Talent Researcher

We need to output HTML fragment with sections: About the role? Actually the posting includes Company Overview, Company Operating Rhythm, The Opportunity, What You'll Do, What You Bring, Nice to Have, Notice (but notice is boilerplate scam warning, should be removed). Also we need to include sections only when there is real specific content. Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). However we need to map content to appropriate headings. The posting doesn't have explicit headings like "About the role" etc. We need to infer sections: maybe "About the role" corresponds to The Opportunity? Or "Responsibilities" corresponds to What You'll Do. "Requirements" corresponds to What You Bring. "Qualifications" maybe Nice to Have? Or Skills? The instructions: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should pick headings that match content. We have content: Company Overview (maybe not needed as heading? Could be part of About the role? But they said 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. They didn't forbid company overview heading. But they gave examples of headings; we can use any of those. Probably we should include sections: About the role (company overview + operating rhythm?), Responsibilities (What You'll Do), Requirements (What You Bring), Qualifications (Nice to Have). Benefits, Pay, Schedule not present, so omit. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all text from Company Overview, Company Operating Rhythm, The Opportunity, What You'll Do, What You Bring, Nice to Have. Remove boilerplate like Notice (scam warning). Also remove duplicated lines? Not seeing duplicates. We need to use

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

  for prose. So we need to identify lists. In What You'll Do there are bullet-like sentences each starting with a verb. Could treat as list items. Similarly What You Bring bullet-like. Nice to Have bullet-like. We'll need to wrap each list in

  • . For prose paragraphs, use

    . We must not include any markdown code fences. Just raw HTML. Let's extract content. Company Overview: "Deepgram is the leading platform underpinning the emerging trillion-dollar Voice AI economy, providing real-time APIs for speech-to-text (STT), text-to-speech (TTS), and building production-grade voice agents at scale. More than 200,000 developers and 1,300+ organizations build voice offerings that are ‘Powered by Deepgram’, including Twilio, Cloudflare, Sierra, Decagon, Vapi, Daily, Cresta, Granola, and Jack in the Box. Deepgram’s voice-native foundation models are accessed through cloud APIs or as self-hosted and on-premises software, with unmatched accuracy, low latency, and cost efficiency. Backed by a recent Series C led by leading global investors and strategic partners, Deepgram has processed over 50,000 years of audio and transcribed more than 1 trillion words. There is no organization in the world that understands voice better than Deepgram." Company Operating Rhythm: "At Deepgram, we expect an AI-first mindset—AI use and comfort aren’t optional, they’re core to how we operate, innovate, and measure performance. Every team member who works at Deepgram is expected to actively use and experiment with advanced AI tools, and even build your own into your everyday work. We measure how effectively AI is applied to deliver results, and consistent, creative use of the latest AI capabilities is key to success here. Candidates should be comfortable adopting new models and modes quickly, integrating AI into their workflows, and continuously pushing the boundaries of what these technologies can do. Additionally, we move at the pace of AI. Change is rapid, and you can expect your day-to-day work to evolve just as quickly. This may not be the right role if you’re not excited to experiment, adapt, think on your feet, and learn constantly, or if you’re seeking something highly prescriptive with a traditional 9-to-5." The Opportunity: "We are looking for a Talent Researcher to help us understand the talent market, identify great people early, and build stronger pipelines across the business. This is more than a reactive sourcing role. You’ll focus on talent mapping, market research, proactive pipeline building, and surfacing candidates who may not be actively looking. Your work will help our recruiting team and hiring leaders make better, faster decisions about where to find talent and how to engage them. You’ll operate at the intersection of research, analysis, and recruiting execution. If you enjoy turning ambiguity into structured insights, finding talent others miss, and building pipelines before they’re needed, this could be a great fit." What You'll Do: List: - Build and maintain talent maps across priority areas. - Research companies, teams, and talent pools to identify strong potential candidates across technical, business, and leadership roles. - Turn hiring needs into focused research strategies. - Partner closely with recruiters and hiring managers to understand what great looks like, define target profiles, and build actionable candidate pipelines. - Deliver market intelligence that shapes our approach. - Surface insights on talent availability, geographic markets, compensation, competitive companies, emerging talent pools, and other trends that help inform hiring strategy. - Build proactive pipelines. - Develop and maintain talent communities and evergreen pipelines for areas where we know we’ll continue to hire, allowing us to move quickly when new roles open. - Find talent others miss. - Go beyond traditional searches and obvious profiles to uncover high-potential candidates, adjacent talent pools, and new companies or markets we should be exploring. - Improve how we research and source. - Help refine our workflows, tools, documentation, and data so our research function becomes more scalable and effective over time. - Move fast while maintaining quality. - Quickly turn new hiring priorities into structured research, target lists, market insights, and candidate pipelines that help accelerate searches. What You Bring: - 5+ years of experience in talent research, executive search, sourcing, recruiting, or a similar role with a strong research component. - Experience building talent maps, target company lists, candidate pipelines, or market research across complex or competitive talent markets. - Strong sourcing and research skills, including experience with tools like LinkedIn Recruiter, LinkedIn Talent Insights, ATS platforms, spreadsheets, and other research tools. - An analytical mindset. You don't just collect names — you look for patterns, understand markets, and turn information into actionable insights. - Strong written communication and the ability to present research in a clear, structured, and useful way. - Comfort operating in ambiguity and adapting quickly as hiring priorities change. - A proactive mindset and an interest in building pipelines before the need becomes urgent. Nice to Have: - Experience supporting a mix of technical, GTM, G&A, or leadership searches. - Experience working in a high-growth technology company. - Experience building proactive talent communities or evergreen pipelines. - Familiarity with modern sourcing, research, and recruiting technology. We should not include the Notice about scam warning. Now we need to decide headings. We could have:

    About the role

    containing Company Overview + Company Operating Rhythm + The Opportunity? Might be too much but okay. Alternatively separate:

    Company Overview

    not in examples but allowed? The instruction says use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests using those. Safer to map to those. Thus: About the role: could include Company Overview and Company Operating Rhythm and The Opportunity? But The Opportunity is more about the role. Maybe About the role = Company Overview + The Opportunity? Operating Rhythm maybe part of About the role as well. Responsibilities: What You'll Do. Requirements: What You Bring. Qualifications: Nice to Have. We'll not include Benefits, Pay, Schedule. We must ensure we don't include filler like "commensurate with experience". Not present. Now produce HTML. We'll need to wrap paragraphs in

    . For lists, each bullet as

    . Let's craft. About the role section: combine Company Overview, Company Operating Rhythm, The Opportunity into maybe multiple

    elements. We'll output:

    About the role

    Deepgram is the leading platform underpinning the emerging trillion-dollar Voice AI economy, providing real-time APIs for speech-to-text (STT), text-to-speech (TTS), and building production-grade voice agents at scale. More than 200,000 developers and 1,300+ organizations build voice offerings that are ‘Powered by Deepgram’, including Twilio, Cloudflare, Sierra, Decagon, Vapi, Daily, Cresta, Granola, and Jack in the Box. Deepgram’s voice-native foundation models are accessed through cloud APIs or as self-hosted and on-premises software, with unmatched accuracy, low latency, and cost efficiency. Backed by a recent Series C led by leading global investors and strategic partners, Deepgram has processed over 50,000 years of audio and transcribed more than 1 trillion words. There is no organization in the world that understands voice better than Deepgram.

    At Deepgram, we expect an AI-first mindset—AI use and comfort aren’t optional, they’re core to how we operate, innovate, and measure performance. Every team member who works at Deepgram is expected to actively use and experiment with advanced AI tools, and even build your own into your everyday work. We measure how effectively AI is applied to deliver results, and consistent, creative use of the latest AI capabilities is key to success here. Candidates should be comfortable adopting new models and modes quickly, integrating AI into their workflows, and continuously pushing the boundaries of what these technologies can do. Additionally, we move at the pace of AI. Change is rapid, and you can expect your day-to-day work to evolve just as quickly. This may not be the right role if you’re not excited to experiment, adapt, think on your feet, and learn constantly, or if you’re seeking something highly prescriptive with a traditional 9-to-5.

    We are looking for a Talent Researcher to help us understand the talent market, identify great people early, and build stronger pipelines across the business. This is more than a reactive sourcing role. You’ll focus on talent mapping, market research, proactive pipeline building, and surfacing candidates who may not be actively looking. Your work will help our recruiting team and hiring leaders make better, faster decisions about where to find talent and how to engage them. You’ll operate at the intersection of research, analysis, and recruiting execution. If you enjoy turning ambiguity into structured insights, finding talent others miss, and building pipelines before they’re needed, this could be a great fit.

    Then Responsibilities:

    Responsibilities

    • Build and maintain talent maps across priority areas.
    • Research companies, teams, and talent pools to identify strong potential candidates across technical, business, and leadership roles.
    • Turn hiring needs into focused research strategies.
    • Partner closely with recruiters and hiring managers to understand what great looks like, define target profiles, and build actionable candidate pipelines.
    • Deliver market intelligence that shapes our approach.
    • Surface insights on talent availability, geographic markets, compensation, competitive companies, emerging talent pools, and other trends that help inform hiring strategy.
    • Build proactive pipelines.
    • Develop and maintain talent communities and evergreen pipelines for areas where we know we’ll continue to hire, allowing us to move quickly when new roles open.
    • Find talent others miss.
    • Go beyond traditional searches and obvious profiles to uncover high-p