Revenue Talent Attraction Strategist

Description

Sprout Social is looking to hire a Revenue Talent Attraction Strategist for our Talent Acquisition team.

Why join Sprout's Talent Acquisition team?

Sprout believes that every customer deserves a world-class experience and that we should be a joy to do business with. In Talent Acquisition, we feel the same way about our candidates. Relationship-building is who we are and how we roll. As a member of our team, you'll play a key role in supporting Sprout's rapid growth, you'll have the opportunity to form partnerships across the entire business, and you'll help connect exceptional talent to life-changing career opportunities. Not only will you get to represent a beloved product but also a company that lives its values and truly cares about its employees. Plus, our team culture is like no other-we win together and live to celebrate each other's successes.

What you'll do

We're looking for a Revenue Talent Attraction Strategist who is passionate about finding great people and building strong talent pipelines. In this role, you'll be a key player in helping us hire across sales, marketing, and G&A teams by identifying and engaging top talent-and making sure we're set up for both today's hiring needs and what's coming next.

• Own and manage the top of the funnel for assigned roles, including proactive sourcing and high-quality application review.
• Proactively identify and engage top talent, especially passive candidates, across sales, marketing, and G&A roles.
• Build and nurture diverse talent pipelines aligned to current and anticipated hiring needs.
• Review inbound applicants to identify qualified prospects early and maintain momentum through the funnel.
• Partner closely with recruiters and hiring managers to define ideal candidate profiles and shape sourcing strategies.
• Leverage sourcing tools (LinkedIn Recruiter, HireEZ, RepVue, social media, etc.) and automation to maximize reach and impact.
• Track outreach and conversion metrics to understand what's working and continuously optimize sourcing strategies.
• Conduct initial candidate conversations to assess experience, motivation, and fit before advancing candidates to recruiters.
• Support Sprout's employer brand through candidate outreach that reflects our values and culture.
• Embed inclusive sourcing practices into every stage of your work.

What you'll bring

You're someone who genuinely loves sourcing. You get energy from finding amazing talent, reaching out, and building real connections. You don't see sourcing as a stepping stone, you see it as a craft, and you take pride in being great at it.

We're looking for someone who's excited to be on the front lines: actively engaging with candidates, shaping their first impression of Sprout, and helping hiring teams see what's possible. This isn't a back-office research role. We want someone who thrives on outreach, loves the hunt, and knows that the best hires often start with a thoughtful cold message.

If you're curious, resourceful, data-savvy, and energized by finding and connecting with great people, we'd love to meet you!

The minimum qualifications for this role include:

• 4+ years of sourcing for sales, marketing, and G&A roles within the tech/SaaS industry
• 3+ years of experience sourcing passive candidates in an outbound capacity
• Experience sourcing in competitive global job markets, with knowledge of local hiring trends and talent pools
• Experience using sourcing automation tools to engage talent and in developing efficient, CRM-driven prospecting workflows

Preferred qualifications for this role include:

• Strong ability to build relationships with hiring managers, recruiters, and cross-functional teams across multiple time zones
• Outstanding written and verbal communication skills, with the ability to engage and influence candidates and stakeholders at all levels

How you'll grow

Within 1 month, you'll plant your roots, including:

• Experience Sprout's in-depth onboarding, covering everything from our company mission and values, hearing directly from executives and founders to deep training on our products and the value that Sprout delivers to our customers.
• Make a plan with your manager to set initial priorities, align on expectations for your role, plant goalposts for your career, and learn about Sprout's approach to talent acquisition.
• Develop relationships with hiring managers to understand roles and their talent needs. Conduct initial 1:1s with hiring managers and other strategic partners throughout the company to identify a successful relationship and how you will work together.
• Dive into sourcing to seek out, engage, and nurture relationships with diverse top talent. You'll be in the driver's seat to make sure our teams are considering and hiring candidates from a variety of backgrounds, education levels, and experience levels.
• Immerse yourself in learning about the culture, products, and teams of Sprout to market our award-winning culture to prospects and candidates creatively.
• Learn our People team tools and processes. We want you to dive in and help us find ways we can optimize our processes. Don't be afraid to give us feedback; we welcome it.

Within 3 months, you'll start hitting your stride by:

• Own your sourcing pipeline and manage active roles. Collaborate with our recruiting team to familiarize yourself with our interview processes, ideal candidate profiles, and how to streamline your workflow.
• Collaborate with Talent Acquisition Leadership to create a sourcing strategy for your assigned roles and project manage its success.
• Meet regularly with your hiring managers and recruiters to understand wins, gaps, and highest-priority roles. Provide metrics and conversion rate updates to help carry out improvements and iterations.
• Leverage our recruiting tools, sourcing strategies, and our referral program to add to your growing pipeline.
• Build connections with members from other teams through active networking and community building.

Within 6 months, you'll be making a clear impact through:

• Be seen as a trusted advisor to key stakeholders and the hiring managers you support through your own successful sourcing expertise and execution of process improvements.
• Use data and your own expertise to identify inefficiencies and innovate/improve your process and sourcing strategies.
• Champion our values by continuously building a diverse pipeline of critical passive talent for Sprout, specifically talent from underrepresented groups.
• Have your first performance conversation with your manager, where you'll discuss your accomplishments in your role and work together to build goals for your professional growth.

Within 12 months, you'll make this role your own by:

• Partner with your Talent Acquisition Leader to identify a plan for marketing and community engagement to drive more applicants and interest to your inbound pipeline and sourcing efforts.
• Actively cultivate a pipeline for commonly recruited roles within assigned areas and ensure teams are trained and incentivized to participate in outreach.
• Surprise us! Use your unique ideas and abilities to change Sprout in beneficial ways that we haven't even considered yet.

Of course what is outlined above is the ideal timeline, but things may shift based on business needs and other projects and tasks could be added at the discretion of your manager.

Our Benefits Program

We're proud to regularly be recognized for our team, product and culture. Our benefits program includes:

• Insurance and benefit options that are built for both individuals and families
• Progressive policies to support work/life balance, like our flexible paid time off and parental leave program
• High-quality and well-maintained equipment-your computer will never prevent you from doing your best
• Wellness initiatives to ensure both health and mental well-being of our team
• Ongoing education and development opportunities via our Grow@Sprout program and employee-led diversity, equity, and inclusion initiatives.
• Growing corporate social responsibility program that is driven by the involvement and passion of our team members
• Beautiful, convenient, and state-of-the-art offices in Chicago's Loop and downtown Seattle, for those who prefer an office setting

Whenever possible, Sprout wants to provide our team with the flexibility to work in the location that makes the most sense for them. Sprout maintains a remote workforce in many places in the United States. However, we are not set up in all states, so please look at the drop-down box in our application to see whether your state is listed. Few roles require an office setting. If your position requires a physical presence in a Sprout office, it will be evident in the job listing and your offer letter.

Individual base pay is based on various factors, including work location, relevant experience and skills, the responsibility of the role, and job duties/requirements. In the United States, we have two geographic pay zones. For this role, our current base pay ranges for new hires are:

• Zone 1 (New York, California, Washington): $99,000 (min), $109,500 (mid), $120,000 (max) USD annually
• Zone 2 (All other US states): $90,000 (min), $102,500 (mid), $115,000 (max) USD annually

The listed ranges represent the full earning potential in this position. Starting salaries for well-qualified new hires are typically around the midpoint of the range. These ranges were determined by a market-based compensation approach; we used data from trusted third-party compensation sources to set equitable, consistent, and competitive ranges. We also evaluate compensation bi-annually, identify any changes in the market and make adjustments to our ranges and existing employee compensation as needed.

Base pay is only one element of an employee's total compensation at Sprout. Every Sprout team member has an opportunity to receive restricted stock units (RSUs) under Sprout's equity plan. Employees (and their dependents) are covered by medical, dental, vision, basic life, accidental death, and dismemberment insurance, and Modern Health (a wellness benefit). Employees are able to enroll in Sprout's company's 401k plan, in which Sprout will match 50% of your contributions up to 6% with a maximum contribution. Sprout offers "Flexible Paid Time Off" and ten paid holidays. We have outlined the various components to an employee's full compensation package here to help you to understand our total rewards package.

Sprout Social is proud to be an Equal Opportunity Employer. We do not discriminate based on identity- race, color, religion, national origin or ancestry, sex (including sexual identity), age, physical or mental disability, pregnancy, veteran or military status, unfavorable discharge from military service, genetic information, sexual orientation, marital status, order of protection status, citizenship status, arrest record or expunged or sealed convictions, or any other legally recognized protected basis under federal, state, or local law. Because Sprout Social is a federal contractor, we affirmatively recruit individuals with a disability and protected veterans. Learn more about our commitment to diversity, equity and inclusion in our latest DEI Report.

If you require a reasonable accommodation for any part of the interview process or to submit your application, please email us at accommodations@sproutsocial.com. Include the nature of your request and your preferred contact information. We'll do everything we can to support your success during our recruitment process while upholding your privacy. Please note that only inquiries regarding accommodations will receive a response from this email address; other inquiries will not be addressed (e.g., you send your resume but are not requesting an accommodation).

For more information about our commitment to equal employment opportunity, please click here (1) Equal Opportunity Employment Poster and (2) Sprout Social's Affirmative Action Statement.

Additionally, Sprout Social participates in the E-Verify program in certain locations, as required by law.

#LI-REMOTE