Senior Sourcer (G&A, Mktg)

The sourcer will sit in the marketing recruiting pod (currently 4 recruiters + 1 sourcer) and exclusively support the B2B Marketing team — whose leader is funding the role. Heavy focus on:

• Product Marketing Manager (PMM) — the anchor role type

• Demand Generation

• Content / Content Creation

• Advertising-adjacent roles

• Senior-level hires (L6/L7, Director, Senior Director)

🧑‍💼 Ideal Candidate Profile

Must-Haves:

• 7+ years recruiting/sourcing experience (flexible if mindset is right)

• Experience supporting marketing hiring — especially B2B, PMM, enterprise marketing

• High-growth startup or FAANG background — thinks in pace and volume (Google, Meta, Apple, Netflix, Figma, Snap, DoorDash, Notion cited as great sources)

• Hustle mentality — proactive, looks around corners, anticipates needs

• AI-curious — not using AI at all is a dealbreaker; building/revamping something with it is a strong signal

Nice-to-Have:

• G&A or Finance recruiting background (they think fast, learn quickly)

• Familiarity with Ashby ATS (steep learning curve — prior experience is a plus)

• Juicebox / LinkedIn Recruiter experience

Red Flags / Avoid:

• Very small startup only backgrounds (pace and volume concerns)

• Anyone looking to "simplify their life" — OpenAI is not that place

• East coast candidates who hard-block calendars at 1pm PT

📌 Role Responsibilities

This is not a passive sourcing role. Sourcers at OpenAI own full top-of-funnel:

• Outbound sourcing strategy + execution

• Managing inbound applicants

• Managing referrals (high-touch required)

• Intro calls — pitching the company, team, org, role

• Handoff happens at virtual on-site stage

📊 Weekly Metrics

MetricTargetIntro/Screening Calls10–15/week (lower for senior roles, higher for junior)Outbound TouchesNo formal metric yet — but outbound is expected and requiredSource MixEven split: sourced / referrals / applicants

🖥️ Tech Stack

• ATS: Ashby (big learning curve)

• Sourcing: LinkedIn Recruiter, Juicebox

• AI tools: Claude/Codex — building internal tooling is common

🗣️ Interview Process

1. Intro conversation with Caroline

2. Live sourcing exercise — candidate receives 3 JDs in advance, doesn't know which one will be selected; must walk through sourcing strategy, intake approach, and research live

3. Final conversation with Julie (core recruiting lead) and/or Caitlyn (head of business recruiting)

• Total: 3–4 interviewers, kept intentionally lean for contractors

🏆 Target Companies to Source From

Google · Meta · Apple · Netflix · Figma · Snap · DoorDash · Notion · high-growth Series B–D startups with demonstrated volume

🚩 Logistics & Communication

• Lyndsey's Slack access pending until ~March 23 — use email in the interim

• Candidate submissions and scheduling to be coordinated via email thread with Caroline

• Nate has direct relationship with Caroline; calibration feedback will be quick