Senior Talent Sourcing Specialist

About the role

About LawnStarter LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all home services. About Talent Acquisition at LawnStarter We're a small, high-output recruiting team that fills roles fast - 31-day average time-to-fill for non-evergreen roles, 30% faster than the SHRM benchmark. We hire across Growth/Marketing, Product, Engineering (LATAM), Design, and Executive functions. Our current open searches include Director-level, Staff Engineer, and Senior Product roles. The team uses Workable as our ATS and LinkedIn Recruiter as our primary sourcing channel. The Role You are the team's dedicated sourcer. You don't own requisitions end-to-end - you own the top of the funnel for every search that needs outbound talent. Your job is to find, engage, and deliver qualified candidates to the recruiters who manage each role. Today, our two LinkedIn Recruiter seat holders split their time between sourcing, screening, pipeline management, and closing. That context-switching slows everything down. You exist to eliminate that bottleneck - one person, full-time in LinkedIn, accountable to sourcing metrics across all active roles. You'll work most closely with the Director of Talent Acquisition and two Senior Recruiters. You'll source for US-based roles (Growth, Product, Design, Executive) and LATAM-based engineering roles. Every role is different - you might be mapping Directors of Product one week and sourcing Staff Engineers in Brazil the next. What makes this role different: - Pure sourcing, not full-cycle: You don't screen, you don't manage pipelines, you don't negotiate offers. You source. That's the entire job, and you'll be measured on it. - Cross-functional breadth: You'll source across every function we hire for - marketing, product, engineering, design, executive. You need range, not just one vertical. - US hiring managers, PH-based team: You'll join sourcing intake calls with US-based hiring managers to understand what they're looking for. You need to be comfortable in those conversations - asking calibration questions, pushing back on unrealistic profiles, and translating requirements into search strategies. - Small team, high ownership: There's no sourcing manager between you and the work. You set your own search strategies, manage your own pipeline, and report on your own numbers. What You'll Own - Outbound sourcing across all active roles: Build candidate pipelines using LinkedIn Recruiter, Boolean search, Talent Insights, and any other channels that produce results. You'll typically support 4-6 active searches simultaneously. - Search strategy: For each role, define the sourcing approach - target companies, titles, geographies, keywords, and outreach messaging. Adapt as you learn what's working and what's not. - Candidate engagement: Write and send outreach that gets responses. Manage multi-touch sequences. Track response rates and iterate on messaging. - Sourcing metrics and reporting: Own your numbers - outreach volume, response rates, qualified candidates delivered, source-to-screen conversion. Report weekly. - Market intelligence: When a search is tough, tell us why - is the talent pool too small? Is comp off-market? Are we targeting the wrong profile? Bring data, not just opinions. - Sourcing intake participation: Join kickoff calls with hiring managers to hear the brief firsthand. You source better when you understand the role directly, not through a game of telephone. Problems to Solve Our recruiters are splitting time between sourcing and closing - and both suffer Only 2 team members have LinkedIn Recruiter seats, and they're also managing pipelines, running screens, and closing candidates. When they're in back-to-back screening calls, sourcing stops. When they're deep in a sourcing sprint, candidates in-process don't get moved. You break that trade-off by owning sourcing full-time. Director-level and technical roles require proactive sourcing - inbound isn't enough For roles like Director of Product Management, Director of SEO, and Staff Product Engineer, the best candidates aren't applying. They need to be found, engaged, and convinced. Our inbound pipeline is strong for volume roles, but senior and technical searches live or die on outbound quality. We need sourcing accountability with dedicated metrics Today, sourcing happens alongside everything else, so it's hard to measure what's working. We need one person whose job is sourcing, with clear metrics: outreach volume, response rates, qualified candidates delivered per role, and source-to-screen conversion. What Success Looks Like (First 90 Days) - You've sourced qualified candidates for every active role - not just volume, but candidates who pass screening and advance to WHO interviews - Response rates on outreach are above 15% - your messaging is personalized, relevant, and gets replies - Recruiters ar

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