Senior Advisor, Talent Acquisition Sourcing

How This Role Makes a Difference

The Senior Advisor, Talent Acquisition Sourcing owns enterprise sourcing strategy, designing scalable, data-informed approaches that build high-quality talent pipelines, increase funnel efficiency, and reduce time-to-fill across Care Access. This role requires a proactive, resourceful sourcing expert who thrives in ambiguity, is energized by building new capabilities from the ground up and is motivated to drive measurable impact in a dynamic environment.

How You'll Make An Impact

• Sourcing Strategy
  • Design and execute scalable, data-informed sourcing strategies across clinical, technical, and corporate functions.
  • Partner with recruiters and business leaders to forecast hiring demand, shape workforce plans, and advise on market conditions and time-to-fill expectations
• Pipeline Development & Talent Mapping
  • Build and maintain high-quality active and passive pipelines for critical and hard-to-fill roles
  • Establish and manage strategic relationships with universities, professional associations, and industry networks to create sustainable feeder pipelines.
  • Lead talent mapping initiatives aligned to future hiring priorities.
• Sourcing Analytics & Optimization
  • Own sourcing funnel performance (conversion rates, response rates, time-to-source) and implement improvements to increase efficiency and quality.
  • Develop and maintain dashboards tracking pipeline health, diversity representation, and channel ROI.
  • Optimize sourcing tools, outreach strategies, and automation to improve engagement and reduce time-to-fill.
• Success Metrics & KPIs
  • Time-to-Source (quarter-over-quarter improvement)
  • Percentage of hires generated from proactive sourcing pipelines
  • Sourced-to-Interview Conversion Rate
  • Candidate Response Rate
  • Speed of Qualified Slate Delivery (intake to calibrated pipeline)

The Expertise Required

• Demonstrated ability to manage multiple priorities and meet tight timelines.
• Strong analytical capability with experience translating sourcing data into actionable insights for hiring stakeholders.
• Proven ability to build and scale proactive talent pipelines in competitive talent markets.
• Expertise in channel strategy, talent mapping, and passive candidate engagement.