Mission

Neko is redefining what prevention means, from treating illness when it arrives, to sustaining health before it's ever at risk. Our mission: make data-driven, preventative care accessible to more people, before symptoms appear.

In a single, non-invasive visit under an hour, proprietary technology and direct clinical care combine to deliver personalised, actionable insights. It's a team that thinks in 10x, not 10%. Every role here plays a part in building a world where prevention is the norm, and where your work genuinely helps people live longer, healthier lives.

Role Purpose

As Sourcer at Neko Health, you will partner with Recruiters on named senior and complex searches, owning top-of-funnel strategy and execution for the pipelines you are assigned. At this level, the speed and quality of the qualified pipeline you deliver shapes how quickly a search reaches its first strong candidate.

You will bring sustained, creative pursuit of passive talent that a generalist Recruiter workload cannot maintain in parallel. Chase 10X, not 10% applies to how we find people as much as who we hire: you will go beyond the obvious channels and build pipelines that raise the bar. You will help us build the in-house knowledge of Neko’s bar that external partners cannot hold for us.

How This Role Works With Recruiters

You own the top of the funnel for the searches you are assigned: who we approach, how, and whether they respond. You hand warm, qualified candidates to the Recruiter, who keeps assessment, hiring manager partnership, candidate management and close. You join hiring manager conversations alongside the Recruiter to calibrate the target profile, and Recruiters run the process.

Sourcer support is reserved for a named list of Neko’s most senior and complex searches, agreed on a rolling basis with the TA Team leader or Head of Talent Acquisition. You work most closely with the Recruiters on those searches, share market intelligence and outreach practice with them and with peers, and are supported by the Lead Sourcer, who sets sourcing strategy and standards for the wider team.

What You’ll Deliver in the First 6–12 Months

• Own top-of-funnel strategy and execution for the pipelines you are assigned, delivering qualified candidates to Recruiters on senior, scarce-skill and competitive roles

• Build and refine target lists and market maps for hard-to-fill and competitive roles, and adapt channel and outreach strategy as market intelligence shifts

• Reduce Recruiter time to first qualified candidate on the searches you support

• Lead the curation of candidate lists for Neko-sponsored recruiting events

• Become a power user of Neko’s sourcing stack (Ashby, Juicebox, LinkedIn Recruiter and Claude), and track response rate and source-to-interview conversion to prove and improve your effectiveness (Tech-enabled, human-centred)

• Share what you learn, including competitor talent maps and outreach that works, with Recruiters and peers so it benefits searches beyond your own (Impact, not activity)

Minimum Qualifications

• Strong track record sourcing for senior, scarce-skill or competitive searches in a high-bar in-house or executive search environment

• Advanced sourcing craft: Boolean search, LinkedIn Recruiter, AI sourcing tools and niche professional communities relevant to the domain you source for (for example GitHub and Stack Overflow for technical roles)

• Working fluency in the domain you source for and its competitive landscape

• Experience building and refining target lists and market maps for hard-to-fill roles

• Experience adapting outreach and channel strategy based on response data

• Experience using AI or sourcing tools and measuring their effect on response rate and source-to-interview conversion

• Sound judgement and discretion on confidential searches

Preferred

• Experience supporting invite lists or candidate curation for recruiting events

• Experience contributing to a shared market intelligence resource for a TA team

• Experience sourcing passive candidates in small or globally dispersed competitive talent pools