Share
If you’ve Googled “Sourcing Specialist job description,” you’ve probably already seen dozens of articles. The problem? Most of them are written like HR checklists — bullet points, buzzwords, and boilerplate copy that doesn’t inspire anyone.
But here’s the truth: the best candidates don’t get excited by copy-paste templates. They want clarity about the role, insight into your company, and confidence that your hiring process is thoughtful. If your job post doesn’t communicate that, top talent will scroll past and apply somewhere else.
That’s why we created this guide. Instead of giving you another generic list, we’ll walk you through:
- What a Sourcing Specialist really does (in plain English).
- Two job description templates you can adapt: one for experienced hires, one for entry-level.
- A breakdown of what makes these job posts effective (and what mistakes to avoid).
- A bad example, so you can see the difference firsthand.
- Bonus tips, AI guidance, and a ready-to-use copy-paste template.
Before we dive in, if you haven’t already, I recommend checking out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . It covers the fundamentals of writing job posts that actually attract quality applicants — not just clicks.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What A Sourcing Specialist Actually Does - Their Roles
A Sourcing Specialist is the person behind the scenes who ensures your hiring pipeline never runs dry. Think of them as the talent scout for your company. Their main job is to proactively find, attract, and engage candidates — often before a job is even posted.
Unlike recruiters, who typically handle the full hiring process, sourcing specialists focus heavily on research, outreach, and relationship-building. They know where to look (LinkedIn, niche job boards, industry events, even competitor companies) and how to spark interest in your open roles.
In plain English:
- They find hidden talent that might not apply on their own.
- They build relationships with potential hires, nurturing them over time.
- They partner with recruiters and hiring managers to ensure there’s always a strong pool of candidates ready to go.
Why does this role matter? Because in today’s job market, great candidates are often already employed and not actively applying. A sourcing specialist helps you reach those people first — before your competitors do. They’re not just filling roles; they’re future-proofing your hiring strategy.
Two Great Sourcing Specialist Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Version 1: Job Description For Experienced Sourcing Specialist
Job Title: Sourcing Specialist — BrightHire Technologies (Remote-Friendly, U.S. only)
Type: Full-Time
Salary: $65,000–$80,000 + bonus
Location: Hybrid Austin, TX (HQ) or Remote (U.S.)
🎥 Watch (1:10): “How Our Talent Team Sources for Hard-to-Fill Roles” — A quick hello from our Talent Team Lead (Insert Loom/YouTube link)
👋 Who We Are
BrightHire Technologies builds modern recruiting software that helps fast-growing companies hire with confidence. We serve 220+ SMBs and mid-market teams across SaaS, e-commerce, and healthcare. Our platform focuses on structured hiring, candidate experience, and data-driven decisions. We’re a 48-person, product-led team headquartered in Austin, TX, with teammates across 6 U.S. states.
🌟 Why We’re Hiring
We’re scaling across multiple functions (Sales, Product, Customer Success) and need an experienced sourcer to build proactive pipelines, personalize outreach, and surface passive talent before jobs even hit the market.
💼 What You’ll Be Doing
- Partner with recruiters/hiring managers to define ideal candidate profiles and sourcing strategies.
- Proactively search on LinkedIn Recruiter, GitHub, portfolio sites, and targeted communities.
- Write high-response outreach (sequenced messages, A/B tests) and track reply rates.
- Build/maintain warm talent pools for current and future roles; keep CRM/ATS squeaky clean.
- Share market intel (comp bands, talent density, competitor moves) to guide hiring plans.
- Own sourcing metrics (pipeline quality, time-to-first-interview, outreach conversion).
✅ What We’re Looking For
- 2+ years in sourcing or talent research (in-house or agency).
- Proven LinkedIn Recruiter fluency and Boolean/X-ray search chops.
- Strong written communication; you can craft messages people want to answer.
- Resourceful, data-curious, and comfortable experimenting to improve response rates.
- Collaborative, candidate-respectful, and organized.
🎁 Perks & Benefits
- Medical, dental, vision + 401(k) with match
- 15 PTO days + 10 company holidays + flex Fridays
- $1,500 annual learning stipend + conference budget
- Home-office/equipment stipend + co-working support
- Paid parental leave; mental-health & wellness stipend
💙 Why This Role Is a Great Fit
- High impact: Own the top of funnel for critical roles across the company.
- Autonomy: Build programs, not just lists—experiment with channels and tooling.
- Growth: Work directly with TA leadership; opportunity to mentor junior sourcers.
- Mission: Help companies hire more fairly and thoughtfully (our customers rely on it).
📥 How to Apply
Apply via WorkScreen.io (Insert your unique WorkScreen link).
You’ll complete a short, role-relevant evaluation (outreach sample + research exercise). We review every application and reply within 7–10 days.
✅ Version 2: Job Description For Entry-Level / Willing-to-Train Sourcing Specialist
Job Title: Junior Sourcing Specialist — BrightHire Technologies (Career Starter)
Type: Full-Time
Salary: $45,000–$55,000 + bonus
Location: Hybrid Austin, TX (HQ) or Remote (U.S.)
🎥 Watch (0:55): “Day-in-the-Life of a Junior Sourcer at BrightHire” (Insert Loom/YouTube link)
👋 Who We Are
BrightHire Technologies helps growing companies run structured, candidate-friendly hiring. We’re a 48-person team serving 200+ customers, known for our clean UX, fast setup, and evidence-based hiring workflows. We care deeply about candidate experience and skills-first evaluation.
🌱 About the Role
No recruiting background? That’s okay. If you’re curious, organized, and great at writing thoughtful messages, we’ll teach you the rest. You’ll learn how to find talent online, craft compelling outreach, and support active searches across multiple teams.
🎯 What You’ll Learn & Do
- Learn LinkedIn search basics, talent mapping, and light market research.
- Draft and send polite, personalized outreach; track responses and iterate.
- Keep candidate records tidy in our ATS/CRM; help schedule first-round chats.
- Shadow recruiter screens and learn what “good” looks like.
- Contribute ideas to improve reply rates and candidate experience.
🙌 Who We’re Looking For
- Strong written communication and attention to detail.
- Organized note-taker who enjoys research and problem-solving.
- Positive, professional, and comfortable asking great questions.
- No prior recruiting experience required—we’ll train you.
🎁 Perks & Benefits
- Medical, dental, vision + 401(k) with match
- 14 PTO days + 10 company holidays + winter recharge day
- $1,000 learning stipend + monthly coaching with TA lead
- Laptop + home-office stipend; co-working support
- Paid parental leave; wellness stipend
💙 Why This Role Is a Great Fit
- Break into Talent Acquisition with hands-on mentorship and clear growth paths.
- Real responsibility early—your work directly fuels live hiring.
- Supportive team culture that values learning, feedback, and experimentation.
- Portfolio of wins you can point to (pipelines built, response rates improved).
📥 How to Apply
Apply via WorkScreen.io (Insert your unique WorkScreen link).
You’ll complete a short, beginner-friendly evaluation (sample outreach + research prompt). We respond to every applicant within 10 days—no résumé black hole.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Sourcing Specialist Job Posts Work
Both job descriptions above follow the “Best New Way” framework — here’s why they’re effective:
🔑 1. Clear & Specific Job Titles
Instead of “Sourcing Specialist” alone, the titles add clarity and context:
- “Sourcing Specialist — BrightHire Technologies (Remote-Friendly, U.S. only)”
- “Junior Sourcing Specialist — BrightHire Technologies (Career Starter)”
These titles tell candidates what the role is, where it’s based, and who it’s with. That instantly filters in the right people and filters out the wrong ones.
🔑 2. Personal Video Element
Each description opens with a short Loom/YouTube video featuring a manager or team lead. This adds humanity, trust, and transparency. It’s far more engaging than walls of text and lets candidates “meet” their future colleagues before applying.
🔑 3. Company-Specific About Us
Instead of a vague boilerplate, the posts give real details about BrightHire:
- Company size, location, customers, and mission.
- Focus on candidate experience and structured hiring.
- A snapshot that helps candidates imagine the culture and scope of the business.
This makes the opportunity feel real — not like a ghost job.
🔑 4. Human, Story-Driven Intros
Both JDs explain why the role matters, not just what it does. The experienced role shows impact (“build proactive pipelines, surface passive talent”), while the junior role emphasizes growth and opportunity (“no recruiting background? That’s okay — we’ll teach you”).
This difference ensures you attract the right level of candidate without alienating others.
🔑 5. Transparent Pay & Perks
Salary ranges are included upfront — $65k–$80k for experienced, $45k–$55k for entry-level. Transparency builds trust and avoids wasting time.
The perks are clearly separated into their own section (health, PTO, stipends, parental leave, etc.) instead of being buried. Candidates can quickly see the tangible benefits of joining.
🔑 6. Respectful Application Process
Both versions explain exactly what happens after applying:
- Use of io for a fair, skills-first evaluation.
- A clear timeline (“we reply within 7–10 days” / “we respond to every applicant within 10 days”).
- No “résumé black hole” — which addresses one of the biggest candidate frustrations.
🔑 7. Why This Role Is a Great Fit
This section goes beyond perks to sell the intangibles:
- High impact and autonomy for experienced candidates.
- Break-in opportunity and mentorship for juniors.
- Emphasis on mission and culture (structured, fair hiring, growth mindset).
It answers the candidate’s unspoken question: “Why should I spend my time here instead of anywhere else?”
👉 Together, these elements create job posts that are clear, inspiring, and respectful. They check all the boxes (responsibilities, requirements) but also connect on a human level — the missing piece in most job descriptions online.
Example of a Bad Sourcing Specialist Job Description (And Why It Fails)
Job Title: Sourcing Specialist
Company: Confidential
Type: Full-Time
Location: U.S.
Job Summary
We are looking to hire a sourcing specialist. The person will be responsible for finding candidates, managing pipelines, and supporting recruiters.
Key Responsibilities
- Source candidates.
- Build pipelines.
- Manage databases.
- Support recruiting team as needed.
Requirements
- Bachelor’s degree in Human Resources or related field.
- 2–4 years of sourcing experience.
- Knowledge of sourcing tools.
Compensation & Benefits
Not disclosed.
How to Apply
Send résumé to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- The Title Is Too Generic
“Sourcing Specialist” with no location, no company name, and no context. Candidates have no clue what industry or mission they’d be joining. - The Introduction Feels Empty
“Responsible for finding candidates” is vague and uninspiring. There’s no vision, mission, or human element. - Responsibilities Are Bare Minimum
Listing “source candidates” and “build pipelines” doesn’t help a candidate picture the impact of their work or how success is measured. - Requirements Gatekeep Instead of Attracting
A degree requirement + years of experience listed without flexibility automatically discourages capable, nontraditional candidates. - No Salary, No Transparency
The absence of compensation info signals a lack of openness. Serious candidates may not bother applying. - The Hiring Process Feels Cold
“Only shortlisted candidates will be contacted” is dismissive. It signals that most applicants won’t even get acknowledgment. - Zero Personality in the CTA
“Send résumé to HR” is transactional, not relational. There’s no warmth, no encouragement, no human touch.
👉 This is the kind of job description that makes top talent scroll past. It feels like a formality — not an opportunity.
Bonus Tips to Make Your Sourcing Specialist Job Post Stand Out
Most companies stop at listing responsibilities and requirements. But if you want your job post to attract top-tier candidates (especially in competitive hiring markets), these extra touches will set you apart:
🔒 1. Add a Security & Privacy Notice
Job seekers are cautious about scams. Reassure them by adding a short line like:
“We value the security and privacy of all applicants. We will never ask for payment, bank details, or personal financial information during the hiring process.”
This small statement builds trust.
🌴 2. Mention Leave or Flex Days
Sourcing specialists work in high-volume, fast-paced environments. Flexibility is a huge selling point. Example:
“Enjoy up to 20 PTO days annually, plus 10 company holidays and 2 flex Fridays every quarter to recharge.”
📈 3. Highlight Training & Growth Opportunities
Ambitious sourcers want to know there’s room to grow. Even an entry-level candidate will think, “Where does this role take me in 2–3 years?”
“We invest in growth with a $1,500 annual learning stipend, LinkedIn Recruiter certification coverage, and mentorship from senior TA leaders.”
🎥 4. Include a Short Loom or Team Video
Show the real humans behind the company. A 1-minute clip from the hiring manager, or even a quick office tour, makes your post 10x more engaging.
Example: “Meet the team you’ll be partnering with — here’s how we think about sourcing.” (Insert video link)
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
💡 5. Show Career Path Potential
Don’t just sell the job — sell the journey. Let candidates know where this role could lead.
“Past sourcing specialists at BrightHire have grown into Senior Sourcers, Full-Cycle Recruiters, and even TA Managers.”
📝 6. Respect Candidate Time
Make your process crystal clear in the post: how long it takes, what steps are involved, and when they can expect feedback. Respect builds credibility.
👉 These details separate a “checkbox” job description from a job post that actually inspires candidates to apply.
Should You Use AI to Write Job Descriptions?
With tools like ChatGPT, Manatal, and Workable offering one-click JD generators, it’s tempting to let AI “just do it.” But here’s the truth: relying on AI without context leads to generic, lifeless posts that attract the wrong candidates.
❌ Why You Shouldn’t Rely on AI Alone
- It produces generic content. AI defaults to clichés: “dynamic team player,” “fast-paced environment,” etc. Candidates can spot this a mile away.
- It attracts the wrong crowd. Bland job posts pull in applicants who mass-apply without reading.
- It reflects poorly on your brand. Your job description is often a candidate’s first impression of your company. If it feels canned, so will your culture.
✅ The Smarter Way to Use AI
AI can be a powerful assistant — if you guide it with your raw input. Think of it as a polisher, not a creator.
Here’s how to use it effectively:
- Start with real context: Provide details about your company, culture, and mission.
- Example: “We’re a 48-person SaaS startup in Austin serving 200+ clients. We value transparency, collaboration, and data-driven hiring.”
- Example: “We’re a 48-person SaaS startup in Austin serving 200+ clients. We value transparency, collaboration, and data-driven hiring.”
- Feed in specifics about the role: responsibilities, impact, growth path.
- Example: “This sourcing role supports 4 recruiters, builds proactive pipelines, and experiments with LinkedIn outreach.”
- Example: “This sourcing role supports 4 recruiters, builds proactive pipelines, and experiments with LinkedIn outreach.”
- Include your voice: Give AI some of your own draft lines or phrases you’d actually say.
- Prompt it properly:
- Wrong: “Write a sourcing specialist job post.”
- Right:
“Help me write a sourcing specialist job post for BrightHire Technologies. We’re a 48-person SaaS startup in Austin. We value transparency and structured hiring. The role focuses on proactive sourcing, LinkedIn outreach, and talent mapping. Salary is $65k–$80k, benefits included. Write it in a conversational, human tone with a clear structure: Intro, About Us, Role, Responsibilities, Requirements, Perks, Why This Role Matters, and Application Process.Here are a few notes I’ve written to get you started: [paste your notes]”
- Wrong: “Write a sourcing specialist job post.”
- Then edit like a human: Use AI’s draft as a base. Add in your company’s personality, a Loom video link, and perks.
👉 The bottom line: AI should support your writing, not replace it. Your job description deserves the same thoughtfulness you’d give to any other customer-facing message.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Job Description Templates For Quick Use
We get it — sometimes you just need something fast. Maybe you’ve already read this guide and understand what a strong job post looks like, but you want a solid starting point you can copy, paste, and tailor in minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
Job Title: Sourcing Specialist — [Your Company Name] (Remote-Friendly / Hybrid)
Type: Full-Time
Salary: $XX,XXX–$XX,XXX + Benefits
🎥 Watch (1:00): A quick hello from [Hiring Manager’s Name] (Insert Loom/YouTube link)
👋 Who We Are
[Your Company Name] is a [size/type] company based in [location]. We help [customers/industries] achieve [mission/outcome]. Our team is [adjective: collaborative, curious, growth-minded] and we believe in [core values].
🌟 Why We’re Hiring
We’re growing and need a sourcing specialist to help us find and engage top talent before they even apply. You’ll be the first point of contact, building relationships that lead to amazing hires.
💼 What You’ll Do
- Partner with recruiters and managers to understand hiring needs.
- Source talent on LinkedIn, GitHub, niche job boards, and communities.
- Write outreach messages that get replies.
- Maintain talent pipelines for active and future roles.
- Share market insights with the team.
✅ What We’re Looking For
- [X years] of sourcing experience (or transferable skills).
- Strong LinkedIn Recruiter and Boolean search skills.
- Excellent written communication.
- Organized, curious, and persistent.
🎁 Perks & Benefits
- [Health, dental, vision, 401k, PTO]
- [Learning stipend or training opportunities]
- [Flex days, wellness programs, or remote support]
💙 Why This Role Is a Great Fit
- Make a direct impact on the growth of our company.
- Be part of a supportive team that values experimentation.
- Opportunities to grow into senior sourcing, recruiting, or TA leadership roles.
📥 How to Apply
Apply through WorkScreen.io: (Insert link).
We respond to all applicants within [X days] — no résumé black hole here.
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Sourcing Specialist
Location: [Remote/Hybrid, City/State]
Type: Full-Time
Salary: $XX,XXX–$XX,XXX + Benefits
Job Brief
We are looking for a proactive Sourcing Specialist to identify and engage with top talent. You will partner with recruiters and hiring managers to build pipelines, craft outreach campaigns, and help us hire smarter and faster.
Responsibilities
- Conduct proactive sourcing across platforms (LinkedIn, job boards, etc.).
- Build pipelines and maintain candidate data in our ATS.
- Create personalized outreach campaigns and track response rates.
- Collaborate with recruiters and hiring managers to refine sourcing strategies.
- Report on sourcing metrics and share market insights.
Requirements
- [X years] of experience in sourcing/recruiting OR strong research/writing skills.
- Familiarity with LinkedIn Recruiter and sourcing tools.
- Excellent communication and organizational skills.
- Ability to work independently and as part of a team.
Perks & Benefits
- [Medical, dental, vision, PTO, 401k, stipends]
- [Learning/training programs]
- [Flexibility, wellness benefits, career growth opportunities]
Why Join Us
At [Your Company Name], you’ll be part of a team that values curiosity, respect for candidates, and data-driven hiring. You’ll have space to grow, experiment, and make sourcing a true business advantage.
How to Apply
Submit your application via WorkScreen.io (Insert link).
Our process includes a quick skills evaluation, and we respond to every candidate within [X days].
Take Your Hiring Beyond the Job Description with WorkScreen.io
Writing a great job description is only the first step. Once the applications start rolling in, you need a way to separate serious, high-quality candidates from the noise. That’s where WorkScreen.io comes in.
Here’s how it helps you hire smarter:
🔍 1. Quickly Identify Top Talent
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🧪 2. Run One-Click Skill Tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🚫 3. Eliminate Low-Effort & AI-Generated Applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
📊 4. Make Data-Driven Hiring Decisions
Every applicant is measured consistently. That means fewer gut-feel decisions, less bias, and a stronger chance of hiring the right person — fast.
👉 In short: Write a compelling job post, then let WorkScreen handle the evaluation. You’ll save time, avoid costly mis-hires, and feel confident you’re moving forward with the right candidates.
✨ Sign up with WorkScreen.io today — it’s quick, straightforward, and you’ll be ready to share your job post in minutes.
Frequently Asked Questions - Sourcing Specialist Job Description
Strong sourcing specialists combine technical search skills with soft skills that build relationships. Key abilities include:
- Boolean & advanced search knowledge on LinkedIn, GitHub, and other platforms.
- Research skills to map talent pools and identify passive candidates.
- Written communication to craft outreach messages that get real responses.
- Data tracking to monitor conversion rates and improve pipeline quality.
- Relationship-building & persistence — sourcers must engage candidates respectfully, even if they’re not ready to move today.
Compensation varies by region, experience, and company size. In the U.S., the average sourcing specialist salary typically ranges between $50,000 and $75,000 annually, with senior sourcers earning upwards of $80,000–$90,000+ in competitive markets like tech hubs. Entry-level junior sourcers may start closer to $40,000–$50,000.
A sourcing specialist’s primary job is finding and engaging candidates, often before a job is even posted. They focus on building talent pipelines. Recruiters, on the other hand, usually manage the full hiring cycle: posting jobs, screening applicants, coordinating interviews, and extending offers. Some companies combine these roles, but in larger organizations, they are distinct.
Success isn’t just about volume of candidates. Common metrics include:
- Response rate to outreach messages.
- Qualified candidates submitted per role.
- Pipeline diversity and coverage of “hard-to-fill” roles.
- Time-to-first-interview for sourced candidates.
- Quality of hire attributed to sourced talent.
- LinkedIn Recruiter for advanced search and outreach.
- ATS/CRM platforms (like Greenhouse, Lever, or WorkScreen-integrated systems) to manage pipelines.
- Email sequencing tools (Gem, SeekOut) for outreach campaigns.
- Search engines and Boolean/X-ray tools to find candidates outside mainstream platforms.
- Data tools (Excel, Notion, or dashboards) to track sourcing metrics.
