Senior Executive Talent Sourcer (Contract) – Business, Operations & IT

About the role

This role supports executive and senior-level talent work across several of CoreWeave's most important and fast-moving organizations. It involves building and maintaining executive-level pipelines, generating market intelligence, creating real momentum on hard searches, and stepping in wherever needed to help move a search forward.

Responsibilities

• Support executive and senior-level talent work across COO / Operations and IT, CIO-aligned IT functions, CRO / Revenue and GTM organizations, and select G&A and Marketing functions.
• Operate as a hybrid of sourcer, researcher, and talent partner, building and maintaining strong, always-on executive pipelines; conducting deep market research and talent mapping; identifying target companies and adjacent talent pools; and creating executive-grade candidate lists, market briefs, and search insights that help shape strategy.
• Create and execute search strategies, pressure-test assumptions, produce meaningful research, create a strong candidate narrative, and drive sustained top-of-funnel momentum at all times.
• Attend intake, calibration, and stakeholder meetings; contribute informed market perspective; conduct initial candidate conversations as needed; help qualify early interest; and move candidates forward by coordinating hiring manager and panel interviews before handing off to the recruiter at the appropriate stage.
• Clear roadblocks, keep multiple high-priority searches moving, and act as a strong market-facing representative of the talent function.

Requirements

Significant experience in talent sourcing, executive sourcing, recruiting research, talent intelligence, executive search, or a closely related recruiting function.

Strong track record supporting executive or senior-level hiring across multiple major functional areas, ideally spanning some combination of Operations, IT, Supply Chain, Data Center, Revenue, GTM, G&A, or Marketing.

Deep research capability — someone who is not just generating names, but producing usable insight, market perspective, and search direction.

Excellent executive-level messaging instincts and the ability to engage difficult-to-reach talent with credibility and personalization.

Strong sourcing judgment across multiple channels, including LinkedIn, referrals, CRM/ATS rediscovery, adjacent market mapping, and non-obvious talent paths.

High comfort level with modern AI sourcing, research, and outreach tools, and the judgment to use them well.

Strong data and analytics orientation, including comfort using outreach metrics, funnel insights, and search diagnostics to adjust strategy.

Strong understanding of leveling and talent calibration, especially in large-scale tech environments.

Very strong organization and follow-through, with the ability to juggle a high volume of requirements at once, stay on top of many moving pieces, and not drop the ball in a fast-paced environment.

A highly proactive operating style — someone who sees gaps, clears blockers, and pushes work forward without waiting to be told.

Strong market instincts, including knowing which companies tend to produce strong talent for specific functions, levels, and environments.

A strong existing network in relevant talent markets is highly desirable.

Experience supporting executive or highly strategic searches in high-growth technology, infrastructure, cloud, hyperscaler, data center, or AI-related environments is strongly preferred.

Experience supporting searches that combine operational scale with technical complexity is strongly preferred.

Familiarity with Business, Operations, IT, and GTM talent markets at companies with strong leveling discipline and mature hiring systems is preferred.

Experience operating in fast-moving environments where priorities can shift quickly and searches require both rigor and creativity is preferred.

Experience supporting international hiring, global market mapping, or contractor/FTE blended talent strategies is a plus.