Senior Sourcing Partner (Talent Acquisition)
CCC Intelligent Solutions · Chicago, IL · 1 mo ago
HybridHuman ResourcesFull-time
We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications?, Skills?, Benefits, Pay, Schedule. Only include sections if posting has real specific content.
We have:
- Salary range: $78,555.51 - $115,000.00. Also "This position is bonus and/or commission eligible." So Pay section should include salary range and note about bonus/commission.
- Schedule: "Location Preference: We strongly prefer candidates based in the Chicago area who are comfortable with a hybrid work schedule, including in-office presence on Tuesdays and Thursdays." So schedule info: hybrid schedule, in-office Tuesdays and Thursdays, Chicago area preference. So we can include Schedule section.
- Benefits: list: 401K Match, Paid time off, Annual Incentive Plan Performance Bonus, Comprehensive health insurance, Adoption Assistance, Tuition Reimbursement, Wellness Programs, Stock Purchase Plan options, Employee Resource Groups. Also maybe "competitive compensation and benefits". So Benefits section.
- About the role: The paragraph after company description: "The RoleAs a Senior Sourcing Partner, you will be a strategic sourcing partner responsible for building high-quality, diverse, and proactive talent pipelines for CCC's most critical, complex, and hard-to-fill needs." etc. So we can put that in About the role.
- Responsibilities: The "Key Responsibilities:" section with bullet points. We'll extract each bullet as .
- Requirements: The "Requirements:" section with bullet points (though they are sentences separated by periods). We'll list each as .
- Preferred Qualifications: separate section maybe "Preferred Qualifications". Could be under Qualifications or Skills. The instruction says use headings like Qualifications, Skills. We have both Requirements and Preferred Qualifications. We could treat Preferred Qualifications as a separate section "Preferred Qualifications". Or combine into Qualifications. The instruction: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can have Qualifications and Skills separate. We have Requirements (which is like qualifications). Preferred Qualifications could go under Qualifications or Skills. Since they are "Preferred Qualifications", we can put them under Qualifications (maybe as a sublist). But we need to avoid thin sections. Could combine Requirements and Preferred Qualifications into one Qualifications section with two sublists? But instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can have Qualifications and Skills separate. We have Requirements (which is like qualifications). Preferred Qualifications could go under Qualifications or Skills. Since they are "Preferred Qualifications", we can put them under Qualifications (maybe as a sublist). But we need to avoid thin sections. Could combine Requirements and Preferred Qualifications into one Qualifications section with two sublists? But instruction says use - for any list of duties/requirements/benefits. So we can have a Qualifications section with two lists: Required and Preferred. However they'd be separate headings? Might be okay to have just one Qualifications section with both required and preferred items, maybe label them in
before each list. But we must not invent filler. We'll keep separate sections: Requirements and Preferred Qualifications (maybe as Qualifications). But we have both Requirements and Preferred Qualifications headings in the source. We'll map Requirements to "Requirements" heading, and Preferred Qualifications to "Qualifications" heading (or "Preferred Qualifications"). The instruction list includes Qualifications as an example heading. So we can use "Qualifications" for preferred qualifications. We'll also keep "Requirements" for required.
- Skills: Not explicitly listed; maybe we can omit Skills section if no specific skills list beyond what's in requirements. The instruction says prefer few substantive sections over many thin ones. So we might omit Skills if not distinct.
Thus sections: About the role, Responsibilities, Requirements, Qualifications (preferred), Benefits, Pay, Schedule.
Now we need to output only HTML fragment, no /, no markdown fences.
We'll produce:
About the role
... text ...
Responsibilities
- ...
...
Requirements
- ...
...
Qualifications
- ...
...
Benefits
- ...
...
Pay
Salary range: $78,555.51 - $115,000.00. This position is bonus and/or commission eligible.
Schedule
Hybrid work schedule with in‑office presence on Tuesdays and Thursdays; preference for candidates based in the Chicago area.
We need to preserve all substantive information; do not invent or summarize away detail. Ensure we include all details from responsibilities, requirements, qualifications, benefits.
Let's extract details.
About the role text: The paragraph after "The Role". Let's capture:
"The RoleAs a Senior Sourcing Partner, you will be a strategic sourcing partner responsible for building high-quality, diverse, and proactive talent pipelines for CCC's most critical, complex, and hard-to-fill needs. You will operate independently as a market expert and consultative advisor, using advanced sourcing methods, competitive market intelligence, candidate engagement, and data-driven insights to identify, attract, screen, and nurture passive talent across functions. The ideal candidate thrives in a fast-paced environment, brings strong research and direct-sourcing expertise, and is energized by finding talent others may not easily reach. This role requires strong judgment, communication, disciplined follow-through, and the ability to navigate ambiguity while maintaining an exceptional candidate experience."
We need to ensure we keep that exactly (maybe fix missing space after "The Role". We'll add a space.
Now Responsibilities bullet points: Under "Key Responsibilities:" there are several subheadings with paragraphs. We need to extract each bullet as list items. The text includes:
Strategic Sourcing and Pipeline Development
- Build and maintain deep, proactive talent pipelines for complex, high-impact, and hard-to-fill roles across assigned business areas.
- Develop targeted sourcing strategies using talent mapping, competitive intelligence, market research, referrals, direct outreach, LinkedIn Recruiter, Boolean search, professional communities, and other advanced channels.
- Identify, engage, and nurture passive talent in advance of business demand, ensuring CCC has access to qualified candidate pools for current and future hiring needs.
Candidate Identification, Engagement, and Assessment
- Create compelling, personalized outreach that converts passive prospects into active conversations and represents CCC's employer value proposition with credibility and consistency.
- Screen and assess prospective candidates for role alignment, motivation, market positioning, compensation expectations, and readiness to engage in CCC opportunities.
- Provide high-touch candidate communication throughout the sourcing process, ensuring a professional, responsive, and personalized experience and transition to the Recruiter.
- Maintain accurate candidate documentation, pipeline status, and data integrity within CCC's applicant tracking and sourcing systems.
Talent Market Intelligence and Advisory
- Serve as a talent market expert by tracking competitor hiring activity, candidate availability, talent movement, location considerations, compensation signals, and emerging skill trends.
- Use data and market insights to advise Talent Acquisition Partners and hiring leaders on sourcing strategy, pipeline health, talent availability, and candidate positioning.
- Prepare and share actionable insights, talent maps, and pipeline reporting to inform recruiting strategy, workforce planning, and stakeholder decision-making.
- Anticipate sourcing challenges and proactively recommend adjustments to improve candidate quality, outreach conversion, and speed.
Partnership and Stakeholder Management
- Partner closely with Talent Acquisition Partners, hiring managers, HR team members, and business stakeholders to understand role requirements, team dynamics, and target talent profiles.
- Deliver clear and concise updates on sourcing progress, candidate pipelines, market themes, risks, and recommended next steps.
- Build trusted relationships across the Talent Acquisition team by sharing sourcing expertise, research findings, best practices, and reusable market intelligence.
Analytics, Tools, and Process Excellence
- Use analytics to refine sourcing strategies, improve engagement outcomes, and identify opportunities to strengthen CCC's sourcing processes and tools.
- Stay current on sourcing technologies, AI-enabled research methods, talent intelligence platforms, and recruitment best practices that can improve efficiency and effectiveness.
Mentorship and Knowledge Sharing
- Mentor recruiters and peers on advanced sourcing techniques, market mapping, passive candidate engagement, talent intelligence, and candidate relationship management.
- Model disciplined sourcing practices, strong documentation, consultative communication, and candidate-first engagement to help raise team performance.
We need to include all these as - items. No need to keep the subheadings; just list items.
Now Requirements: The text after "Requirements:" includes:
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 5+ years of sourcing, talent intelligence, and/or executive search experience, with demonstrated success identifying and engaging passive candidates for mid- to senior-level roles.
- Experience supporting technology, product, sales, go-to-market, corporate functions, or other complex business areas in a fast-paced environment.
- Exceptional sourcing depth, including Boolean search, LinkedIn Recruiter, talent mapping, competitive research, direct outreach, referral generation, and pipeline management.
- Ability to translate talent market insights, pipeline data, and competitive intelligence into clear recommendations for Talent Acquisition partners, hiring leaders, and business stakeholders.
- Strong consultative communication skills, with the ability to provide concise updates, surface risks, and guide sourcing strategy.
We'll list each as
- .
Preferred Qualifications (Qualifications section): The text after "Preferred Qualifications":
- Demonstrated ability to mentor recruiters or peers on sourcing best practices, market mapping, outreach strategy, candidate engagement, and talent intelligence.
That's the only bullet. We'll list as
- .
Benefits: list after "CCC offers competitive compensation and benefits to support you and your families, including:" then list:
- 401K Match
- Paid time off
- Annual Incentive Plan Performance Bonus
- Comprehensive health insurance
- Adoption Assistance
- Tuition Reimbursement
- Wellness Programs
- Stock Purchase Plan options
- Employee Resource Groups
We'll include each as
- .
Pay: we have salary range and bonus/commission eligibility.
Schedule: we have hybrid schedule with in-office Tuesdays and Thursdays, Chicago area preference.
Now ensure we don't include boilerplate like EEO, application instructions, etc. We removed those.
Now produce HTML.
Check for any missing info: The company description paragraph at start: "CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform..." That's substantive but maybe belongs to About the role? Actually it's about the company. The instruction says use headings for sections like About the role, Responsibilities, etc. The company description could be part of About the role or maybe we could include a brief intro but not required. The instruction says "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." The company description is not metadata; it's substantive about the company. Should we include it? The sections we have: About the role currently includes the role description. Could we prepend company description to About the role? The instruction says include a section ONLY when the posting has real, specific content for it. The company description is specific content about the company; but we don't have a heading like "About the company". Not in the list of allowed headings. Could we include it as a
before the first heading? The instruction says output ONLY the HTML fragment; we can include
elements not under headings? It didn't forbid that. It said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It didn't say we cannot have other
outside headings. However typical approach is to wrap everything in sections. But we could include a brief intro paragraph before the first heading. The instruction: "Prefer a few substantive sections over many thin ones." It didn't forbid stray paragraphs. Safer to include company description as part of About the role section (makes sense). We'll incorporate it into About the role
maybe
before each list. But we must not invent filler. We'll keep separate sections: Requirements and Preferred Qualifications (maybe as Qualifications). But we have both Requirements and Preferred Qualifications headings in the source. We'll map Requirements to "Requirements" heading, and Preferred Qualifications to "Qualifications" heading (or "Preferred Qualifications"). The instruction list includes Qualifications as an example heading. So we can use "Qualifications" for preferred qualifications. We'll also keep "Requirements" for required. - Skills: Not explicitly listed; maybe we can omit Skills section if no specific skills list beyond what's in requirements. The instruction says prefer few substantive sections over many thin ones. So we might omit Skills if not distinct. Thus sections: About the role, Responsibilities, Requirements, Qualifications (preferred), Benefits, Pay, Schedule. Now we need to output only HTML fragment, no /, no markdown fences. We'll produce:
About the role
... text ...
Responsibilities
- ... ...
Requirements
- ... ...
Qualifications
- ... ...
Benefits
- ... ...
Pay
Salary range: $78,555.51 - $115,000.00. This position is bonus and/or commission eligible.
Schedule
Hybrid work schedule with in‑office presence on Tuesdays and Thursdays; preference for candidates based in the Chicago area.
We need to preserve all substantive information; do not invent or summarize away detail. Ensure we include all details from responsibilities, requirements, qualifications, benefits. Let's extract details. About the role text: The paragraph after "The Role". Let's capture: "The RoleAs a Senior Sourcing Partner, you will be a strategic sourcing partner responsible for building high-quality, diverse, and proactive talent pipelines for CCC's most critical, complex, and hard-to-fill needs. You will operate independently as a market expert and consultative advisor, using advanced sourcing methods, competitive market intelligence, candidate engagement, and data-driven insights to identify, attract, screen, and nurture passive talent across functions. The ideal candidate thrives in a fast-paced environment, brings strong research and direct-sourcing expertise, and is energized by finding talent others may not easily reach. This role requires strong judgment, communication, disciplined follow-through, and the ability to navigate ambiguity while maintaining an exceptional candidate experience." We need to ensure we keep that exactly (maybe fix missing space after "The Role". We'll add a space. Now Responsibilities bullet points: Under "Key Responsibilities:" there are several subheadings with paragraphs. We need to extract each bullet as list items. The text includes: Strategic Sourcing and Pipeline Development - Build and maintain deep, proactive talent pipelines for complex, high-impact, and hard-to-fill roles across assigned business areas. - Develop targeted sourcing strategies using talent mapping, competitive intelligence, market research, referrals, direct outreach, LinkedIn Recruiter, Boolean search, professional communities, and other advanced channels. - Identify, engage, and nurture passive talent in advance of business demand, ensuring CCC has access to qualified candidate pools for current and future hiring needs. Candidate Identification, Engagement, and Assessment - Create compelling, personalized outreach that converts passive prospects into active conversations and represents CCC's employer value proposition with credibility and consistency. - Screen and assess prospective candidates for role alignment, motivation, market positioning, compensation expectations, and readiness to engage in CCC opportunities. - Provide high-touch candidate communication throughout the sourcing process, ensuring a professional, responsive, and personalized experience and transition to the Recruiter. - Maintain accurate candidate documentation, pipeline status, and data integrity within CCC's applicant tracking and sourcing systems. Talent Market Intelligence and Advisory - Serve as a talent market expert by tracking competitor hiring activity, candidate availability, talent movement, location considerations, compensation signals, and emerging skill trends. - Use data and market insights to advise Talent Acquisition Partners and hiring leaders on sourcing strategy, pipeline health, talent availability, and candidate positioning. - Prepare and share actionable insights, talent maps, and pipeline reporting to inform recruiting strategy, workforce planning, and stakeholder decision-making. - Anticipate sourcing challenges and proactively recommend adjustments to improve candidate quality, outreach conversion, and speed. Partnership and Stakeholder Management - Partner closely with Talent Acquisition Partners, hiring managers, HR team members, and business stakeholders to understand role requirements, team dynamics, and target talent profiles. - Deliver clear and concise updates on sourcing progress, candidate pipelines, market themes, risks, and recommended next steps. - Build trusted relationships across the Talent Acquisition team by sharing sourcing expertise, research findings, best practices, and reusable market intelligence. Analytics, Tools, and Process Excellence - Use analytics to refine sourcing strategies, improve engagement outcomes, and identify opportunities to strengthen CCC's sourcing processes and tools. - Stay current on sourcing technologies, AI-enabled research methods, talent intelligence platforms, and recruitment best practices that can improve efficiency and effectiveness. Mentorship and Knowledge Sharing - Mentor recruiters and peers on advanced sourcing techniques, market mapping, passive candidate engagement, talent intelligence, and candidate relationship management. - Model disciplined sourcing practices, strong documentation, consultative communication, and candidate-first engagement to help raise team performance. We need to include all these asor drop it." The company description is not metadata; it's substantive about the company. Should we include it? The sections we have: About the role currently includes the role description. Could we prepend company description to About the role? The instruction says include a section ONLY when the posting has real, specific content for it. The company description is specific content about the company; but we don't have a heading like "About the company". Not in the list of allowed headings. Could we include it as a
before the first heading? The instruction says output ONLY the HTML fragment; we can include
elements not under headings? It didn't forbid that. It said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It didn't say we cannot have other
outside headings. However typical approach is to wrap everything in sections. But we could include a brief intro paragraph before the first heading. The instruction: "Prefer a few substantive sections over many thin ones." It didn't forbid stray paragraphs. Safer to include company description as part of About the role section (makes sense). We'll incorporate it into About the role
maybe