SUMMARY OF RESPONSIBILITIES:The Global Director of Direct Sourcing leads the design, implementation, delivery, and growth of AgileOne's Direct Sourcing programs across regions. Reporting to the VP of RPO & Direct Sourcing Delivery, this leader translates business strategy into practical account plans and is accountable for client relationships, team performance, contracted outcomes, and financial results within the assigned portfolio.
The role connects employer branding, talent communities, curation, sourcing, and technology to improve access to qualified talent and deliver measurable client value. The Director partners with Sales, Solutions, MSP and account teams, and the Operations and Sourcing Centers of Excellence (COEs), applying global standards while adapting delivery to local market needs.
DESCRIPTION OF ESSENTIAL DUTIES AND FUNCTIONS (each duty and function listed indicates % of time to total 100%): - Global strategy and solution design 20%
- Execute the global Direct Sourcing roadmap with the VP. Design client solutions, community and curation models, staffing plans, and launch requirements. Support RFPs, presentations, cost models, pricing recommendations, and savings analysis with Sales and Solutions. Assess new markets and job categories with regional partners. Route pricing and contractual commitments through authorized approvers.
- Program delivery and launch execution 25%
- Own delivery across assigned programs, from implementation readiness through ongoing performance. Coordinate signed scope, client branding, technology and VMS access, team readiness, and MSP and payroll/EOR handoffs. Hold delivery leaders accountable for qualified submissions, candidate progression, starts, service levels, and timely escalation resolution. Adapt approved processes to regional requirements with HR, Legal, and compliance partners.
- Talent communities and technology 15%
- Oversee community design, curation, candidate engagement, nurture campaigns, rediscovery, and redeployment. Align sourcing and recruitment marketing to client demand and employer brand. Evaluate community health and funnel conversion, then address gaps. Partner with the COEs and Technology on CRM adoption, automation, responsible AI use, data quality, and candidate experience. Manage technology and sourcing partners against agreed deliverables.
- Client partnership and financial performance 15%
- Build senior client relationships and lead business reviews, account planning, and renewal support. Drive adoption with MSP and account teams. Manage portfolio budgets, revenue and margin forecasts, resource utilization, and cost performance within approved authority. Validate client savings with Finance and reporting partners. Identify expansion opportunities, develop business cases, and escalate commercial or delivery risks with recovery plans.
- COE partnership and performance governance 10%
- Partner with Operations COE on SOPs, training, quality assurance, reporting, and improvement actions. Request Sourcing COE capacity through agreed intake, specifying demand, duration, and quality expectations. Use approved KPI definitions to review adoption, fill rate, community engagement, conversion, time to submit/fill, and savings. Maintain account plans, stakeholder maps, and risk registers. Retain accountability for client outcomes and corrective actions.
- People leadership and capacity planning 10%
- Lead and coach assigned managers, curation leads, and delivery teams across regions. Set objectives, review performance, build succession plans, and address capability gaps. Align staffing to forecast demand within approved headcount and budgets. Coordinate shared capacity with the Director of Operations COE and escalate unresolved conflicts to the VP. Create clear expectations for ownership, collaboration, and service quality.
- Other duties and special projects as assigned 5%
- Support approved cross-functional initiatives, knowledge sharing, and other job-related assignments consistent with the role. 5%
MARGINAL FUNCTIONS (each function listed indicates % of time): - Support other job-related initiatives and special projects as assigned. 5% of time, included in the allocation above.
REQUIRED QUALIFICATIONS: - 15+ years of progressive experience in Direct Sourcing, talent acquisition, RPO, MSP, or workforce solutions, including 5+ years leading teams or programs.
- Demonstrated success designing, launching, and scaling Direct Sourcing programs, with measurable results in adoption, delivery performance, client value, and profitability.
- Experience leading across regions and time zones, adapting delivery to local talent markets, and coordinating with regional compliance and business partners.
- Strong commercial and operational experience, including budgeting, forecasting, resource planning, cost modeling, and support for client proposals and renewals.
- Practical expertise in talent-community management, curation, candidate engagement, recruitment technology, and data-driven performance improvement.
- Bachelor's degree in business, human resources, or a related field preferred; equivalent relevant experience considered.
SUPERVISION EXERCISED/ # OF STAFF:Directly supervises assigned Direct Sourcing managers, curation leaders, and other delivery staff, with indirect oversight of account teams as applicable. Staff numbers depend on approved headcount and program scope. The Operations COE and Sourcing COE remain under the Director of Operations COE; this role partners with them through defined service relationships.
LANGUAGE/COMMUNICATION SKILLS REQUIRED (written & verbal):Strong written and verbal business English skills required. Ability to present to executive stakeholders, facilitate client reviews, write clear proposals and action plans, coach distributed teams, and manage difficult conversations with professionalism. Communicates effectively across cultures and time zones; additional languages are an asset based on regional coverage.
COMPUTER/SYSTEM SKILLS REQUIREMENTS:Proficiency with CRM and talent-community platforms, applicant tracking systems, vendor management systems, sourcing tools, and recruiting automation. Strong Excel, PowerPoint, and collaboration-tool skills. Ability to interpret dashboards and business intelligence reports, evaluate technology effectiveness, and guide responsible use of AI and candidate data.
SKILLS REQUIREMENTS: - Translate strategy into accountable delivery plans, clear priorities, and measurable outcomes.
- Analyze talent funnels, service performance, financial results, and capacity needs to identify causes and implement improvements.
- Influence across Sales, Solutions, MSP, Finance, Technology, and the COEs while maintaining ownership of Direct Sourcing results.
- Lead change, develop managers, make sound decisions under pressure, and resolve client and team escalations.
CERTIFICATES, LICENSES, REGISTRATION REQUIREMENTS:No specific license or certification required. Certified Contingent Workforce Professional (CCWP) or a relevant recruiting, workforce solutions, or project management certification preferred.
WORK ENVIRONMENT/ PHYSICAL OR MENTAL ABILITIES:The demands described here are representative of those needed to perform the essential functions with or without a reasonable accommodation. Work is primarily computer-based in an approved office, remote, or hybrid setting, with collaboration across time zones and business travel as required. Activity frequencies are approximate, may overlap, and are not a separate allocation of duties.
MENTAL DEMANDS (list below indicates % of time): - Analyze information, exercise judgment, and solve problems 75-100%
- Communicate, collaborate, and influence stakeholders 75-100%
- Plan, organize, prioritize, and manage competing demands 75-100%
- Maintain focus, accuracy, and attention to detail 75-100%
- Coach teams, resolve issues, and manage change 50-75%
- Handle confidential information with discretion As required throughout the workday
PHYSICAL DEMANDS (list below indicates % of time): - Stand Intermittent; up to 10%, with flexibility to change position
- Sit Computer-based work; approximately 75-90%, with flexibility to change position
- Squat Not a routine job requirement
- Walk Intermittent; up to 10%
- Bend Occasional; under 5%
- Repetitive Motion Keyboard and mouse use; approximately 50-75%
- Climb Not a routine job requirement
- Twist Not a routine job requirement
- Operate Equipment Computer, telephone, and standard office equipment; approximately 75-100%
- Air and other public transportation Business Travel As required for clients, teams, and business meetings; frequency varies
- Driving Not an essential function; travel arrangements depend on business needs
- Lifting (lbs) Occasional handling of a laptop or work materials, typically up to 10 lbs
- Percentage of time Low Lifting Under 5%
- Percentage of time High Lifting Not a routine job requirement
- Carrying (lbs) Occasional work materials, typically up to 10 lbs
- Percentage of time Carrying Under 5%
Benefits:
We are very excited to offer an array of benefit programs for our employees.Internal staff hires working 30 or more hours per week will be offered robust plans including medical, dental, vision, life insurance, accident, LTD, pet discount coverage, legal coverage, identity theft, discount perks, and credit union. Most plans include a generous employer contribution in addition to the employee's contribution.Eligible employees can enroll with an effective date on the first of the month following 60 days of employment. A minimum of 6 paid sick days are offered per year unless part-time or covered under a local ordinance that requires a greater number of paid sick days. In addition to 11 paid holidays, the Company offers Unlimited Flexible Paid Time Off to all eligible full and part-time employees, after the initial 90 days of employment, subject to management approval. Complete details about the FTO program are outlined in the FTO policy available upon hire.The Company also offers a 401k program with an employer match, with employee contributions beginning the month following enrollment.
