About this role
We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision-making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe’s fastest-growing engineering businesses. The role Rowden operates in markets where candidates aren't browsing job boards and are not always on LinkedIn. Reactive hiring isn't good enough. We need someone who is already talking to the right people before we even know we need them. We're looking for a Talent Sourcing Specialist to build and own our proactive pipeline capability. This is a new function within a small, high-performing People & Talent team, created because we're serious about staying ahead of demand as Rowden continues to scale. This is a role for a resourceful, tenacious sourcer who thrives in specialist markets, builds relationships before they're needed, and turns data plus insight into pipelines that give Rowden a genuine competitive edge. This role offers hybrid working with a minimum of 3 days per week on-site at our Bristol HQ. Candidates must be eligible for SC clearance. More information about security clearance is available here: https://www.gov.uk/government/publications/united-kingdom-security-vetting-clearance-levels Build and maintain proactive talent pipelines Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles. Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we’re looking for you to inform & build the other channels/platforms we should be utilising. Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm. Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history. Deliver talent intelligence and market insight Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations. Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines. Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on. Support location strategy decisions with evidence on where relevant candidate pools exist. Partner with the TA team to accelerate hiring Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live. Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low. Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner. Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected. Strengthen Rowden's employer brand in specialist communities Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation. Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets. Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally.