Strategic Talent Sourcing Partner - Sales & Marketing

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Preserve all substantive info. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Include a section only when posting has real specific content for it. Avoid filler like "commensurate with experience". Pay/Schedule/Benefits sections only if posting actually states them. The posting includes Pay Range and Benefits. Also location & working model (Schedule? maybe schedule: hybrid 3 days office, 2 days WFH). So we can have sections: About the role (maybe from Job Purpose), Responsibilities (Key Responsibilities), Requirements (Required Experience & Qualifications), Skills (Skills & Capabilities), Benefits, Pay, Schedule (Location & Working Model). Also maybe "Priority Talent Segments" could be part of Responsibilities or Requirements? Might be part of Responsibilities. We'll include as part of Responsibilities. We must not include EEO statement, Work Authorization, etc. Also remove "Visit our career site..." etc. We need to preserve all substantive info: job purpose, responsibilities bullet points, required experience, skills, benefits, pay range, location & working model. We need to format as HTML fragment only. Let's extract content. Job Purpose paragraph: "The Strategic Talent Sourcing Partner – Sales & Marketing builds proactive external talent pipelines and market intelligence for critical commercial capabilities across North America. Operating primarily before vacancies exist, this role identifies and engages high-performing passive talent, maps competitor commercial organizations, and develops ready now and ready later pipelines across Sales, Business Development, Key Account Management, Commercial Leadership, and Marketing. Working closely with Sales & Marketing leadership, Talent Acquisition, Talent Management, and HR, this role provides external talent insights that strengthen workforce and succession planning and enable faster access to critical commercial talent when business needs emerge." That's prose. Key Responsibilities: multiple bullet-like paragraphs. We'll convert each bullet to

• under a
  . The sections: Commercial Talent Mapping & Intelligence, Proactive Talent Sourcing & Pipeline Development, Candidate Engagement, Partnership with Sales & Marketing Leadership, Partnership with Talent Acquisition, Priority Talent Segments (list). We'll treat each as list items. We need to preserve all details. Let's list responsibilities: - Commercial Talent Mapping & Intelligence: * Map commercial talent across competitors, adjacent industries, and target organizations, with a focus on Sales and Marketing capabilities. * Build intelligence on competitor commercial structures, key talent, talent movements, geographic markets, compensation, and emerging capabilities. * Identify external talent pools for priority areas including Sales Leadership, Business Development, Key Account Management, Vertical Sales, Trade Lane Development, and Marketing. * Translate external market information into actionable insights and recommendations for Sales & Marketing and HR leadership. * Maintain strong knowledge of the freight forwarding, logistics, supply chain, transportation, and broader B2B commercial talent landscape. - Proactive Talent Sourcing & Pipeline Development: * Proactively identify high-performing passive commercial talent through direct sourcing, professional networks, referrals, research, and market intelligence. * Build and maintain ready-now and ready-later external pipelines for designated critical commercial roles. * Develop relationships with prospective candidates before specific vacancies exist. * Create targeted sourcing strategies for difficult-to-find commercial profiles and priority capabilities. * Continuously refresh pipelines as talent develops, moves between organizations, or becomes open to new opportunities. - Candidate Engagement: * Build credible, long-term relationships with high-performing Sales & Marketing professionals and commercial leaders. * Conduct exploratory career conversations without creating expectations of an immediate employment opportunity. * Understand prospective candidates’ commercial experience, career aspirations, industry expertise, geographic mobility, and future interests. * Articulate DHL’s business, culture, commercial ambitions, and career opportunities in a compelling and authentic manner. * Maintain appropriate engagement with priority prospects until a relevant opportunity emerges. - Partnership with Sales & Marketing Leadership: * Partner with commercial leaders to understand growth strategies, future talent requirements, succession priorities, and critical capability gaps. * Translate business priorities into proactive external talent searches and talent maps. * Provide visibility into competitor commercial organizations and relevant external talent pools. * Use external market evidence to help refine target profiles and provide perspective on talent availability and market conditions. - Partnership with Talent Acquisition: * Partner closely with Talent Acquisition while maintaining clear accountability between proactive sourcing and active recruitment. * Provide qualified, engaged external pipelines and market intelligence when an approved hiring need emerges. * Conduct structured handoffs of prospects to the appropriate recruiter once a formal recruitment process begins. * Replenish strategic pipelines following candidate conversion or hiring activity. - Priority Talent Segments: * Primary areas of focus include Sales and Commercial Leadership, Business Development, Strategic and Key Account Management, Industry/Vertical Sales, Trade Lane Development, Solution Sales, Field Sales, Commercial Strategy, and Marketing. Now Required Experience & Qualifications: - Bachelor’s degree in HR, Business, Marketing, Supply Chain, or a related field, or equivalent professional experience. - 3–5+ years of experience in strategic sourcing, talent intelligence, executive research, executive search, talent acquisition, or a related discipline. - Demonstrated experience identifying and engaging passive Sales, Business Development, Commercial, or Marketing talent. - Strong experience in direct sourcing, talent mapping, competitor research, and external market analysis. - Ability to identify strong commercial talent based on career history, industry expertise, customer exposure, and demonstrated commercial achievements. - Experience sourcing leadership and difficult-to-find professional talent. - Strong relationship-building skills with the ability to engage passive candidates over extended periods. - Experience in freight forwarding, logistics, supply chain, transportation, or another complex B2B environment strongly preferred. Skills & Capabilities: - Strategic Sourcing & Talent Intelligence: Strong research and sourcing capabilities with the ability to identify talent beyond traditional applicants and job boards and understand competitor organizations and talent markets. - Commercial Acumen: Understanding of B2B sales, business development, key account management, customer growth, and commercial leadership capabilities. - Data & Insights: Ability to translate external talent-market information into meaningful insights and recommendations for leadership. - Senior Talent Engagement: Credibility and communication skills to engage experienced commercial professionals and senior-level passive talent. - Consulting & Collaboration: Ability to advise and influence stakeholders while working effectively across Sales & Marketing, Talent Acquisition, Talent Management, and HR. Measures of Success: maybe could be part of Responsibilities? But it's separate. Could be a section "Measures of Success". However instruction says prefer few substantive sections over many thin ones. Could incorporate into Responsibilities or maybe a separate section but it's substantive. We'll include as a section maybe "Measures of Success". But we need headings only for specified list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They didn't list Measures of Success. So we should not create a heading for it unless we map it under one of those. Could incorporate into Responsibilities as bullet points. Let's add as part of Responsibilities maybe as a sub-bullet? But we need to preserve all substantive info. We can add as a list under Responsibilities: "Measures of Success: ..." but that may be okay. Better: we can add a subsection under Responsibilities as a list item: "Measures of Success: Quality and depth of ready now and ready later commercial talent pipelines; Coverage of priority commercial roles and capabilities through external talent maps; Quality and engagement of passive commercial prospects; Speed to provide qualified external talent when critical vacancies emerge; Conversion of proactively sourced prospects into candidates and hires; Quality and usefulness of market intelligence provided to business and HR leadership; Reduced dependency on external search firms for priority commercial talent." We'll keep as a list item. Now Benefits: list. - Compensation: Competitive base salary plus role dependent performance-based incentives. - 401(k) Match: $1-for-$1 match up to 4% quarterly + 2% annual base contribution. - Stock Purchase Plan: Ability to purchase Deutsche Post AG shares at a discounted rate. - Medical: Comprehensive plans covering preventive care, inpatient/outpatient services, and prescriptions. - Vision: Optional coverage for exams, frames, and contacts. - Dental: Optional coverage for preventive, basic, and major services. - Paid Time Off: 7 major holidays, 8 floating holidays, and accrued vacation/sick days. Pay Range: $79,777.50 - $106,370.00+ (Based on Experience) Location & Working Model: This position is based in Atlanta, GA, with a hybrid working model of three days in the office and two days working from home. We need sections: About the role (Job Purpose), Responsibilities (Key Responsibilities + Measures of Success), Requirements (Required Experience & Qualifications), Qualifications maybe same as Requirements? They said use headings for Requirements and Qualifications separately. But we have both Required Experience & Qualifications. Could split: Requirements = Required Experience & Qualifications? Actually they have both. We could treat "Required Experience & Qualifications" as Requirements, and maybe "Skills & Capabilities" as Qualifications? But they also have Skills section. The instruction: Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to these headings. We have: - About the role: Job Purpose. - Responsibilities: Key Responsibilities (including Measures of Success). - Requirements: maybe the Required Experience & Qualifications (experience, education). - Qualifications: maybe the Skills & Capabilities? But they also have Skills heading. Hmm. We could treat Requirements as the experience/education, Qualifications as the skills/capabilities, and Skills as maybe something else? But they listed Skills as a heading example. The posting has "Skills & Capabilities". So we can map that to Skills heading. Then what about Qualifications? Could be the "Required Experience & Qualifications" but that includes both experience and qualifications. Could split: Requirements = Experience, Qualifications = Education? But that seems artificial. Better: Use Requirements for the Required Experience & Qualifications (education + experience). Use Qualifications for maybe the "Priority Talent Segments"? Not appropriate. Alternatively, we could omit Qualifications heading if no distinct content, but instruction says prefer few substantive sections over many thin ones. We could combine Requirements and Qualifications into one section labeled "Requirements & Qualifications". But they said use headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't say we must use all; we can omit if no content. So we can have Requirements (education+experience) and Skills (skills & capabilities). Omit Qualifications heading. Thus sections: About the role, Responsibilities, Requirements, Skills, Benefits, Pay, Schedule. Now we need to output HTML fragment with

  headings and appropriate

  or

  • . Let's craft. About the role:

    Job Purpose paragraph.

    Responsibilities:

    Responsibilities

    then
    with each main bullet as
    • . For sub-bullets we can either nest
      or separate sentences. Simpler: each responsibility heading as part of
      • text, with subpoints as separate sentences within same
      • using commas or semicolons. But we need to preserve detail; we can include subpoints as separate
      • nested? The instruction: Use
        • for any list of duties/requirements/benefits. It doesn't forbid nesting. We can do nested lists for subpoints. We'll do:
          • Commercial Talent Mapping & Intelligence
            • Map commercial talent across competitors, adjacent industries, and target organizations, with a focus on Sales and Marketing