Talent Sourcer- Jared

Talent Sourcer

Signet Jewelers is the world's largest retailer of diamond jewelry, operating more than 2,800 stores worldwide under the iconic brands:
Kay Jewelers, Zales, Jared, H.Samuel, Ernest Jones, Peoples, Banter by Piercing Pagoda, Rocksbox,  and Diamonds Direct. We are a people-first company and this core value is at the heart of everything we do, from empowering our valued team members, to collaborating with our customers, to fostering the communities in which we live and serve. People – and the love their actions inspire – are what drive us.

We're not only proud of the love we inspire outside our walls, we're especially proud of the diversity, inclusion and equity we're inspiring inside. There are dynamic career paths awaiting you – rewarding opportunities to impact the lives of others and inspire love. Join us!

The Talent Sourcer is responsible for proactively identifying, engaging, and building pipelines of qualified candidates for current and future hiring needs. This role partners closely with Recruiters and Hiring Managers to attract top talent through research, networking, social media, referrals, and other sourcing strategies. The Sourcer focuses on generating high-quality candidate leads and creating exceptional candidate experiences while supporting the organization's talent acquisition goals.

• Develop and execute sourcing strategies to identify qualified candidates for a variety of positions.
• Build and maintain candidate pipelines for critical and hard-to-fill roles.
• Utilize multiple sourcing channels including Linked In, job boards, social media, employee referrals, networking events, industry associations, and direct outreach.
• Conduct market research to identify target talent pools and competitor organizations.

• Initiate contact with passive and active candidates to generate interest in career opportunities.
• Communicate the organization's employment brand, culture, and value proposition.
• Build relationships with prospective candidates for current and future opportunities.
• Maintain consistent communication with candidates throughout the sourcing process.

• Review resumes and profiles to assess alignment with job requirements.
• Conduct initial phone screens to evaluate qualifications, experience, and interest.
• Present qualified candidates to recruiters and hiring managers with detailed candidate summaries.

• Collaborate with recruiters and hiring managers to understand workforce needs and desired candidate profiles.
• Participate in intake meetings to gain insight into position requirements and hiring priorities.
• Provide labor market intelligence and sourcing recommendations.

• Maintain accurate candidate records within the Applicant Tracking System (ATS).
• Track sourcing activity, pipeline health, and key recruiting metrics.
• Monitor effectiveness of sourcing channels and recommend process improvements.

• Promote the organization through social media and networking platforms.
• Support talent attraction campaigns and hiring events.
• Serve as a brand ambassador in all candidate interactions.

• Bachelor's degree in Human Resources, Business, Communications, or related field, or equivalent experience.
• 1-3 years of recruiting, sourcing, talent acquisition, sales, customer outreach, or related experience.
• Strong research and networking skills.
• Excellent verbal and written communication skills.
• Ability to manage multiple projects and priorities effectively.
• Proficiency with Microsoft Office applications.

• Experience utilizing Linked In Recruiter or similar sourcing tools.
• Experience with Applicant Tracking Systems (ATS).
• Experience sourcing candidates in retail, corporate, operations, or leadership environments.
• Knowledge of recruiting best practices and employment market trends.

• Relationship Building
• Candidate Engagement
• Talent Market Research
• Strategic Sourcing
• Communication Skills
• Organizational Agility
• Attention to Detail
• Results Orientation
• Collaboration
• Time Management

• Qualified candidate pipeline generation
• Candidate response and engagement rates
• Time-to-submit candidates
• Quality of candidate slates presented to recruiters
• Hiring manager satisfaction
• Diversity pipeline development
• Sourcing productivity metric