Talent Sourcer

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.

• 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.

• Use Linked In 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.

• 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 over promising 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.

• 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.

• No supervisory responsibilities

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