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

We are looking for someone who operates as a hybrid of sourcer, researcher, and talent partner — someone who can build and maintain executive-level pipelines, generate market intelligence, create real momentum on hard searches, and step in wherever needed to help move a search forward. The ideal person is highly organized, deeply research-oriented, strong with executive-level candidate messaging, fluent in modern AI sourcing and outreach tools, and comfortable engaging directly with senior stakeholders. This person should bring sharp market instincts, excellent follow-through, and the ability to combine automation with the highly personalized approach needed for executive talent. This role is designed around the kind of sourcing motion described in our internal sourcing and sourcer/recruiter operating models: talent mapping, calibration, outreach strategy, executive-grade research, and proactive pipeline building with clear ownership and measurable outcomes. Scope and responsibilities This role will primarily support executive and senior-level searches across several of CoreWeave’s most important functions and should be capable of shifting focus quickly based on business need. COO / Operations and IT organizations, including Operations, IT, Supply Chain, Data Center, infrastructure-adjacent hiring, and select international roles CIO-aligned IT functions, including networking, infrastructure, systems administration, and related technical operational hiring CRO / Revenue and GTM organizations, including sales, revenue, business development, solutions, post-sales, and other commercial functions Select engineering-adjacent roles tied to field engineering, solutions engineering, and occasional light software engineering support where needed Other significant areas of support include Marketing and G&A (Legal, People Ops, Finance, Procurement, Executive Support) This person will operate as a hybrid of sourcer, researcher, and talent partner. They will be expected to build and maintain strong, always-on executive pipelines; conduct deep market research and talent mapping; identify target companies and adjacent talent pools; and create executive-grade candidate lists, market briefs, and search insights that help shape strategy. They should be excellent at highly personalized outreach and candidate messaging, with the ability to attract hard-to-reach executive talent using a mix of automation, research, creativity, and strong follow-up. This person should be comfortable using modern AI sourcing and outreach tools, tracking outreach analytics and funnel health, and adjusting strategy based on real-time conversion data and market signal. The role also requires strong partnership with recruiters and hiring leaders. This includes attending intake, calibration, and stakeholder meetings; contributing informed market perspective; conducting initial candidate conversations as needed; helping qualify early interest; and moving candidates forward by coordinating hiring manager and panel interviews before handing off to the recruiter at the appropriate stage. This person should be ready to clear roadblocks, keep multiple high-priority searches moving, and act as a strong market-facing representative of the talent function. What we’re looking for 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 Executive presence and confidence in meetings with senior stakeholders 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 How this role should operate The right person for this role will behave like a high-leverage talent partner, not just a requisition helper. They should be capable of building a search strategy, pressure-testing assumptions, producing mea