Talent Acquisition Sourcer

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer About TTM TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market . Additional information can be found at www.ttm.com TTM Technologies is looking for a Talent Acquisition Sourcer who specializes in finding professional talent — the people who lead, build, sell, and run the business. This is not a generalist recruiting role and it is not an hourly/skilled-trades sourcing seat. You will focus on salaried professional searches across North America: engineering, operations leadership, quality, supply chain, finance, IT, commercial, program management, and other exempt roles. You will own the front end of the search: market mapping, pipeline building, outreach, and qualification. Recruiters and hiring managers own the later-stage process. If you like the hunt, enjoy turning a vague req into a named talent map, and know how to get passive professionals to respond, this role is built for you. Responsibilities: Source professional and salaried roles across TTM, from individual contributor specialists through manager and director-level searches. Partner with recruiters, HR Business Partners, and hiring managers in intake meetings to clarify must-haves, nice-to-haves, market reality, and the right search strategy. Build role-specific talent maps: target companies, competitor org charts, adjacent industries, function titles, and “lookalike” profiles. Use Boolean search, LinkedIn Recruiter, ATS/CRM data, professional associations, alumni networks, referrals, and other channels to identify passive and semi-passive candidates. Run structured outreach that protects TTM’s employment brand: personalized, professional, and consistent — not spray-and-pray. Pre-screen for fit against the intake criteria (experience, scope, compensation expectations, location/hybrid constraints, motivation) and hand qualified candidates to the recruiter with clear notes. Build and maintain evergreen pipelines for recurring professional needs, not just “this week’s open reqs.” Track all activity in the ATS/CRM: sourcing status, outreach, responses, screens, and handoffs. Report weekly on pipeline health: sourced, contacted, responded, screened, submitted, interviewed, offered, and hired. Flag market intelligence back to TA and the business: compensation pressure, title mismatches, scarce skill sets, and competing demand. Support TTM’s diversity hiring goals by expanding search beyond obvious companies and obvious titles. Follow TA process, documentation, and record-keeping standards so searches stay consistent and auditable. What success looks like: Hiring managers see qualified professional candidates quickly, not a pile of loosely related profiles. Recruiter partners get clean, well-documented handoffs they can move into interview without re-sourcing the search. Pipelines exist before roles go critical, especially for repeat professional needs. Conversion metrics improve over time: response rate, screen-to-submit, submit-to-interview, and source-to-hire. Required experience 3+ years of talent sourcing, with the majority of that time spent on professional / salaried roles (not primarily hourly, volume, or skilled-trades sourcing). Proven ability to source passive candidates for exempt roles using Boolean search and LinkedIn Recruiter. Experience partnering with recruiters and hiring managers from intake through candidate handoff. Working knowledge of Workday a…

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