Strategic Sourcing and Pipeline Development  

• Build and maintain deep, proactive talent pipelines for complex, high-impact, and hard-to-fill roles across assigned business areas.  

• Develop targeted sourcing strategies using talent mapping, competitive intelligence, market research, referrals, direct outreach, LinkedIn Recruiter, Boolean search, professional communities, and other advanced channels.  

• Identify, engage, and nurture passive talent in advance of business demand, ensuring CCC has access to qualified candidate pools for current and future hiring needs.  

Candidate Identification, Engagement, and Assessment  

• Create compelling, personalized outreach that converts passive prospects into active conversations and represents CCC's employer value proposition with credibility and consistency.  

• Screen and assess prospective candidates for role alignment, motivation, market positioning, compensation expectations, and readiness to engage in CCC opportunities.  

• Provide high-touch candidate communication throughout the sourcing process, ensuring a professional, responsive, and personalized experience and transition to the Recruiter.  

• Maintain accurate candidate documentation, pipeline status, and data integrity within CCC's applicant tracking and sourcing systems.  

Talent Market Intelligence and Advisory  

• Serve as a talent market expert by tracking competitor hiring activity, candidate availability, talent movement, location considerations, compensation signals, and emerging skill trends.  

• Use data and market insights to advise Talent Acquisition Partners and hiring leaders on sourcing strategy, pipeline health, talent availability, and candidate positioning.  

• Prepare and share actionable insights, talent maps, and pipeline reporting to inform recruiting strategy, workforce planning, and stakeholder decision-making.  

• Anticipate sourcing challenges and proactively recommend adjustments to improve candidate quality, outreach conversion, and speed.  

Partnership and Stakeholder Management  

• Partner closely with Talent Acquisition Partners, hiring managers, HR team members, and business stakeholders to understand role requirements, team dynamics, and target talent profiles.  

• Deliver clear and concise updates on sourcing progress, candidate pipelines, market themes, risks, and recommended next steps.  

• Build trusted relationships across the Talent Acquisition team by sharing sourcing expertise, research findings, best practices, and reusable market intelligence.  

Analytics, Tools, and Process Excellence  

• Use analytics to refine sourcing strategies, improve engagement outcomes, and identify opportunities to strengthen CCC's sourcing processes and tools.  

• Stay current on sourcing technologies, AI-enabled research methods, talent intelligence platforms, and recruitment best practices that can improve efficiency and effectiveness.  

Mentorship and Knowledge Sharing  

• Mentor recruiters and peers on advanced sourcing techniques, market mapping, passive candidate engagement, talent intelligence, and candidate relationship management.  

• Model disciplined sourcing practices, strong documentation, consultative communication, and candidate-first engagement to help raise team performance.