Talent Sourcing Manager

Come join our team at Crest Operations !

With companies located across the United States, Crest Industries is committed to bringing together the best people and the right resources to meet today’s challenges and deliver the innovations of tomorrow. With significant recent growth and company acquisitions, Crest more than ever is a catalyst for change, using a little grit and a lot of determination to drive a forward movement for our customers and our employees.

Talent Sourcing Manager

Crest Operations | Talent | Reports to Vice President of Talent

Position Summary

The Talent Sourcing Manager leads enterprise talent acquisition strategy and execution in support of Crest and business unit strategies. This role combines hands-on executive, leadership, and critical-role sourcing with proactive pipeline development, Advisory Board sourcing, and collegiate talent strategy. By understanding our businesses and the markets where talent lives and works, this leader builds relationships before needs become urgent, represents Crest’s brand, and helps strengthen a healthy culture across the enterprise.

Key Responsibilities

Enterprise Strategy and Talent Market Intelligence

Partner with executive leaders, business units, and Talent and HR teams to translate growth, succession, and workforce plans into enterprise talent acquisition priorities and actionable sourcing strategies.

Understand talent markets, competitors, and geographies. Map talent concentrations, emerging skills, compensation expectations, candidate mobility, and competing employers’ strengths to inform sourcing and workforce decisions.

Advise leaders on talent availability and search tradeoffs. Challenge assumptions about candidate backgrounds, experience, and location to broaden access to talent while meeting business needs.

Executive Leadership and Advisory Board Sourcing

Personally lead sourcing for executive, leadership, and business-critical roles, including confidential and difficult-to-fill searches. Partner with leaders to define success profiles and develop targeted search plans.

Build trusted relationships with passive candidates through research, professional networks, referrals, and personalized outreach. Understand their motivations and maintain pipelines for future opportunities across Crest.

Identify and engage prospective Advisory Board members whose expertise, experience, and networks support Crest and business unit strategies; partner with leaders throughout evaluation and relationship development.

Provide clear updates and talent recommendations to hiring leaders, and sustain candidate engagement through assessment, selection, and offer acceptance.

Collegiate Pipeline Development

Develop and execute Crest’s collegiate pipeline strategy with the Collegiate Specialist and business units, aligning target schools, disciplines, partnerships, and annual plans with long-term talent needs.

Build relationships with faculty, career services, and student organizations. Coordinate campus engagement, internships, co-ops, and graduate hiring, with clear business ownership and meaningful student experiences.

Brand Ambassadorship and Healthy Culture

Serve as a Crest brand ambassador through candidate relationships, collegiate partnerships, industry networks, and community engagement. Communicate our purpose, values, and career opportunities with credibility and consistency.

Lead healthy culture work within Crest in partnership with Talent, HR, and business leaders. Strengthen trust, collaboration, accountability, and behaviors that reflect the Crest values.

Use employee feedback and candidate insights to identify gaps between the experience we promise and the experience we deliver; partner with leaders on practical improvements and follow-through.

Systems Collaboration and Results

Strengthen enterprise sourcing capability through shared practices, coaching, and collaboration across business units. Connect talent with opportunities across Crest and create a consistent, respectful candidate experience.

Build repeatable workflows and maintain reliable candidate and pipeline data. Use sourcing technology and AI-enabled tools to improve research, outreach, and execution while protecting confidential information.

Measure pipeline quality, candidate engagement, hiring outcomes, and collegiate conversion and retention. Use results to refine priorities, strengthen partnerships, and improve sourcing effectiveness.

Qualifications

Bachelor’s degree in human resources, business, psychology, or a related field.

Demonstrated executive sourcing experience, including confidential searches and sustained relationships with senior leaders and passive candidates.

Experience translating business strategy and talent market intelligence into talent acquisition plans and leadership or critical-role pipelines.

Strong relationship builder who earns trust, collaborates across businesses, and influences leaders through sound judgment and clear communication.

Systems-oriented, with strong organization, analytical skills, discretion, and follow-through; able to balance strategic planning with direct execution.

Experience with collegiate pipelines, culture initiatives, and talent acquisition across multiple businesses preferred.

Competencies

Strategic Thinking — Define How We Win

Enterprise Mindset — Working Across Crest

Relationship Management — Build Meaningful Connections

Influence and Persuasion — Enroll Others

Collaboration — Win Together

Communication — Transparency and Clarity

Culture Ownership — Strengthen What Makes Us Crest

Skills

Strategic Planning

Sourcing Strategy

Source Research

Prospect Engagement

Pipeline Management

Market Analysis

Market Segmentation

Collegiate Recruiting

Strategic Partnerships

Brand Management

Culture Assessment

Culture Development

CRM Administration

Data Analysis

Workflow Design