Talent Acquisition, Sourcing Manager APJ

We are hiring a TA Sourcing Manager to lead and scale a strategic, intelligence-led sourcing capability across APJ, supporting Engineering, GTM, and G and A hiring. This role moves beyond traditional sourcing and delivery. You will build a proactive, data-driven sourcing engine, translating market intelligence into hiring strategies, shaping talent pipelines ahead of demand, and enabling consistent, high-quality execution at scale. You will lead a team of sourcers and operate as a trusted advisor to recruiters and business leaders, influencing hiring outcomes through deep market insight, structured playbooks, and disciplined execution.
The candidate will have responsibilities across the following functions:
Build a Strategic Sourcing Engine (Core to the role):
Lead proactive pipelining, talent mapping, and market intelligence programs across APJ.
Translate market insights (supply, competition, adjacencies, location)into actionable hiring strategies.
Shift sourcing from reactive fulfillment to predictive, forward-looking pipeline creation.
Build function-level sourcing strategies across: Engineering (Product, Platform, Infrastructure), GTM (Sales, Pre-sales, Customer Success), G and A (Finance, HR, Legal).
Lead and Elevate Sourcing Capability:
Manage and develop a team of sourcers across levels.
Drive capability uplift from execution strategy advisory.
Establish clear quality standards, playbooks, and reusable frameworks.
Coach team on: Multi-channel sourcing strategies.
Talent mapping and competitor analysis.
Structured outreach and engagement.
Operationalize a Global Sourcing Model:
Implement and scale a globally consistent sourcing model with strong local ownership.
Standardize: Sourcing playbooks and workflows.
AI-enabled sourcing practices (search, matching, prompt libraries).
Data quality, pipeline hygiene, and measurement.
Partner and Influence Hiring Strategy:
Act as a strategic partner to recruiters, hiring managers, and HRBPs.
Influence: Role calibration (level, location, skills).
Pipeline strategy and feasibility.
Trade-offs based on market realities.
Provide structured market insights: Talent availability, Competitive landscape, Location strategy, Pipeline risk signals.
Drive Metrics, Insights, and Predictability:
Own sourcing metrics across: Pipeline health, Conversion rates, Channel effectiveness, Diversity representation.
Move beyond reporting predictive insights: Anticipate talent gaps.
Align pipelines with future demand.
Inform workforce planning conversations.
Candidate Engagement and Brand:
Ensure high-quality, personalized candidate engagement.
Build long-term passive talent networks.
Partner on regional branding and outreach strategies.
Strong, proactive pipelines across priority roles (not req-dependent).
Improved time-to-fill and quality of hire:
Clearmarket-informed hiring decisions.
Scalable sourcing playbooks are adopted across teams.
High stakeholder confidence in sourcing as a strategic function.
Requirements:
12+ years in Talent Acquisition with deep sourcing expertise.
Experience managing sourcing teams in high-growth, global environments.
Proven success supporting Engineering, GTM, and G and A hiring.
Strong understanding of APJ talent markets and ecosystems.
Ability to build talent maps, feeder company strategies, and adjacencies.
Experience designing multi-channel sourcing strategies and playbooks.
Data-driven mindset with the ability to translate insights into decisions.
Strong stakeholder influencing and advisory skills.
Builder mindset, comfortable operating in ambiguity and scale.
High ownership and bias for action.
Focus on quality, speed, and long-term capability building.

Experience
12-16 yrs