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Salary: USD 156,392 - 195,490 / annual
Brex is an intelligent finance platform enabling companies to spend smarter across 200+ markets. The platform combines corporate cards, banking, spend management, bill pay, and travel software with AI-native automation to help founders and finance teams accelerate operations and control spend.
As a 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 will set the talent mapping and market research approach for the organizations you support and secure stakeholder buy-in on your strategy.
Beyond your own requisitions, you will elevate the entire sourcing team's capabilities: refining the team's pitch, building engagement resources that other sourcers adopt, identifying and closing sourcing gaps, and mentoring sourcers who are growing into this work. This role is designed for someone who has outgrown running 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 reusable engagement resources; coaching hiring managers on ideal candidate profiles and interview process improvements; using reporting to diagnose complex hiring problems and drive solutions; and mentoring sourcers while serving as the team's go-to expert.
The role is based in the Seattle 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
- Direct experience partnering 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
- 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 drive directional changes
Bonus qualifications: experience building a sourcing function, playbook, or onboarding path from scratch; owning and reporting sourcing metrics 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.
