Talent Sourcer

The Mission

Innovation is broken. The systems built to create and protect ideas can't keep up with the pace of change. At Ankar, we're building the AI operating system for innovation - tools that don't exist yet, for people who invent things that don't exist yet.

We're hiring for roles that don't exist in traditional talent pools: patent engineers with small molecule chemistry expertise, content strategists who understand IP law, AI-first GTM professionals. You can't just post on LinkedIn and wait - you need to hunt.

Your role: become Ankar's talent hunter. Find exceptional people who aren't looking, build relationships before we're hiring, and create pipelines that give us unfair competitive advantage in the war for talent.

What You'll Do

Active Search Support (80%):

Proactive Talent Hunting & Generation

• Identify and map top-tier candidates for open roles we're actively hiring: build target lists for critical role categories (Engineering, Product, GTM, specialized domains like patent engineering)

• Research and source passive candidates who aren't actively looking but would be exceptional matches for Ankar's mission - find people doing the best work in IP innovation, AI applications, vertical SaaS, deep-tech

• Generate qualified candidate flow for active searches: deliver high-quality, vetted candidates to Talent Partners for each open role

• Execute multi-channel sourcing strategies: combine pipeline activation, Boolean search, referral mining, competitive intelligence, and creative outreach

• Pre-screen candidates via initial outreach conversations: assess basic fit, gauge interest level, surface potential red flags before passing to Talent Partners

Sourcing Intelligence & Optimization

• Track pipeline metrics: measure conversion rates at each stage, identify which channels yield best candidates, optimize messaging based on response rates

• Conduct competitive research: where are competitors hiring? What talent pools are they targeting? Where are there underserved pockets of talent?

• Share market intelligence: report back on what you're hearing from candidates (comp expectations, what attracts them, common objections, market trends)

Collaboration with Talent Partners

• Partner closely with Talent Partners on role intake: understand must-haves vs. nice-to-haves, ideal candidate profiles, cultural fit criteria

• Iterate on search strategies: if initial sourcing isn't yielding results, adjust targeting, messaging, or channels based on real-time feedback

• Handoff candidates seamlessly: provide context on each candidate's background, motivations, potential concerns, and what resonated in your conversations

Pipeline Building & Candidate Identification (20%):

Creative Sourcing Strategies

• Test unconventional sourcing channels: recruit patent attorneys through IP webinars, identify chemistry PhDs transitioning from academia, engage developer communities, leverage customer networks, attend niche conferences

• Master Boolean search and AI sourcing tools: use LinkedIn Recruiter, GitHub, SeekOut, Gem, and other platforms to find candidates with rare skill combinations

• Build "talent communities" for hard-to-fill specializations: create Slack channels, email lists, or content hubs that keep Ankar top-of-mind for passive candidates

Relationship Cultivation

• Conduct ongoing outreach to passive candidates: personalized messages, warm introductions, thoughtful follow-ups that build genuine relationships over time

• Move candidates through awareness pipeline: from "never heard of Ankar" → "intrigued by the mission" → "ready to explore opportunities" so they're warm when roles open

• Stay top-of-mind through relevant content sharing, company updates, and authentic relationship building

• Build talent pipelines with warm relationships: maintain regular touchpoints so when roles open, you have pre-qualified talent ready to engage

How You Work

Relentless Hunter Mentality

• You don't give up when people don't respond - you iterate on messaging, try different angles, find new channels

• You're energized by the challenge of finding people who are "impossible to hire"

• You treat sourcing like detective work: piecing together clues, following leads, uncovering hidden talent

Creative & Resourceful

• You don't just rely on LinkedIn—you think about where your target candidates actually spend time (GitHub, niche Slack communities, industry conferences, academic networks)

• You experiment constantly: new search strings, different messaging frameworks, unconventional channels

• You make do with constraints: can't afford expensive sourcing tools? You get creative with free alternatives

Data-Driven Optimizer

• You track metrics: outreach volume, response rates, conversion at each stage

• You A/B test messaging to see what resonates

• You use data to make decisions but don't let perfectionism slow you down

Relationship Builder

• You're genuinely curious about people - their work, motivations, career aspirations

• You don't treat candidates as "leads" - you build authentic relationships over time

• You're patient: some of your best hires will take months to cultivate

Extreme Ownership

• You don't wait to be told what to do - if a search isn't yielding results, you proactively adjust strategy

• You take responsibility for pipeline health: if relationships go cold, you re-engage them

• You see yourself as accountable for Ankar's ability to hire exceptional talent

Requirements:

• 3+ years in talent sourcing, recruiting, or related roles where you consistently found hard-to-find candidates

• Demonstrated ability to source for technical or specialized roles: engineering, product, deep-tech, or niche domains where talent is scarce

• Experience building pipelines proactively: not just sourcing for open roles, but cultivating relationships in advance

• Track record in high-growth or early-stage environments: startups, scale-ups, or fast-moving divisions where you had to build from scratch