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Salary: USD 156,392 - 195,490 / annual
Brex is seeking a Senior Technical Sourcer II to own sourcing strategy across multiple engineering teams and their supporting organizations. This is a strategic, mentorship-focused role for someone who has outgrown running individual searches and wants to shape how an entire recruiting team operates.
You will partner directly with Directors and VPs to define talent strategy before searches open, setting the talent mapping and market research approach for the organizations you support. You'll autonomously scope and land complex, ambiguous projects across the team, identifying and mitigating risks early. Your responsibilities include owning and evolving the team's pitch, building engagement resources that other sourcers adopt, coaching hiring managers on ideal candidate profiles, and using reporting to diagnose and solve complex hiring problems.
You'll also define and modify interview processes to improve conversion rates and reduce time-to-fill, mentor sourcers on the team, and act as the go-to expert on technical talent markets. This role requires deep knowledge of engineering, data, product, and AI talent landscapes, and the ability to influence stakeholder expectations around compensation and candidate motivation.
The position is based in Brex's Salt Lake City 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; ability to pre-qualify early and reset unrealistic expectations
- Demonstrated success changing how a team sources (process, tool, pitch, or 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; comfort using data to drive directional changes
Bonus qualifications include experience building a sourcing function or playbook 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), and contributing to employer branding or talent marketing initiatives.
