Senior Technical Sourcer - Assured

Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.

At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world.

The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments. Life at Assured is dynamic, collaborative, and rewarding.

Great Product, Design, and Engineering teams aren't built by waiting for exceptional talent to apply – they're built by finding it.

As a Senior Technical Sourcer, you'll identify and engage exceptional talent across the teams responsible for imagining, designing, and building our products. You'll partner with recruiters and hiring leaders to understand what great looks like, translate hiring priorities into creative sourcing strategies, and build high-quality pipelines for critical and senior-level roles.

The best sourcers don't simply run the same searches as everyone else – they experiment, follow signals, uncover overlooked talent, and find outstanding people in unexpected places. They understand that excellence looks different across disciplines: a product leader who has shaped a category, a designer who pairs exceptional craft with business impact, and an engineer who has solved complex systems problems each require a distinct sourcing strategy.

They genuinely love the hunt. That's the energy, creativity, and curiosity we're looking for in this role.

Some of the Problems You'll Solve

• Where is the best Product, Design, and Engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, portfolios, and keyword combinations to uncover exceptional product managers, designers, researchers, and engineers.
• How do we find people others overlook? Use creative search techniques, talent mapping, market research, referrals, portfolios, open-source contributions, product launches, technical communities, design communities, conference talks, public writing, and unconventional signals to identify high-potential talent.
• How do we recognize excellence across different disciplines? Evaluate product candidates for judgment, customer insight, strategy, and execution; design candidates for craft, systems thinking, and user-centered decision-making; and engineering candidates for technical depth, architectural judgment, scale, and systems experience.
• How do we earn a candidate's attention? Craft personalized, credible outreach that connects a candidate's specific work, interests, and career motivations with the opportunity – not a generic "exciting opportunity" template.
• How can we continuously improve our searches? Use response rates, conversion data, market feedback, representation, and pipeline quality to refine sourcing strategies and focus effort where it will have the greatest impact.
• How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing accuracy, judgment, or the human touch.
• How do we build strong, representative pipelines? Proactively identify talent across different backgrounds, industries, company stages, geographies, and career paths while maintaining a consistently high bar.

How You'll Make an Impact

• Build high-quality pipelines across Product, Design, and Engineering, helping the team connect with exceptional candidates who may not be actively looking.
• Develop tailored sourcing strategies for each discipline, recognizing that product managers, designers, researchers, and engineers require different search methods, evaluation signals, and outreach approaches.
• Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, design portfolios, product and technical blogs, professional communities, conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.
• Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook. This could include tracing candidates through shipped products, open-source projects, portfolio work, engineering blog posts, design communities, conference presentations, or career patterns rather than title-matching alone.
• Recognize different forms of exceptional work, from a product leader's record of customer and business impact to a designer's portfolio and influence to an engineer's technical depth and systems experience.
• Engage candidates with thoughtful, personalized outreach that clearly communicates why the team, problem space, and opportunity are professionally relevant to them.
• Partner closely with recruiters and hiring managers to calibrate profiles, share market insights, challenge assumptions, clarify tradeoffs, and adjust sourcing strategies as searches evolve.
• Track sourcing activity, candidate engagement, pipeline progress, representation, and search effectiveness to understand what is working and where to iterate.
• Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.
• Strengthen our sourcing practice over time by contributing new research methods, talent insights, tools, processes, and creative approaches that benefit the broader recruiting team.
• Help us hire the best of the best by combining speed, creativity, persistence, inclusive sourcing practices, and exceptional candidate judgment.

You'll Probably Thrive Here If You

• Love the hunt. You genuinely enjoy sourcing. Finding the right person – especially someone others might miss – is the part of recruiting that energizes you most.
• Search creatively. You think beyond job titles and familiar company lists. You use adjacent experience, career patterns, portfolios, shipped products, community participation, open-source work, public writing, and other signals to uncover exceptional talent.
• Adapt your approach to the discipline. You understand that Product, Design, and Engineering candidates can't all be evaluated or engaged in the same way. You're curious about how each function operates and willing to build the fluency required to source credibly across them.
• Recognize exceptional talent. You can read a professional background thoughtfully, identify transferable experience, and distinguish between candidates who match keywords and people who could truly excel in the role.
• Know how to research and calibrate. You don't need to be a product manager, designer, or engineer yourself, but you know how to learn unfamiliar subject matter, ask precise questions, and calibrate with functional experts.
• Know how to engage hard-to-reach candidates. You write concise, personalized, and credible outreach that feels human, earns attention, and starts meaningful conversations.
• Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a strategy isn't producing the right results.
• Use data without losing judgment. You pay attention to response rates, conversions, representation, pipeline quality, and hiring outcomes while recognizing that metrics require context and thoughtful interpretation.
• Use technology thoughtfully. You're excited to use AI tools such as Claude, Codex, or similar platforms to make your research and outreach more creative, efficient, and effective. You also understand the importance of accuracy, privacy, and authentic human engagement.
• Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers – including Product, Design, and Engineering leaders who expect precision and functional fluency.
• Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter, Ashby, GitHub, portfolio platforms, and talent intelligence tools is a plus, but curiosity, resourcefulness, and sourcing craft matter most. Great tools can accelerate a search. Great sourcers know where – and how – to look.

Benefits

• Competitive Compensation: Competitive salary and equity packages for all employees.
• Healthcare Plan: Platinum medical, dental, and vision.
• Free Life Insurance: Including long-term disability & short-term disability.
• Unlimited PTO: Uncapped vacation days & paid holidays.
• Family Leave: Maternity & paternity leave.
• 401(k) Contribution: Assured contributes 3% of your income, even if you don't contribute.
• WFH Benefits: Lunch on us 2x/week, monthly phone stipend & other home office perks.
• Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses.
• Team Events & Offsites: We're remote, but we regularly get together.

Please note: We have been made aware of individuals falsely posing as recruiters from Assured Insurance Technologies Inc. We only contact candidates from official @assured.claims email addresses and all interviews are conducted through verified company channels. If you are unsure whether a message is legitimate, please contact us directly at recruiting-ops@assured.claims before sharing any personal information.