The Talent Acquisition Sourcer (DoD Skillbridge Internship) is a structured internship designed to prepare transitioning service members for a career in civilian recruiting. This program provides hands-on training in sourcing and talent acquisition, helping participants either build new skills to source frontline employees or advance their existing recruiting expertise.

Interns will work as part of the Talent Acquisition team, supporting the most critical sourcing and hiring needs. You will partner with the business to identify strategic priorities and deliver top-tier talent. Sourcing specialists focus on “the hunt,” generating prospects for hard-to-find skill sets and building a continuous pipeline of candidates.

Essential Functions and Responsibilities include the following:

• Recruit for ‘passive’ talent and leverage spanet knowledge with a creative and proactive approach to provide a candidate pool to open requisitions.
• Conduct initial phone screens of potential candidates and act as a Career Counselor to prospects by guiding them through the process, providing coaching, and giving them a holistic view of AMC, including potential future paths within the organization.
• Embrace and leverage technology (CRM, ATS, Social Media, Sourcing tools, automation, Analytics, etc..) to gain a competitive advantage, track performance, trends and scale Sourcing capabilities.
• Manage all external job boards and leads specific projects, including military/veteran recruitment efforts.
• Conduct Boolean searching and search via internet search, social media tools and applicant tracking system.
• Recommend ideas and strategies related to recruitment that will contribute to the growth of the company, implementing any new processes and fine tuning standard processes.
• Stay up to date on latest industry trends and news, specifically targeting "distressed companies" or competitors.
• Attend conferences, symposiums and events to develop candidate pipeline. Prepares event/conference list and schedules logistics with AMC team and event/conference rep, and recruitment materials management.
• Regularly consult with other teammates to share ideas, techniques, best practices and candidates.
• Partner with Communications and Marketing department to identify Talent Branding areas of improvement
• Other duties as assigned
Additional Job Requirements
• Regular scheduled attendance
• Indicate the percentage of time spent traveling

To perform this internship successfully, participants should be eager to learn, adaptable, and motivated to transition into a civilian recruiting career. Military recruiting, leadership, or equivalent experience may be considered in place of direct corporate/agency recruiting experience.

Education & Experience

• Bachelor’s degree (BS/BA) or related field from a four-year college or university or equivalent military training/experience.

• 1–3 years of experience in recruiting, sourcing, or talent management — military recruiting or leadership experience will be considered equivalent.

• 3–5 years of civilian sourcing/recruiting experience preferred but not required.

Skills

• Demonstrated success in meeting mission goals in a fast-paced, results-driven environment.

• Strong ability to connect with people, creatively identify and pursue passive talent, and adapt sourcing strategies.

• General understanding of HR concepts, recruiting principles, and compliance standards (training provided as part of internship).

• Interest in creating compelling position descriptions and leveraging technology to support hiring.

• Passion for talent acquisition; true ‘hunter’ mentality.

For more information on our industry-leading benefits, please visit our benefits page here.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)