Talent Acquisition Sourcer

Introduction

At IBM Corporate Headquarters (CHQ) and Other Functions, diverse teams such as marketing, finance, legal, operations, HR, and more work together to keep IBM moving forward. These functions play a vital role in solving complex challenges, supporting our clients’ success, and creating collaborative environments for IBMers worldwide. Working in CHQ and Other Functions means contributing your expertise to a global network that values teamwork, problem-solving, and innovation. You’ll have opportunities to grow your career while helping IBM operate with excellence and scale its impact across industries. With a culture that emphasizes learning, inclusivity, and career development, IBM offers the platform to apply your skills where they matter most. At the heart of our business.

Your Role And Responsibilities

In this role, you will integrate data-driven market intelligence with hands-on execution to design and implement end-to-end recruitment blueprints for critical talent segments. By analyzing talent supply, competitor benchmarks, and skill velocity, you will produce actionable insights and predictive models—such as attrition risk and policy impact mapping—to inform long-term workforce fulfillment and location planning. You will proactively build and manage diverse sourcing channels, including job boards, employee referrals, and non-traditional "hidden-gem" pools, while collaborating with Branding teams to craft tailored Talent Value Proposition (TVP) narratives and nurture campaigns that convert passive talent. Additionally, you will drive operational excellence by coaching recruitment teams on modern outreach techniques, standardizing toolkits, and utilizing AI-enabled analytics to monitor KPIs, pipeline health, and the overall ROI of sourcing investments to ensure a consistent flow of high-quality talent that aligns with evolving business needs

Preferred Education

Bachelor's Degree

Required Technical And Professional Expertise

In this role, you will function as a high-level Sourcing Strategist, moving beyond standard recruitment to architect data-led talent acquisition engines. You will navigate the complexities of the Indian IT landscape—from the hyper-competitive GCC (Global Capability Center) hubs to the niche startup ecosystems—using a blend of technical market intelligence and advanced headhunting methodologies.

Key Responsibilities & Expertise

• Engineering Sourcing Frameworks: You will design multi-layered blueprints for critical tech verticals, including Cloud Infrastructure, AI/ML, Data Engineering, and Cybersecurity. Your goal is to map and engage elite talent across non-traditional platforms beyond LinkedIn, such as GitHub, Stack Overflow, and specialized tech communities.
• Talent Telemetry & Predictive Analytics: Utilize internal and external data to build Competitor Intelligence Briefs and Skill Velocity Models. You will monitor regional talent migration patterns across India’s Tier-1 and Tier-2 cities to advise leadership on location strategy and hub expansion.
• Executive & Niche Talent Engagement: Partner with business heads to define personas for leadership and "purple squirrel" roles. You will craft high-touch, personalized outreach and TVP (Talent Value Proposition) narratives that address the unique motivators of India’s top-tier engineering talent.
• CoE Enablement & Tool Optimization: Serve as a subject matter expert within the Global Center of Excellence. You will evaluate and deploy AI-powered sourcing stacks, CRM automation, and recruitment marketing tools to boost pipeline velocity and reduce time-to-hire.
• Strategic Stakeholder Influence: Act as a consultant to Workforce Planning and Employer Branding teams. You will translate complex labor market shifts—such as visa policy changes or regional tech layoffs—into actionable risk-mitigation strategies and internal mobility maps.
• Performance Engineering: Define and own high-maturity KPIs, focusing on Source-of-Hire Quality, Pipeline Conversion Ratios, and Channel ROI, ensuring every sourcing activity aligns with the broader enterprise growth roadmap.
  
  

Preferred Technical And Professional Experience

• Recruitment Planning Knowledge: Exposure to creating comprehensive recruitment plans and activities, including sourcing strategies and candidate channel management.
• Candidate Channel Familiarity: Familiarity with various candidate channels, to attract and prescreen candidates.
• Client Business Understanding: Exposure to understanding client business needs to identify and secure high-quality candidates for available opportunities.