Strategic Talent Sourcing Partner Sales & Marketing Atlanta, GA

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DHL Global Forwarding (DGF) is the world leader in air freight services and one of the leading providers of ocean freight services. Around 30000 employees work to ensure we transport our customers of shipments by air or sea. DGFs logistics solutions span the entire supply chain from the factory to the shop floor. This also includes special transport-related services.
Job Purpose

The Strategic Talent Sourcing Partner Sales & Marketing builds proactive external talent pipelines and market intelligence for critical commercial capabilities across North America.

Operating primarily before vacancies exist this role identifies and engages high-performing passive talent maps competitor commercial organizations and develops ready now and ready later pipelines across Sales Business Development Key Account Management Commercial Leadership and Marketing.

Working closely with Sales & Marketing leadership Talent Acquisition Talent Management and HR this role provides external talent insights that strengthen workforce and succession planning and enable faster access to critical commercial talent when business needs emerge.

Key Responsibilities

Commercial Talent Mapping & Intelligence

Map commercial talent across competitors adjacent industries and target organizations with a focus on Sales and Marketing capabilities.
Build intelligence on competitor commercial structures key talent talent movements geographic markets compensation and emerging capabilities.
Identify external talent pools for priority areas including Sales Leadership Business Development Key Account Management Vertical Sales Trade Lane Development and Marketing.
Translate external market information into actionable insights and recommendations for Sales & Marketing and HR leadership.
Maintain strong knowledge of the freight forwarding logistics supply chain transportation and broader B2B commercial talent landscape.

Proactive Talent Sourcing & Pipeline Development

Proactively identify high-performing passive commercial talent through direct sourcing professional networks referrals research and market intelligence.
Build and maintain ready-now and ready-later external pipelines for designated critical commercial roles.
Develop relationships with prospective candidates before specific vacancies exist.
Create targeted sourcing strategies for difficult-to-find commercial profiles and priority capabilities.
Continuously refresh pipelines as talent develops moves between organizations or becomes open to new opportunities.

Candidate Engagement

Build credible long-term relationships with high-performing Sales & Marketing professionals and commercial leaders.
Conduct exploratory career conversations without creating expectations of an immediate employment opportunity.
Understand prospective candidates commercial experience career aspirations industry expertise geographic mobility and future interests.
Articulate DHLs business culture commercial ambitions and career opportunities in a compelling and authentic manner.
Maintain appropriate engagement with priority prospects until a relevant opportunity emerges.

Partnership with Sales & Marketing Leadership

Partner with commercial leaders to understand growth strategies future talent requirements succession priorities and critical capability gaps.
Translate business priorities into proactive external talent searches and talent maps.
Provide visibility into competitor commercial organizations and relevant external talent pools.
Use external market evidence to help refine target profiles and provide perspective on talent availability and market conditions.

Partnership with Talent Acquisition

Partner closely with Talent Acquisition while maintaining clear accountability between proactive sourcing and active recruitment.
Provide qualified engaged external pipelines and market intelligence when an approved hiring need emerges.
Conduct structured handoffs of prospects to the appropriate recruiter once a formal recruitment process begins.
Replenish strategic pipelines following candidate conversion or hiring activity.

Accountability Principle: The Strategic Talent Sourcing Partner owns proactive talent identification market intelligence talent mapping and relationship development before the requisition. Talent Acquisition owns the formal recruitment process once an approved hiring need becomes active.

Priority Talent Segments

Primary areas of focus include Sales and Commercial Leadership Business Development Strategic and Key Account Management Industry/Vertical Sales Trade Lane Development Solution Sales Field Sales Commercial Strategy and Marketing.