Overview
The Manager of Talent Marketing & Sourcing is responsible for developing and executing the talent marketing, sourcing, and market intelligence strategy in support of high-volume, complex, clinical and non-clinical hiring. This role serves as a strategic partner to HR leadership by owning how talent pipelines are built, activated, and sustained at scale. The Manager of Talent Marketing & Sourcing leads a team of strategists focused on sourcing execution, talent systems and marketing, and labor market intelligence. This role partners closely with TA delivery leaders and business stakeholders to ensure recruiting teams are equipped with strong pipelines, optimized tools, and data-driven insights that improve speed, cost, and hiring outcomes across clinical and non-clinical roles. Responsibilities
Design and own the system-wide talent marketing and sourcing strategy as a core component of the overall Talent Acquisition strategy. Translate workforce plans and hiring demand into scalable pipeline, campaign, and sourcing approaches. Establish best practices and standards that enable recruiters to effectively engage talent across markets and job families. Lead and develop teams of sourcers and strategists to build proactive, high-quality talent pipelines. Own sourcing performance metrics including pipeline volume, conversion rates, source mix, and cost efficiency. Advise TA leaders and recruiters on evolving sourcing techniques, tools, and labor market trends impacting healthcare hiring. Own employment brand strategy and activation, in partnership with Marketing and Communications, ensuring alignment to brand standards. Lead development of recruitment marketing campaigns, content, job advertising strategies, and talent community engagement. Support specialty role campaigns to address hiring challenges and growth initiatives. Own TA-related technology platforms including ATS, CRM, programmatic advertising, social recruiting tools, and sourcing platforms. Lead selection, implementation, optimization, and governance of vendors supporting talent marketing and sourcing. Ensure technology and vendor investments deliver measurable impact and align to enterprise hiring priorities. Provide labor market insights, competitive intelligence, and trend analysis to inform workforce planning and hiring strategies. Partner with TA and HR leaders to identify emerging trends, analyze risks or opportunities, and translate intel into actionable plans. Partner closely with the Manager(s) of Talent Acquisition to ensure alignment between pipeline strategy and recruiting execution. Enable recruiters through tools, insights, and guidance that improve effectiveness, speed, and consistency. Serve as a strategic advisor to TA leadership on market dynamics, sourcing innovation, and future-state capabilities. Qualifications
Bachelor’s degree in marketing, communications, or HR or related field required 7+ years of progressive talent acquisition/recruiting or marketing experience required, 2 years of leadership preferred
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The Manager of Talent Marketing & Sourcing is responsible for developing and executing the talent marketing, sourcing, and market intelligence strategy in support of high-volume, complex, clinical and non-clinical hiring. This role serves as a strategic partner to HR leadership by owning how talent pipelines are built, activated, and sustained at scale. The Manager of Talent Marketing & Sourcing leads a team of strategists focused on sourcing execution, talent systems and marketing, and labor market intelligence. This role partners closely with TA delivery leaders and business stakeholders to ensure recruiting teams are equipped with strong pipelines, optimized tools, and data-driven insights that improve speed, cost, and hiring outcomes across clinical and non-clinical roles. Responsibilities
Design and own the system-wide talent marketing and sourcing strategy as a core component of the overall Talent Acquisition strategy. Translate workforce plans and hiring demand into scalable pipeline, campaign, and sourcing approaches. Establish best practices and standards that enable recruiters to effectively engage talent across markets and job families. Lead and develop teams of sourcers and strategists to build proactive, high-quality talent pipelines. Own sourcing performance metrics including pipeline volume, conversion rates, source mix, and cost efficiency. Advise TA leaders and recruiters on evolving sourcing techniques, tools, and labor market trends impacting healthcare hiring. Own employment brand strategy and activation, in partnership with Marketing and Communications, ensuring alignment to brand standards. Lead development of recruitment marketing campaigns, content, job advertising strategies, and talent community engagement. Support specialty role campaigns to address hiring challenges and growth initiatives. Own TA-related technology platforms including ATS, CRM, programmatic advertising, social recruiting tools, and sourcing platforms. Lead selection, implementation, optimization, and governance of vendors supporting talent marketing and sourcing. Ensure technology and vendor investments deliver measurable impact and align to enterprise hiring priorities. Provide labor market insights, competitive intelligence, and trend analysis to inform workforce planning and hiring strategies. Partner with TA and HR leaders to identify emerging trends, analyze risks or opportunities, and translate intel into actionable plans. Partner closely with the Manager(s) of Talent Acquisition to ensure alignment between pipeline strategy and recruiting execution. Enable recruiters through tools, insights, and guidance that improve effectiveness, speed, and consistency. Serve as a strategic advisor to TA leadership on market dynamics, sourcing innovation, and future-state capabilities. Qualifications
Bachelor’s degree in marketing, communications, or HR or related field required 7+ years of progressive talent acquisition/recruiting or marketing experience required, 2 years of leadership preferred
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