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Salary: USD 156,392 - 195,490 / annual
Brex is an intelligent finance platform enabling companies to spend smarter and move faster across 200+ markets. The platform combines global corporate cards and banking with spend management, bill pay, and travel software, serving tens of thousands of companies including DoorDash, Coinbase, Robinhood, Zoom, and Plaid.
As Senior Technical Sourcer II, you will own sourcing strategy across multiple engineering teams and their supporting organizations, partnering directly with Directors and VPs to define talent requirements before searches open. You'll set the talent mapping and market research approach for the organizations you support and secure stakeholder buy-in on strategy.
Beyond your own requisitions, you'll elevate the entire sourcing team by refining the team's pitch, building engagement resources other sourcers adopt, closing sourcing gaps, and mentoring sourcers growing into this work. This role is for someone who has outgrown running excellent individual searches and wants their judgment to shape how an entire team approaches talent acquisition.
Key responsibilities include: owning sourcing strategy for multiple teams and their leadership; defining and implementing talent mapping and market research; autonomously scoping and landing ambiguous cross-team projects while identifying and mitigating risks early; evolving the team's pitch and creating adoption-ready engagement resources; coaching hiring managers on ideal profiles and interview process improvements; using reporting to diagnose complex hiring problems and drive changes; defining and modifying interview processes to improve conversion and reduce time-to-fill; and mentoring sourcers while enabling peer mentorship.
The role is based in the San Francisco office with a hybrid model requiring a minimum of three coordinated days in-office per week (Monday, Wednesday, Thursday), plus up to four weeks per year of fully remote work.
Requirements:
- Track record owning sourcing across multiple teams or an entire organization, not individual requisitions
- Experience partnering directly with Director- and VP-level stakeholders, influencing what they search for rather than only executing searches
- Fluency in compensation bands and candidate motivation to pre-qualify early and reset unrealistic expectations before candidates enter interview loops
- Demonstrated ability to change how a team sources (process, tool, pitch, pipeline) with measurable results
- Experience mentoring sourcers or recruiters with evidence of their growth
- Deep technical market knowledge across engineering, data, product, and AI, including where talent actually sits
- Fluency in modern sourcing and CRM tooling with comfort using data to argue for directional changes
Bonus qualifications: experience building sourcing functions, playbooks, or onboarding from scratch; owning team sourcing metrics and reporting to leadership; sourcing for AI/ML or emerging technical domains; sourcing across multiple geographies (US, Canada, LATAM); contributing to employer branding, talent marketing, or community-building initiatives.
