Oasis Outsourcing
Human resources + 2 more
Description
JOB DESCRIPTION — Sourcing Manager
📍 Scope
The Sourcing Manager oversees the full Talent Acquisition operation, ensuring efficient use of resources, strong cost control, and alignment between hiring demand and available pipeline.
This role acts as the operational strategist, translating business goals into actionable hiring capacity, productivity, and sourcing plans.
📌 Main Responsibilities
Manage overall hiring performance across all TA functions, including:
Sourcing, Talent Screen, Pipe Builders, Head Hunters, and Call Center.
Monitor and optimize Cost per Hire (CPH), ensuring financial efficiency and maximizing ROI across all sourcing and candidate touchpoints.
Ensure optimal utilization of marketing and sourcing inputs, reducing lead waste and improving conversion rates at every stage of the funnel.
Align hiring projections with business demand, partnering closely with the Director, Sales, and Workforce Planning teams.
Oversee daily operations and staffing distribution, ensuring each specialization delivers on SLA, volume, and quality targets.
Lead and develop the middle-management layer (Team Leads and Supervisors), driving performance, accountability, and productivity.
Provide operational insights, reporting, and strategic recommendations to the Director for senior-level decision-making.
📌 Candidate Profile
Experience
7–10+ years in Talent Acquisition, Recruiting Operations, or Sourcing Operations.
Proven experience managing large-scale sourcing or recruitment delivery teams (80–100+ people).
Technical Skills
Workforce and capacity planning
Data-driven reporting and productivity analytics
Resource allocation and SLA management
Strong communication in English (written and verbal)
Stakeholder coordination across multiple business units
Soft Skills
Strong analytical mindset and disciplined execution
Balance of strategic planning with rigorous operational management
Leadership focused on accountability and measurable results
Excellent communication and prioritization under pressure
📌 KPIs / Success Metrics
Cost per Hire (CPH): Month-over-month reduction and adherence to budget.
Input Utilization: Lead-to-hire efficiency and % of leads processed/converted.
Time to Fill: Alignment between hiring forecast and actual delivery.
Operational Efficiency: Output per FTE and SLA compliance across teams.
Demand Alignment: Variance between projected vs. actual hiring needs.
📍 Scope
The Sourcing Manager oversees the full Talent Acquisition operation, ensuring efficient use of resources, strong cost control, and alignment between hiring demand and available pipeline.
This role acts as the operational strategist, translating business goals into actionable hiring capacity, productivity, and sourcing plans.
📌 Main Responsibilities
Manage overall hiring performance across all TA functions, including:
Sourcing, Talent Screen, Pipe Builders, Head Hunters, and Call Center.
Monitor and optimize Cost per Hire (CPH), ensuring financial efficiency and maximizing ROI across all sourcing and candidate touchpoints.
Ensure optimal utilization of marketing and sourcing inputs, reducing lead waste and improving conversion rates at every stage of the funnel.
Align hiring projections with business demand, partnering closely with the Director, Sales, and Workforce Planning teams.
Oversee daily operations and staffing distribution, ensuring each specialization delivers on SLA, volume, and quality targets.
Lead and develop the middle-management layer (Team Leads and Supervisors), driving performance, accountability, and productivity.
Provide operational insights, reporting, and strategic recommendations to the Director for senior-level decision-making.
📌 Candidate Profile
Experience
7–10+ years in Talent Acquisition, Recruiting Operations, or Sourcing Operations.
Proven experience managing large-scale sourcing or recruitment delivery teams (80–100+ people).
Technical Skills
Workforce and capacity planning
Data-driven reporting and productivity analytics
Resource allocation and SLA management
Strong communication in English (written and verbal)
Stakeholder coordination across multiple business units
Soft Skills
Strong analytical mindset and disciplined execution
Balance of strategic planning with rigorous operational management
Leadership focused on accountability and measurable results
Excellent communication and prioritization under pressure
📌 KPIs / Success Metrics
Cost per Hire (CPH): Month-over-month reduction and adherence to budget.
Input Utilization: Lead-to-hire efficiency and % of leads processed/converted.
Time to Fill: Alignment between hiring forecast and actual delivery.
Operational Efficiency: Output per FTE and SLA compliance across teams.
Demand Alignment: Variance between projected vs. actual hiring needs.
Responsibilities
Manage overall hiring performance across all TA functions, including:
Sourcing, Talent Screen, Pipe Builders, Head Hunters, and Call Center.
Monitor and optimize Cost per Hire (CPH), ensuring financial efficiency and maximizing ROI across all sourcing and candidate touchpoints.
Ensure optimal utilization of marketing and sourcing inputs, reducing lead waste and improving conversion rates at every stage of the funnel.
Align hiring projections with business demand, partnering closely with the Director, Sales, and Workforce Planning teams.
Oversee daily operations and staffing distribution, ensuring each specialization delivers on SLA, volume, and quality targets.
Lead and develop the middle-management layer (Team Leads and Supervisors), driving performance, accountability, and productivity.
Provide operational insights, reporting, and strategic recommendations to the Director for senior-level decision-making.
Sourcing, Talent Screen, Pipe Builders, Head Hunters, and Call Center.
Monitor and optimize Cost per Hire (CPH), ensuring financial efficiency and maximizing ROI across all sourcing and candidate touchpoints.
Ensure optimal utilization of marketing and sourcing inputs, reducing lead waste and improving conversion rates at every stage of the funnel.
Align hiring projections with business demand, partnering closely with the Director, Sales, and Workforce Planning teams.
Oversee daily operations and staffing distribution, ensuring each specialization delivers on SLA, volume, and quality targets.
Lead and develop the middle-management layer (Team Leads and Supervisors), driving performance, accountability, and productivity.
Provide operational insights, reporting, and strategic recommendations to the Director for senior-level decision-making.
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