Executive Talent Sourcer (Contract)

Job Family

Talent Acquisition

Job Description Summary

The Executive Talent Sourcer is responsible for identifying, mapping, and engaging high-caliber executive and senior-level talent across corporate functions. This role partners with recruiters and business leaders to develop and execute sophisticated sourcing strategies, leveraging data-driven insights, advanced research methodologies, and market intelligence to build diverse, high-quality talent pipelines.

The ideal candidate brings strong expertise in executive talent mapping and sourcing, with preferred exposure to the financial services or insurance sectors and demonstrates the ability to translate data into compelling talent narratives for senior stakeholders

Job Description

Key Responsibilities

• Partner with recruiters, hiring managers, and business leaders to develop and execute targeted talent sourcing strategies for executive and senior-level roles. 
• Conduct proactive market mapping, talent research, and competitive intelligence across key corporate functions, including Finance, Risk, Audit, Brand, and Communications.
• Identify and engage passive executive talent using advanced sourcing techniques, including social platforms, Boolean search, Industry groups and associations, talent communities, and alternative channels.
• Build and maintain robust talent pipelines and succession maps aligned to current and future business needs. 
• Analyze talent market trends, competitor landscapes, and pipeline metrics; develop data-driven insights and executive-level presentations to help inform hiring strategy. 
• Help create and deliver search strategy documents, progress reports, and candidate market summaries with clear insights and recommendations. 
• Conduct initial assessment of potential candidates against role requirements, including experience, capabilities, and leadership competencies. 
• Track and manage candidate activity within systems, ensuring data integrity and reporting accuracy. 
• Continuously innovate sourcing approaches, leveraging new tools, technologies, and market trends to enhance effectiveness and efficiency. 

Required Qualifications

• Bachelor’s degree and/or a combination of education and equivalent experience. 
• 3–5 years of experience in executive talent research, mapping, and sourcing.
• Demonstrated experience sourcing senior-level or executive candidates in complex, competitive talent markets.
• Strong expertise in advanced sourcing methodologies, including Boolean search, talent mapping, and passive candidate engagement.
• Proven ability to analyze data and deliver insights through clear, executive-level presentations.
• Experience partnering with stakeholders and managing multiple searches in a fast-paced environment. 
• Proficiency with sourcing technologies, LinkedIn, AI, ATS and CRM systems and Microsoft Office tools. 
• Exposure to sourcing for corporate functions such as Finance, Risk, Audit, Investor Relations, Brand, or Communications.

Preferred Qualifications

• Experience supporting executive hiring within financial services, insurance, or related industries. 
• Strong understanding of talent market dynamics, competitor benchmarking, and organizational structures within regulated financial industries.
• Experience developing talent insights, dashboards, or reporting frameworks for senior leadership.

Key Competencies

• Analytical & Data-Driven Mindset – Ability to translate complex talent data into actionable insights and executive-ready materials.
• Influencing and network building – Able to engage ‘in demand’ leadership talent through candidate discovery and impactful story telling and communication.
• Strategic Sourcing Expertise – Deep knowledge of sourcing tools, platforms, and innovative techniques.
• Execution & Agility – Ability to manage multiple priorities and deliver against tight timelines.
• Communication Excellence – Clear, concise, and professional communication tailored to executive audiences.
• Agility and flexibility – comfortable dialing up or down, depending on where the team’s greatest needs are. 

Summary Value Proposition
This role combines executive talent intelligence, advanced sourcing, and data-driven storytelling to directly impact the organization’s ability to attract top leadership talent and build sustainable pipelines for critical business functions.

Working Environment
This is either a hybrid position requiring three days in office per week in one of our hub locations (Denver or Philadelphia) or Work From Home/Remote based in the United States.  Relocation assistance will not be provided for this position.

Compensation
The hourly rate for this position generally ranges between $50 - $80/ hour. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Applicants must possess legal authorization to work for our company in the U.S. without the need for immigration sponsorship or otherwise serving as an employer of record for immigration employment purposes.

At this time, this role is not eligible for immigration-related employment authorization sponsorship.

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.

*Please note this is a 9-12 month contract position that is not eligible for Transamerica's benefits*

What We Offer  

 

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. 

 

Compensation Benefits 

• Competitive Pay 

• Bonus for Eligible Employees 

 

Benefits Package 

• Pension Plan 

• 401k Match

• Employee Stock Purchase Plan

• Tuition Reimbursement

• Disability Insurance

• Medical Insurance

• Dental Insurance

• Vision Insurance

• Employee Discounts

• Career Training & Development Opportunities

 

Health and Work/Life Balance Benefits 

• Paid Time Off starting at 160 hours annually for employees in their first year of service.

• Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).

• Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars 

• Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.

• Adoption Assistance

• Employee Assistance Program

• Back-Up Care Program

• PTO for Volunteer Hours

• Employee Matching Gifts Program

• Employee Resource Groups

• Inclusion and Diversity Programs

• Employee Recognition Program

• Referral Bonus Programs

 

Inclusion & Diversity  

  

We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. 

  

To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. 

   

Giving Back  

  

We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.     

  

Transamerica’s Parent Company  

 

Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has  grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.   

* As of December 31, 2023