in the moment. The ability to thrive in fast‑moving, high‑volume environments where priorities shift and the bar stays high, bringing calm and structure where others see chaos. Additional Information Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email View email address on click.appcast.io Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office‑based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role. This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here . A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, and location. Final offer amounts may vary from the amounts listed below. #J-18808-Ljbffr Rippling