What you'll doAs a Senior Sourcer II, you'll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You'll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in.
You'll also raise the bar past your own requisitions: honing the team's pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches.
Where you'll workThis role will be based in our New York City office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work!
Responsibilities- Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs.
- Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach.
- Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface.
- Own and evolve the team's pitch and build engagement resources other sourcers adopt.
- Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps.
- Use reporting to diagnose complex hiring problems and drive the resulting changes through.
- Define and modify interview processes to lift conversion or reduce time to fill.
- Continuously hone the team's pitch and create engagement resources other sourcers adopt.
- Mentor sourcers and enable others to mentor, acting as the go-to expert on the team.
Requirements- A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions.
- Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it.
- Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop.
- Has changed how a team sources - a process, a tool, a pitch, a pipeline - and can show what moved as a result.
- Has mentored sourcers or recruiters, and can point to people who grew because of it.
- Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits.
- Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction.
Bonus points- Experience building a sourcing function, playbook, or onboarding path from scratch.
- Experience owning a team's sourcing metrics and reporting them to leadership.
- Experience sourcing for AI/ML, agentic AI, or other emerging technical domains.
- Experience sourcing across multiple geographies (e.g., US, Canada, LATAM).
- Experience contributing to employer branding, talent marketing, or community-building initiatives.
CompensationThe expected salary range for this role is $156,392 - $195,490. However, the starting base pay will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.
Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a brex.com domain. Any outreach claiming to be from Brex via other sources should be ignored.
