Talent Sourcing Manager

Come join our team at

Crest Operations!

With companies located across the United States, Crest Industries is committed to bringing together the best people and the right resources to meet today’s challenges and deliver the innovations of tomorrow. With significant recent growth and company acquisitions, Crest more than ever is a catalyst for change, using a little grit and a lot of determination to drive a forward movement for our customers and our employees.

• Talent Sourcing Manager
• Crest Operations | Talent | Reports to Vice President of Talent
• Position Summary

The Talent Sourcing Manager leads enterprise talent acquisition strategy and execution in support of Crest and business unit strategies. This role combines hands-on executive, leadership, and critical-role sourcing with proactive pipeline development, Advisory Board sourcing, and collegiate talent strategy. By understanding our businesses and the markets where talent lives and works, this leader builds relationships before needs become urgent, represents Crest’s brand, and helps strengthen a healthy culture across the enterprise.

Key Responsibilities

• Enterprise Strategy and Talent Market Intelligence
• Partner with executive leaders, business units, and Talent and HR teams to translate growth, succession, and workforce plans into enterprise talent acquisition priorities and actionable sourcing strategies.
• Understand talent markets, competitors, and geographies. Map talent concentrations, emerging skills, compensation expectations, candidate mobility, and competing employers’ strengths to inform sourcing and workforce decisions.
• Advise leaders on talent availability and search tradeoffs. Challenge assumptions about candidate backgrounds, experience, and location to broaden access to talent while meeting business needs.
• Executive Leadership and Advisory Board Sourcing
• Personally lead sourcing for executive, leadership, and business-critical roles, including confidential and difficult-to-fill searches. Partner with leaders to define success profiles and develop targeted search plans.
• Build trusted relationships with passive candidates through research, professional networks, referrals, and personalized outreach. Understand their motivations and maintain pipelines for future opportunities across Crest.
• Identify and engage prospective Advisory Board members whose expertise, experience, and networks support Crest and business unit strategies; partner with leaders throughout evaluation and relationship development.
• Provide clear updates and talent recommendations to hiring leaders, and sustain candidate engagement through assessment, selection, and offer acceptance.
• Collegiate Pipeline Development
• Develop and execute Crest’s collegiate pipeline strategy with the Collegiate Specialist and business units, aligning target schools, disciplines, partnerships, and annual plans with long-term talent needs.
• Build relationships with faculty, career services, and student organizations. Coordinate campus engagement, internships, co-ops, and graduate hiring, with clear business ownership and meaningful student experiences.
• Brand Ambassadorship and Healthy Culture
• Serve as a Crest brand ambassador through candidate relationships, collegiate partnerships, industry networks, and community engagement. Communicate our purpose, values, and career opportunities with credibility and consistency.
• Lead healthy culture work within Crest in partnership with Talent, HR, and business leaders. Strengthen trust, collaboration, accountability, and behaviors that reflect the Crest values.
• Use employee feedback and candidate insights to identify gaps between the experience we promise and the experience we deliver; partner with leaders on practical improvements and follow-through.
• Systems Collaboration and Results
• Strengthen enterprise sourcing capability through shared practices, coaching, and collaboration across business units. Connect talent with opportunities across Crest and create a consistent, respectful candidate experience.
• Build repeatable workflows and maintain reliable candidate and pipeline data. Use sourcing technology and AI-enabled tools to improve research, outreach, and execution while protecting confidential information.
• Measure pipeline quality, candidate engagement, hiring outcomes, and collegiate conversion and retention. Use results to refine priorities, strengthen partnerships, and improve sourcing effectiveness.

Qualifications

• Bachelor’s degree in human resources, business, psychology, or a related field.
• Demonstrated executive sourcing experience, including confidential searches and sustained relationships with senior leaders and passive candidates.
• Experience translating business strategy and talent market intelligence into talent acquisition plans and leadership or critical-role pipelines.
• Strong relationship builder who earns trust, collaborates across businesses, and influences leaders through sound judgment and clear communication.
• Systems-oriented, with strong organization, analytical skills, discretion, and follow-through; able to balance strategic planning with direct execution.
• Experience with collegiate pipelines, culture initiatives, and talent acquisition across multiple businesses preferred.
• Competencies
• Strategic Thinking — Define How We Win
• Enterprise Mindset — Working Across Crest
• Relationship Management — Build Meaningful Connections
• Influence and Persuasion — Enroll Others
• Collaboration — Win Together
• Communication — Transparency and Clarity
• Culture Ownership — Strengthen What Makes Us Crest
• Skills
• Strategic Planning
• Sourcing Strategy
• Source Research
• Prospect Engagement
• Pipeline Management
• Market Analysis
• Market Segmentation
• Collegiate Recruiting
• Strategic Partnerships
• Brand Management
• Culture Assessment
• Culture Development
• CRM Administration
• Data Analysis
• Workflow Design
• We know how difficult it is to manage change and solve problems
• . Continuous improvement is hard work. Founded in 1958, we’ve seen our share of struggles. We’ve failed. We’ve learned and we’ve adapted. We will continue to grow and evolve to meet our customers’ ever-changing needs.  To do this, there are three forces that we leverage that will not change:
• Our Solid Foundation, Innovation, and The Right People.
• When we bring these three forces together, we get a forward movement
• . Our logo reflects our respect for the past and our legacy but also supports where our industries are going.
• THE RIGHT PEOPLE
• We hire people who share our values and we put the right people in the right seats
• , with the skill sets that fit our customers’ challenges and we work hard to develop our people
• . Our people come to work because it feels like home, no matter where they are from. We place each other above egos because, at Crest, our coworkers are like your family. And like family, we believe in honest and clear communication so that the path towards our customers’ success is a united effort.
• Crest Operations is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.
• Crest Operations is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner.
• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
• Crest Operations will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR
• 60-1.35
• (c)
• Part of the CREST INDUSTRIES family of companies.