Resourcer Job Description
Use this template to create a clear, candidate-friendly advert for a Resourcer who will find and screen talent, maintain pipelines and support consultants or hiring managers. The content is written for UK employers and easy to adapt for sector specialisms and working patterns.
What does a Resourcer professional do?
Resourcer — an entry to mid-level recruitment role focused on sourcing, screening and building candidate pipelines. Often office-based, reporting to senior recruiters or managers, with clear targets and opportunities to progress into recruitment consultant or specialist sourcing roles.
Resourcer job description template
Use this employer-ready example as a starting point, then replace the placeholders and adjust the content so it accurately reflects your vacancy.
Resourcer
About the role
[Company name] is recruiting a Resourcer to join the [team/department] in [Location] on a [full-time/part-time] basis. You will proactively source candidates across job boards, social media and direct search, screen CVs, manage candidate relationships and maintain accurate records to support the recruitment team in delivering hires. This role suits someone organised, resilient and commercially aware.
Key responsibilities
- Proactively source candidates using job boards, social media, CV databases and Boolean search.
- Screen CVs and conduct telephone or video pre-screens to assess skills, motivation and availability.
- Manage candidate pipelines and maintain accurate records in the applicant tracking system (ATS).
- Prepare candidate profiles and shortlists for consultants or hiring managers.
- Arrange and coordinate interviews, feedback and follow-ups between candidates and hiring teams.
- Build and maintain candidate relationships, providing timely communication and a professional candidate experience.
- Support sourcing campaigns and talent-mapping for niche or hard-to-fill roles.
- Track and report on key recruitment metrics such as submittals, interviews arranged and pipeline health.
Essential skills and experience
- Previous experience in a resourcing, recruiting or customer-facing role.
- Strong verbal and written communication skills and professional telephone manner.
- Organised with good attention to detail and able to manage multiple vacancies.
- Comfortable working to targets and measurable KPIs.
- Basic IT skills; confident with email, spreadsheets and online search tools.
- Right to work in the UK.
Desirable
- Experience using an ATS or CRM (name optional).
- Previous exposure to the sector you will recruit for (for example IT, engineering, finance).
- Experience of Boolean search, LinkedIn Recruiter or candidate sourcing tools.
- Sales, telesales or customer service experience.
- A recruitment qualification or training (e.g. REC modules) or evidence of relevant CPD.
What we offer
- Competitive salary (insert range)
- Performance-related bonus or commission (if applicable)
- Employer pension scheme (details to be provided)
- Annual leave allowance (specify days) plus UK bank holidays
- Training and development support or budget
- Flexible or hybrid working options (subject to agreement)
How to apply
Apply with your CV and any additional information requested. Make the interview process, closing date and any assessment stages clear where known.
Use this as a starting point rather than a final advert. The strongest version will reflect the real role, salary, location, systems, responsibilities, benefits and working arrangements.
What is a Resourcer role?
A Resourcer specialises in identifying and engaging potential candidates for current and future vacancies. The role focuses on sourcing, screening and building candidate pipelines, keeping accurate records and supporting consultants or hiring managers with interview coordination and shortlisting. Resourcers often work to KPIs and play a critical part in delivering timely hires and a positive candidate experience.
Sourcing
Use multiple channels—job boards, social media, CV databases and direct search—to build a diverse pipeline of candidates.
Candidate management
Screen, engage and guide candidates through pre-interview processes while maintaining strong relationships and clear communication.
Data & compliance
Keep accurate records in the ATS, perform right-to-work checks and follow data protection requirements.
Typical Resourcer responsibilities
Responsibilities should reflect the real scope of the vacancy rather than every task someone in this profession might ever complete.
Proactively source candidates using job boards
Proactively source candidates using job boards, social media, CV databases and Boolean search.
Screen CVs
Screen CVs and conduct telephone or video pre-screens to assess skills, motivation and availability.
Manage candidate pipelines
Manage candidate pipelines and maintain accurate records in the applicant tracking system (ATS).
Prepare candidate profiles
Prepare candidate profiles and shortlists for consultants or hiring managers.
Arrange
Arrange and coordinate interviews, feedback and follow-ups between candidates and hiring teams.
Build
Build and maintain candidate relationships, providing timely communication and a professional candidate experience.
Support sourcing campaigns
Support sourcing campaigns and talent-mapping for niche or hard-to-fill roles.
Track
Track and report on key recruitment metrics such as submittals, interviews arranged and pipeline health.
Resourcer skills and experience to look for
Keep the essential list focused on what the person really needs to perform the role. Move useful-but-trainable experience into desirable criteria.
Usually worth prioritising
- Previous experience in a resourcing, recruiting or customer-facing role.
- Strong verbal and written communication skills and professional telephone manner.
- Organised with good attention to detail and able to manage multiple vacancies.
- Comfortable working to targets and measurable KPIs.
- Basic IT skills; confident with email, spreadsheets and online search tools.
- Right to work in the UK.
Useful where relevant
- Experience using an ATS or CRM (name optional).
- Previous exposure to the sector you will recruit for (for example IT, engineering, finance).
- Experience of Boolean search, LinkedIn Recruiter or candidate sourcing tools.
- Sales, telesales or customer service experience.
- A recruitment qualification or training (e.g. REC modules) or evidence of relevant CPD.
See our guide to what to include in a job advert before publishing.
How to write a Resourcer job advert
Small role-specific details can make the advert much easier for suitable candidates to assess.
Be specific about day-to-day tasks
List the key sourcing channels, screening methods and administrative duties to set clear expectations for applicants.
State the working pattern
Make the location and remote/hybrid options clear and include core hours or shift details if relevant.
Include measurable expectations
If you use KPIs (for example calls per day, CVs submitted or interviews arranged), indicate them or describe typical targets.
Highlight progression and training
Advertise opportunities to move into recruitment consultant or specialist roles and any training you’ll provide.
Use plain language and honest requirements
Avoid jargon, set realistic essential criteria and mark sector-specific experience as desirable unless it’s mandatory.
Resourcer salary considerations
Do not rely on a single national figure. Salary for a Resourcer varies by location, sector and the role’s commercial responsibilities. Set a range that reflects local market conditions, seniority and any commission or bonus arrangements rather than a single fixed amount.
depending on experience
- Use a genuine range
- Separate variable pay
- Avoid “competitive” alone
- Match salary to seniority
What Resourcer candidates will want to know
Practical details can influence whether a suitable candidate applies, even when the title and salary are attractive.
What will a typical day look like?
Describe balance between sourcing, screening calls, admin (ATS updates) and internal meetings; indicate expected volumes such as calls or CVs per day if applicable.
What KPIs or targets will I be expected to hit?
State whether targets relate to calls, CVs submitted, interviews arranged or placements, and how performance is measured.
What training and progression are available?
Explain induction, on-the-job training, access to courses and typical career paths such as progression to recruitment consultant or senior sourcer.
Is the role office-based or hybrid?
Clarify expected attendance, home-working allowances, core hours and any flexible working policies.
Is there a bonus or commission scheme?
Confirm whether incentive pay exists, whether it’s team- or individual-based, and how it is calculated and paid.
What checks or right-to-work documentation are required?
Tell candidates about the right-to-work checks and any sector-specific checks they must provide before starting.
Where to post a Resourcer job
This role reaches candidates well through broad UK job boards and professional networks, plus recruitment-sector communities and LinkedIn for active sourcers. For entry-level hires, include university job portals, local advertising and recruitment-specific forums; for niche sectors (for example IT or engineering) target specialist boards and relevant online groups to find passive candidates.
Related recruitment / talent acquisition job descriptions
Recruiting for a slightly different role? These templates may be a closer fit.
Resourcer job description FAQs
How soon can I expect to fill a Resourcer vacancy?
Time-to-hire depends on location, sector and seniority. For entry-level resourcers expect a few weeks; for specialist resourcers it may take longer. Clear job adverts and visible pay/working-pattern details speed up applications.
What key performance indicators should I include in the role?
Common KPIs are calls or outreach per day, CVs submitted, interviews arranged and time-to-shortlist. Choose a few measurable metrics that reflect the role’s priorities and include them in the advert or job brief.
Do resourcers need formal qualifications?
Formal qualifications are not usually required. Practical experience in recruitment, sales or customer service and evidence of sourcing ability are more important. Training and qualifications can be offered on the job.
What is the difference between a Resourcer and a Recruiter / Consultant?
A Resourcer focuses on finding and pre-screening candidates and managing the pipeline. A Recruiter or Consultant typically handles client relationships, interviews, negotiations and full lifecycle recruitment.
Should I include notice period or probation in the advert?
You can state typical probation length and that the role is subject to right-to-work checks. Specific notice requirements are usually discussed later in the process.
Are background or sector checks needed for resourcers?
Most roles require basic right-to-work checks and DBS only where the role involves regulated sectors or vulnerable groups. Specify any mandatory checks relevant to the role.
Ready to advertise this Resourcer role?
Use the advert content above as a starting point, insert your specific salary, location and company details, and post across appropriate job boards and networks to reach suitable candidates. If you need wider distribution or support, consider specialist recruitment advertising services or sector-targeted promotion.
