Senior Sourcer

Redwood Materials

McCarran, California

Full Time

Posted September 18, 2026

$108k - $145k

Energy Storage

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Job Description

In accordance with California pay transparency laws, the salary range for this position is listed below.

Key Responsibilities

Redwood's sourcers do not work the easy reqs. They work the roles that are highest leverage for the business and hardest to fill in the market: senior process and chemical engineers, controls and automation leads, plant and construction leadership, and specialized scientific and supply chain roles. These are searches where the passive candidate pool is small, the competing offers are strong, and the difference between a filled req and a stalled one is the quality of the outreach and the depth of the market map.
You will own the top of the funnel for a defined set of critical reqs across the entirety of Redwood Materials spanning ESS and EPC . You will partner with a recruiter and hiring manager on each, build the search strategy, run the outreach, and hand off engaged, qualified candidates. You will be measured on qualified submittals, response rates, and the share of hires that came from your pipeline.
Own search strategy on critical reqs Run intake with the recruiter and hiring manager to define the ideal profile, the competitor and adjacent-industry target list, and the pitch Build market maps for each search: target companies, org structures, and named prospects Set weekly sourcing goals per req and report against them
Find and engage passive candidates Run multi-channel sourcing: LinkedIn Recruiter, Juicebox, GitHub and technical communities where relevant, conference and patent data, referrals, and competitor org mapping Write outreach that gets replies from people who are not looking. Personalized, specific to the role and the person, and honest about the work Run first-touch screens and hand off warm candidates to the recruiter with a clear summary
Keep the pipeline honest Log every prospect and touch in Greenhouse so the pipeline is visible to the recruiter and hiring manager Track response and conversion rates by channel and message and adjust Flag reqs where the market is telling us the profile, comp, or location is wrong, and bring data to the conversation
Raise the bar for the team Share sourcing strings, market maps, and outreach templates with the pod Help calibrate what "qualified" means with hiring managers so submittals stop bouncing