Job Title: Strategic Talent Sourcing Partner - Sales & Marketing

Job Location: Atlanta, GA

Scope: North America (United States & Canada)

Job Purpose

The Strategic Talent Sourcing Partner - Sales & Marketing builds proactive external talent pipelines and market intelligence for critical commercial capabilities across North America.

Operating primarily before vacancies exist, this role identifies and engages high-performing passive talent, maps competitor commercial organizations, and develops ready now and ready later pipelines across Sales, Business Development, Key Account Management, Commercial Leadership, and Marketing.

Working closely with Sales & Marketing leadership, Talent Acquisition, Talent Management, and HR, this role provides external talent insights that strengthen workforce and succession planning and enable faster access to critical commercial talent when business needs emerge.

Key Responsibilities

Commercial Talent Mapping & Intelligence
• Map commercial talent across competitors, adjacent industries, and target organizations, with a focus on Sales and Marketing capabilities.
• Build intelligence on competitor commercial structures, key talent, talent movements, geographic markets, compensation, and emerging capabilities.
• Identify external talent pools for priority areas including Sales Leadership, Business Development, Key Account Management, Vertical Sales, Trade Lane Development, and Marketing.
• Translate external market information into actionable insights and recommendations for Sales & Marketing and HR leadership.
• Maintain strong knowledge of the freight forwarding, logistics, supply chain, transportation, and broader B2B commercial talent landscape.

Proactive Talent Sourcing & Pipeline Development
• Proactively identify high-performing passive commercial talent through direct sourcing, professional networks, referrals, research, and market intelligence.
• Build and maintain ready-now and ready-later external pipelines for designated critical commercial roles.
• Develop relationships with prospective candidates before specific vacancies exist.
• Create targeted sourcing strategies for difficult-to-find commercial profiles and priority capabilities.
• Continuously refresh pipelines as talent develops, moves between organizations, or becomes open to new opportunities.

Candidate Engagement
• Build credible, long-term relationships with high-performing Sales & Marketing professionals and commercial leaders.
• Conduct exploratory career conversations without creating expectations of an immediate employment opportunity.
• Understand prospective candidates' commercial experience, career aspirations, industry expertise, geographic mobility, and future interests.
• Articulate DHL's business, culture, commercial ambitions, and career opportunities in a compelling and authentic manner.
• Maintain appropriate engagement with priority prospects until a relevant opportunity emerges.

Partnership with Sales & Marketing Leadership
• Partner with commercial leaders to understand growth strategies, future talent requirements, succession priorities, and critical capability gaps.
• Translate business priorities into proactive external talent searches and talent maps.
• Provide visibility into competitor commercial organizations and relevant external talent pools.
• Use external market evidence to help refine target profiles and provide perspective on talent availability and market conditions.

Partnership with Talent Acquisition
• Partner closely with Talent Acquisition while maintaining clear accountability between proactive sourcing and active recruitment.
• Provide qualified, engaged external pipelines and market intelligence when an approved hiring need emerges.
• Conduct structured handoffs of prospects to the appropriate recruiter once a formal recruitment process begins.
• Replenish strategic pipelines following candidate conversion or hiring activity.

Accountability Principle: The Strategic Talent Sourcing Partner owns proactive talent identification, market intelligence, talent mapping, and relationship development before the requisition. Talent Acquisition owns the formal recruitment process once an approved hiring need becomes active.

Priority Talent Segments

Primary areas of focus include Sales and Commercial Leadership, Business Development, Strategic and Key Account Management, Industry/Vertical Sales, Trade Lane Development, Solution Sales, Field Sales, Commercial Strategy, and Marketing.

Required Experience & Qualifications
• Bachelor's degree in HR, Business, Marketing, Supply Chain, or a related field, or equivalent professional experience.
• 3-5+ years of experience in strategic sourcing, talent intelligence, executive research, executive search, talent acquisition, or a related discipline.
• Demonstrated experience identifying and engaging passive Sales, Business Development, Commercial, or Marketing talent.
• Strong experience in direct sourcing, talent mapping, competitor research, and external market analysis.
• Ability to identify strong commercial talent based on career history, industry expertise, customer exposure, and demonstrated commercial achievements.
• Experience sourcing leadership and difficult-to-find professional talent.
• Strong relationship-building skills with the ability to engage passive candidates over extended periods.
• Experience in freight forwarding, logistics, supply chain, transportation, or another complex B2B environment strongly preferred.

Skills & Capabilities
• Strategic Sourcing & Talent Intelligence: Strong research and sourcing capabilities with the ability to identify talent beyond traditional applicants and job boards and understand competitor organizations and talent markets.
• Commercial Acumen: Understanding of B2B sales, business development, key account management, customer growth, and commercial leadership capabilities.
• Data & Insights: Ability to translate external talent-market information into meaningful insights and recommendations for leadership.
• Senior Talent Engagement: Credibility and communication skills to engage experienced commercial professionals and senior-level passive talent.
• Consulting & Collaboration: Ability to advise and influence stakeholders while working effectively across Sales & Marketing, Talent Acquisition, Talent Management, and HR.

Measures of Success
• Quality and depth of ready now and ready later commercial talent pipelines.
• Coverage of priority commercial roles and capabilities through external talent maps.
• Quality and engagement of passive commercial prospects.
• Speed to provide qualified external talent when critical vacancies emerge.
• Conversion of proactively sourced prospects into candidates and hires.
• Quality and usefulness of market intelligence provided to business and HR leadership.
• Reduced dependency on external search firms for priority commercial talent.

Location & Working Model

This position is based in Atlanta, GA, with a hybrid working model of three days in the office and two days working from home.

Pay Range: $79,777.50 - $106,370.00+ (Based on Experience)

Benefits (All Non-Union Employees)

- Compensation: Competitive base salary plus role dependent performance-based incentives.

- 401(k) Match: $1-for-$1 match up to 4% quarterly + 2% annual base contribution.

- Stock Purchase Plan: Ability to purchase Deutsche Post AG shares at a discounted rate.

- Medical: Comprehensive plans covering preventive care, inpatient/outpatient services, and prescriptions.

- Vision: Optional coverage for exams, frames, and contacts.

- Dental: Optional coverage for preventive, basic, and major services.

- Paid Time Off: 7 major holidays, 8 floating holidays, and accrued vacation/sick days.