Sourcing Manager – APAC

Job Description

Job Description: Sourcing Manager – APAC

Location: Philippines – Remote Employment Type: Full-time Reporting to: Executive Search Leadership Team Working Hours: Australian business hours, with flexibility to support APAC markets

Position Overview

The Sourcing Manager – APAC will lead talent identification, market mapping, and candidate engagement activities across the Asia-Pacific region for an Australian executive search firm.

This role is responsible for developing high-quality candidate pipelines for senior, specialist, and executive-level appointments across multiple industries and functions. The successful candidate will combine hands-on research and sourcing expertise with team leadership, stakeholder management, and strong commercial awareness.

Working closely with executive search consultants and client-facing leaders, the Sourcing Manager will translate search strategies into targeted research plans, oversee delivery standards, and ensure that every assignment is supported by accurate market intelligence and a well-qualified candidate pipeline.

Key Responsibilities

• Search Strategy and Execution

• Partner with executive search consultants to understand each client's business, organisational structure, industry, culture, and leadership requirements.

• Translate position briefs into structured sourcing strategies, search parameters, target-company lists, and candidate profiles.

• Lead sourcing activities for executive, leadership, specialist, and hard-to-fill appointments across APAC.

• Conduct comprehensive market mapping across relevant industries, functions, geographies, and competitor organisations.

• Identify both active and passive candidates through LinkedIn Recruiter, internal databases, professional networks, referrals, industry associations, and other research channels.

• Build and maintain longlists of qualified candidates aligned with the agreed search criteria.

• Approach prospective candidates professionally and communicate the opportunity in a compelling, confidential, and accurate manner.

• Conduct initial candidate screening to assess career history, leadership scope, technical or functional alignment, motivation, location, availability, and remuneration expectations.

• Prepare clear candidate summaries and market intelligence for consultant and client review.

• Maintain candidate engagement throughout the search process and support the delivery of a positive candidate experience.

• Team Leadership and Quality Management

• Lead, coach, and develop a team of sourcing specialists, researchers, or recruitment support professionals.

• Allocate searches and research activities based on priority, complexity, capacity, and team capability.

• Set clear expectations regarding sourcing quality, candidate relevance, turnaround times, database accuracy, and communication.

• Review market maps, candidate lists, outreach messages, screening notes, and candidate summaries before submission.

• Monitor team performance and provide regular coaching, feedback, and development support.

• Establish consistent sourcing methodologies, templates, workflows, and quality-control processes.

• Identify capability gaps and provide training on executive search research, candidate engagement, market intelligence, and the use of sourcing technologies.

• Foster a collaborative, accountable, and high-performance team culture.

• Stakeholder and Search Management

• Work closely with executive search consultants to monitor search progress, candidate pipelines, market feedback, and delivery risks.

• Participate in search calibration, progress, and strategy meetings.

• Provide timely updates on sourcing activity, candidate availability, market conditions, remuneration expectations, and potential delivery challenges.

• Recommend adjustments to search parameters when market findings indicate limited candidate availability or misalignment.

• Manage multiple concurrent assignments while maintaining quality, confidentiality, and agreed timelines.

• Escalate risks early and propose practical solutions to maintain search momentum.

• Support consultants in preparing client reports, talent maps, competitor analysis, and search progress updates.

• APAC Talent Intelligence

• Develop a strong understanding of talent markets across Australia, New Zealand, Southeast Asia, Greater China, India, Japan, Korea, and other relevant APAC locations.

• Build knowledge of regional employment markets, talent availability, mobility considerations, remuneration trends, and cultural differences.

• Create and maintain talent pools for recurring leadership, functional, and specialist requirements.

• Track executive movements, competitor activity, organisational changes, and emerging talent trends.

• Produce market intelligence that strengthens client conversations and supports evidence-based search recommendations.

• Develop regional networks and referral channels that improve access to high-quality passive talent.

• Systems, Governance, and Reporting

• Maintain accurate and complete information within the firm's applicant tracking system or executive search database.

• Ensure candidate records, sourcing activities, contact details, screening notes, and search progress are updated promptly.

• Track and report key sourcing metrics, including pipeline size, outreach activity, response rates, qualified candidate conversion, and delivery timelines.

• Ensure sourcing practices comply with data privacy requirements, confidentiality obligations, and the firm's professional standards.

• Identify opportunities to improve sourcing efficiency through automation, artificial intelligence, data analytics, and new recruitment technologies.

• Support continuous improvement initiatives across the executive search delivery process.

• Key Performance Indicators

Performance may be measured against:

• Timely completion of search strategies and market maps.

• Quality and relevance of longlisted and shortlisted candidates.

• Candidate outreach and response rates.

• Conversion of sourced candidates into consultant interviews and client submissions.

• Achievement of agreed search milestones and turnaround times.

• Accuracy and completeness of candidate and search records.

• Stakeholder satisfaction and responsiveness.

• Strength and growth of APAC talent pipelines.

• Team productivity, quality, capability development, and retention.

• Candidate experience and professional representation of the firm.

• Qualifications and Experience

• Bachelor's degree in Human Resources, Business, Psychology, Communications, or a related discipline.

• At least five years of experience in talent sourcing, recruitment research, executive search, agency recruitment, or a related field.

• Previous experience leading or supervising a sourcing, research, or recruitment delivery team.

• Demonstrated experience supporting executive, senior leadership, specialist, or difficult-to-fill searches.

• Strong experience in market mapping, talent intelligence, competitor research, and passive candidate identification.

• Experience sourcing talent across multiple APAC countries or international markets.

• Previous experience within an executive search or specialist recruitment firm is strongly preferred.

• Demonstrated ability to manage multiple searches and competing priorities in a fast-paced environment.

• Experience partnering with Australian stakeholders or working within an Australian recruitment environment would be advantageous.

• Technical Skills

• Advanced proficiency in LinkedIn Recruiter and other candidate sourcing platforms.

• Experience using applicant tracking systems, executive search databases, or recruitment CRM platforms.

• Strong capability in Boolean search, online research, talent mapping, and database mining.

• Proficiency in Microsoft Office or Google Workspace, particularly spreadsheets and presentation tools.

• Ability to prepare professional market maps, candidate summaries, progress reports, and talent intelligence.

• Familiarity with AI-assisted sourcing, recruitment automation, and data-enrichment tools would be advantageous.

• Core Competencies

• Executive Search Capability

• Understands the research-driven and confidential nature of executive search and can identify senior talent beyond conventional applicant channels.

• Commercial Awareness

• Recognises the connection between sourcing quality, client confidence, candidate experience, and successful search outcomes.

• Leadership and Coaching

• Provides clear direction, develops team capability, addresses performance issues, and creates accountability for delivery.

• Stakeholder Management

• Builds trusted working relationships with consultants, candidates, and internal leaders while communicating progress effectively.