Senior Staff Talent Sourcer - G&A

Job Description

Job Description

Shield AI is a venture-backed defense-tech company with the mission of protecting service members and civilians with intelligent systems. Its products include Hivemind autonomy software, V-BAT and X-BAT aircraft, and Aechelon simulation and synthetic reality technologies. With offices and facilities across the U.S., Europe, the Middle East, and Asia-Pacific, Shield AI’s technology actively supports operations worldwide. For more information, visit Follow Shield AI on LinkedIn, X, Instagram, and YouTube.

We’re looking for a Senior Staff Talent Sourcer who lives and breathes talent discovery - someone who can take a complex, highly specialized corporate hiring need and translate it into a precision sourcing strategy. You’ll be the go-to expert for talent intelligence, market mapping, proactive candidate generation, and pipeline cultivation across our Finance, Legal, People, Operations, Strategy, IT, and other corporate functions.

This isn’t just a "find resumes" role - it’s about building intelligence, relationships, and repeatable systems that fuel our engineering hiring engine. As a Senior Staff Talent Sourcer, you'll serve as a strategic partner to recruiters and hiring leaders while leveraging modern AI tools, market intelligence, and scalable sourcing practices to help us identify and hire world-class engineering talent.

WHAT YOU'LL DO:

• Own the top of funnel: Partner closely with recruiters and hiring leaders to define target profiles and build deep, data-informed sourcing strategies across Finance, Accounting, Legal, People, Operations, Strategy, IT, Procurement, Facilities, and other G&A and corporate disciplines.
• Map the market: Develop comprehensive talent landscapes by company, skillset, geography, and organizational structure; identify hidden talent pools, competitor insights, and emerging talent trends to inform recruiting strategy and workforce planning.
• Generate and engage: Use advanced Boolean search techniques, sourcing platforms, and creative sourcing channels (LinkedIn Recruiter, SeekOut, HireEZ, ClearanceJobs, GitHub, engineering communities, niche aerospace networks, conferences, referrals, and more) to identify, engage, and attract exceptional technical talent.
• Build pipelines proactively: Cultivate long-term relationships with passive, cleared, and highly specialized engineering talent to enable just-in-time hiring across strategic programs.
• Leverage AI to scale sourcing: Design, build, and continuously improve AI-powered sourcing workflows, research agents, and practical automations that increase recruiter productivity, accelerate candidate discovery, enhance market intelligence, and improve operational efficiency.
• Build repeatable sourcing systems: Use AI tools and workflow automation to create structured market maps, talent intelligence reports, outreach content, sourcing documentation, and scalable recruiting processes that can be leveraged across the Talent Acquisition organization.
• Be the sourcing SME: Serve as the subject matter expert on technical sourcing by coaching recruiters and hiring managers on market insights, sourcing strategy, talent availability, competitive intelligence, candidate engagement best practices, and emerging recruiting technologies.
• Partner for impact: Collaborate cross-functionally with Talent Acquisition Operations, Employer Brand, University Recruiting, and Engineering leaders to optimize recruiting strategies, outbound messaging, candidate experience, and operational excellence.
• Track and iterate: Use recruiting analytics, experimentation, and storytelling to measure sourcing effectiveness, optimize outreach strategies, improve conversion rates, and continuously evolve sourcing practices.

REQUIRED QUALIFICATIONS:

• 8+ years of sourcing experience, ideally supporting G&A, corporate functions, or other complex, high-growth organizations.
• Proven track record in market mapping, competitive intelligence, and candidate generation for highly specialized technical roles.
• Deep expertise in advanced Boolean search, LinkedIn Recruiter, HireEZ, SeekOut, ClearanceJobs, GitHub, and other modern sourcing platforms.
• Demonstrated ability to operate as a consultative partner to recruiters, hiring managers, and senior engineering leaders, influencing hiring strategy through market insights and talent intelligence.
• Hands-on experience building or leveraging AI-powered sourcing workflows, agentic AI tools, workflow automations, or practical AI solutions that improve recruiting or business processes.
• Direct experience using AI development environments or coding assistants (such as Claude Code, OpenAI Codex, Cursor, GitHub Copilot, ChatGPT, Gemini, or similar tools) to create repeatable sourcing workflows, structured research outputs, market intelligence, process automation, or operational documentation.
• Experience building and maintaining long-term relationships with passive, cleared, or niche engineering talent.
• Excellent communication and storytelling skills with the ability to engage highly technical candidates and influence stakeholders.
• Strong judgment, curiosity, and a continuous improvement mindset with the ability to evaluate and adopt emerging AI technologies to improve recruiting outcomes.
• Highly organized, data-driven, and able to operate autonomously in a fast-paced, mission-driven environment.

PREFERRED QUALIFICATIONS:

• Prior experience supporting Finance, Accounting, Legal, People, Operations, Strategy, IT, Procurement, or other G&A and corporate functions.
• Experience navigating export control, ITAR, EAR, or security-cleared recruiting environments.
• Familiarity with Ashby and recruiting analytics, CRM, or talent intelligence platforms.
• Experience supporting high-growth, venture-backed technology organizations.
• Demonstrated passion for staying ahead of emerging recruiting technologies, sourcing methodologies, and AI advancements.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.