# Senior Technical Sourcer II at Brex

> Remote · North America · Senior · Other · open. Source: https://alderhq.app/jobs/greenhouse%3Abrex%3A8858668002 (read 2026-11-13).

## Facts (observed)

- Company: [Brex](https://alderhq.app/companies/brex)
- Location text: San Francisco, California, United States; New York, NY; Remote; Salt Lake City, UT; Seattle, WA; Vancouver
- Where it can be done from (inferred): Remote · North America (evidence: "Remote role open worldwide")
- Posted: 2026-09-30 (44 days ago)
- First seen by alder: 2026-11-02 · last verified: 2026-11-13
- Reposted: 0 times · edited: 0 times
- Apply on the employer's site: https://www.brex.com/careers/8858668002?gh_jid=8858668002

## Pay and sponsorship

- Posted pay: not posted
- Market band for similar posted roles (SF Bay Area, n 659): p25 $130k, median $164k, p75 $195k
- H-1B filings at this company for similar roles, FY26: 4, median offered wage $191k ([US DOL OFLC LCA disclosure data](https://www.dol.gov/agencies/eta/foreign-labor/performance))

## Description (the employer's text)

### Why join us

Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex’s AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek.

Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We’re committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career.

### Recruiting at Brex

Recruiting is where every career at Brex begins. We’re the first point of connection for future builders and leaders, helping candidates see what’s possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don’t just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders.

### What you’ll do

As a Senior Sourcer II, you’ll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You’ll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in.

You’ll also raise the bar past your own requisitions: honing the team’s pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches.

Where you’ll work

This role will be based in our San Francisco office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work!

### Responsibilities

- Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs.
- Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach.
- Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface.
- Own and evolve the team’s pitch and build engagement resources other sourcers adopt.
- Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps.
- Use reporting to diagnose complex hiring problems and drive the resulting changes through.
- Define and modify interview processes to lift conversion or reduce time to fill.
- Continuously hone the team’s pitch and create engagement resources other sourcers adopt.
- Mentor sourcers and enable others to mentor, acting as the go-to expert on the team.
### Requirements

- A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions.
- Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it.
- Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop.

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Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/greenhouse%3Abrex%3A8858668002 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.