Contract Technical Sourcer

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 engineering teams aren't built by waiting for exceptional talent to apply – they're built by finding it.

As a Contract Technical Sourcer, you'll spend 90 days identifying and engaging exceptional software engineering talent. You'll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance.

The best sourcers don't simply run the same searches as everyone else – they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. That's the energy and creativity we're looking for in this role.

Some of the Problems You'll Solve:

• Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.
• How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.
• What does "great" look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.
• How do we earn an engineer's attention? Craft personalized, technically credible outreach that connects a candidate's specific systems experience 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, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.
• How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.
• How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.

How You'll Make an Impact:

• Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.
• Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and 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 — including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.
• Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.
• Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.
• Track sourcing activity, candidate engagement, pipeline progress, 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.
• Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.

You'll Probably Thrive Here If You:

• Love the hunt. You genuinely enjoy sourcing. Finding the right engineer – 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 tech stacks, GitHub activity, career patterns, technical communities, conference speaker rosters, and other signals to uncover great engineering talent.
• Recognize exceptional technical talent. You can read a technical background thoughtfully, identify transferable systems experience, and distinguish between candidates who match keywords and engineers who could truly excel at a Staff+ level — even without a deep engineering background yourself, you know how to research and calibrate.
• Know how to engage engineers. You write concise, personalized, technically credible outreach that feels human, earns attention, and starts meaningful conversations with a notoriously hard-to-reach audience.
• Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a search strategy isn't producing the right results.
• Use technology thoughtfully. You're excited to use AI tools such as Claude, Codex, or similar platforms to make your technical research and outreach more creative, efficient, and effective.
• Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers — including engineering leaders who expect precision and technical fluency.
• Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter and Ashby 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, including on GitHub, technical forums, and engineering communities.

This is a 90-day, 1099 independent contractor engagement and is not eligible for employee benefits or equity. There may be an opportunity to extend the contract or transition into a full-time position based on business needs and performance, but neither is guaranteed.

If this engagement results in an eligible full-time position, the benefits outlined below would apply in accordance with the terms of the applicable plans and company policies.