Sourcing - Personal Development Plan

This page contains the different roles within the Sourcer’s path. Choose the relevant roles you want to learn about. You can also enter the “Professional Path” to access the relevant skills and resources (coming soon!).

People Programs
Sourcing
People BP
Talent Acquisition
L&D
Comp&Ben
People Engagement

Choose the roles

Associate Talent Sourcer
Experienced Talent Sourcer
Senior Talent Sourcer
IC Path
Sourcing Professional Leader
Management Path
Talent Sourcing Team Lead
Talent Sourcing Manager

Choose the competencies

All
Impact
Complexity and Independence
Professional Skills and Craftsmanship
Collaboration and Communication
Culture and Maturity

Associate Talent Sourcer

Professional Path

Task Level: Base/1 (6 months-1 years) of relevant professional experience \ placement company experience\internal from the senior coordinator.

Impact

Able to make a small, but consistent impact on the specific tasks level inside of the team. Follows up on tasks and able to understand their impact. On each Q, able to solve tasks or participate in a big feature of the team that has a major effect on the vector goals.

Behaviors

  • Consistent bit of candidates entering the pipe from active search channels
  • Understands the direct impact of their actions, “the big number game” for Sourcer – the more candidates you will approach, the more will answer back., and this alongside working on strategic and “cherry-picking” sourcing
  • Motivational to solve “position pipes”
  • Feels comfortable challenging existing processes and thinking about new sourcing solutions and asks the right questions about how a specific task is influencing the KPI
  • Increases monday’ “internal recruitment” efforts (Such as BFF)
  • Understands where to apply the majority of their sourcing effort – Able to prioritize, identify, and balance multiple and different roles
  • Understands and grasp each position they are sourcing for, the hiring process, day-day of the position, and identify great companies department specific roles
  • Participating in kick-off meetings for new positions
  • Identifying gaps in the process that affect sourcing candidates which directly influences the KPI and can increase internal hiring

Examples

  • Start to map the industry meetups and events channels and think about how to use this tool to create a pipe and brand
  • Ask questions such as “why are we doing this” and “how this will affect our candidates”
  • Live the market, read articles, when companies are founded or closed, think about the opportunity in every step
  • Be actively involved and monitor the candidates’ pipes, identify gaps and bottlenecks and work with recruiter partners to solve them
  • Know when to question decisions, ask “but why did this requirement change” or “this is an experience you were looking for”
  • Know when to focus on the right positions, and when to shift your attention to other positions, such as when candidates advance through stages for one position
Complexity and Independence

Delivers small complexity and well-defined tasks. Works on tasks that bring consist of bit of candidates to the pipe.

Behaviors

  • Execute, communicate and impact analysis on small, scoped tasks
  • Executes their day-to-day tasks well, handling their complexity
  • Develop a basic level of understanding of how to use direct sourcing channels (i.e., headhunting, networking, employee referrals, job boards, etc.)

Examples

  • Easily collaborate with hiring managers and recruiters to create a sourcing plan
  • Raises flags when the execution doesn’t meet the plan
  • Providing feedback on the passive candidates’ recruitment process is a way to improve it
Professional Skills and Craftsmanship

Build, own and nurture candidate relationships, staying in touch throughout the hiring process.

Behaviors

  • Delivers scoped and well-defined tasks that enhance existing hiring flows
  • Take full responsibility for planning, estimating and executing their tasks while receiving assistance from the team to achieve that
  • Have a strong ability to both screen and sell an opportunity for passive candidates

 

Examples

  • Creates an impact on existing recruitment pipes by adding relevant candidates
  • Have at least a 30% response rate from passive candidates
  • 75% of their candidates pass the professional interviews in their hiring processes
  • Suggests ideas in order to improve the monday reach outs templates for passive candidates
  • Create a good passive candidate experience (by improving Comeet templates, or adjusting the first interview for the passive candidate, etc.)
Collaboration and Communication

Communicates day-to-day messages in a clear way, within their close circle and gives good communication when engaged by others.

Behaviors

  • Manages to communicate their tasks progress and setback in a concise and fluent way
  • Communicates the problems they face effectively and in a positive and constructive manner, bottom line first
  • Recommend and drive improvements with recruitment teams to effectively screen and assess talent

Examples

  • Explains in detail why they don’t manage to raise candidate pipes
  • Share their updates in a concrete and professional manner
Culture and Maturity

Relates to our culture and proactively trying to practice it. Learns our culture, speaks instances of the culture.

Behaviors

  • Takes pleasure and pride in their craft
  • Own their mistakes, strive for feedback
  • Doer, bias for action and not taking the advisory role
  • Translates challenge into actions
  • Wants to be exceptional (not aiming for “just good”)

Examples

  • Actively share their mistakes in team meetings and retros
  • Asks for help when needed
  • Proactively checks the impact of their sourcing efforts

Experienced Talent Sourcer

Professional Path

Ability to consistently make sure their sourcing tasks are prioritized based on the team or company goals. Can lead a project/event/LinkedIn parties domain to completion while monitoring data to ensure the impact is achieved.

Feature level: Base/2 – 2-3 years of relevant professional experience \ placement company experience\internally from the senior coordinator.

Impact

Raising flags and consulting others in order to leverage business impact. Have full ownership on their positions pipeline (bit & scale), in order to make an impact with a fast and efficient sourcing process. Have a consistent percentage of the source mix and hires. On each Q, able to lead small-medium projects or participate in a big vector of the team that has a significant effect on the company goals. Owns team success and failure.

Behaviors

  • Looks back on their achievements, challenges them and triggers discussions, and proactively seeks guidance from the team
  • Utilizes data-driven decision-making in their daily tasks and continually measures the impact of their choices
  • Manage to source complex candidate profiles as well as growing relationships with new talent pools and communities with future potential, to identify and engage candidates for immediate and future talent needs
  • Make recommendations and drive improvements to successfully screen and assess candidates with recruiters and interviewers
  • Find creative ways to achieve active search goals
  • Independently creates a plan and makes the necessary adjustments on the go. Reacts on results, on time. Learns from mistakes and applies them to future tasks
  • Always striving to learn, improve and sharpen sourcing skills; asks for feedback from recruiters and hiring managers and implements into their work

Examples

  • Proactively suggesting ideas to increase active search pipes (LinkedIn posts, finding new channels to get relevant candidates)
  • Constantly share their wins & challenges with the sourcing and wider team, aim to improve the sourcing channels for all the team and not just personally
  • Discover new communities to collaborate with and get candidates from
  • Own the business unit sourcing, proactively ask for more positions to source for and lead the sourcing strategy for each position (brand, events, reach-outs, data)
  • Identify key people in the relevant departments within monday, spend the time to understand the market and industry from their perspective
  • Asks for feedback, asks questions regarding the hiring manager’s feedback around candidates, and adjusts in order to sharpen each pipe
Complexity and Independence

Plays a significant part on core projects in the domain together with others.

Behaviors

  • Works independently on their sourcing priority and applies professional judgment
  • Develops strategies to generate differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting)
  • Works on tasks that optimize learning and development inspired to solve challenges independently
  • Works on mid-complex tasks & processes independently with manager guidance
  • Quickly learns and gets into complex sourcing areas
  • Identify and map new sourcing channels

Examples

  • Identifies problematic tasks, raises flags in advance and gets the help they need to do it
  • Suggests and implements actions to meet the goals
  • Manages his or her time independently
  • Develops strategies to generate differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting)
  • Implement new sourcing processes to the wider recruitment team
  • Identifies opportunities and little wins, such as referring BFF’s
Professional Skills and Craftsmanship

An experienced Sourcer with sample knowledge and wide-ranging experience, a profound understanding in the field of their expertise, and independent work capability. Works with others on big projects.

Behaviors

  • Identify and take advantage of market shifts that present recruitment opportunities
  • Create events across Israel in order to hire top talents, while attending and be active
  • Build a diverse talent pipeline through sourcing
  • Be a focal point for our hiring managers regarding best sourcing practices

Examples

  • Track and analyze the effectiveness of different sourcing strategies in order to continuously improve our processes while always looking for new resources for sourcing
  • Plans and estimates their tasks independently while knowing when they need to consult with the team
  • Go-to person for sourcing domain
  • Challenges existing solutions and raises problems
  • Helps onboarding others
  • Actively posting and creating a conversation on social media platforms to actively attract candidates
Collaboration and Communication

Proactive communicator, highly collaborative in the team. Uses communication as a means to success.

Behaviors

  • Raises flags on time while providing different possible solutions. Proactively requests assistance from their peers to succeed
  • Communicates verbally and in writing, interacts with feedback on their tasks in an efficient manner, can follow up on the feedback independently while consulting with other team members
  • Can provide higher context to a conversation, detect when the context is missing/not aligned and request for it
  • Collaborate closely with hiring managers throughout the recruiting process to deeply understand the position and the team requirements information at the right time
  • Contributes to the aggregation of knowledge in the team

Examples

  • Leading their daily updates and making them concise and effective
  • Takes part in preparing and presenting parts of kickoffs/syncs/summaries
  • In a complex task, bring the relevant people to a room and continuously works to create context and to resolve
  • Communicates different alternatives while using our language (craftsmanship) and well-constructed arguments and facts and with a clear narrative (not: “I think it’s a good idea”)
  • Creates new knowledge base articles for gaps in the team, training sessions and brainstorms
Culture and Maturity

Highly aligned with the company’s culture and practices it in the day-to-day.

Behaviors

  • Takes full ownership and accountability on all aspects of their project, including other’s work and legacy
  • Supports others, promotes mutual help
  • Focuses on the core and reaches outward for extra impact
  • Cares about the bigger picture, assumes best intentions
  • Manages to take feedback to grow and improve, from real world sources (users, other departments etc.)
  • Practicing ‘can do’ approach, focuses on how to achieve the goal before the obstacles.
  • Avoids silos and collaborates with other teams
  • Learns from successes and failures, manage to get the learnings in respect to our culture

Examples

  • Being a context buddy for small projects
  • Gives a feeling that he/she can solve anything, makes things feel “easy” even when clarifying goals
  • Celebrates other’s success – happy to see others succeed inside their own core responsibility
  • Acts as a buddy for new employees, manifests monday’s culture and values in an accessible level for new joiners
  • Help to promote sourcing projects of the team, being assistant for any material

Senior Talent Sourcer

Professional Path

Domain level impact: IC/3 – Usually has more than 3 years of experience, experience with in house recruitment.

Impact

Full ownership of their business unit sourcing and team achievements. Leading all the aspects of their domain sourcing – Sourcing strategies, planning, and quality of candidates. Have a major percentage of the source mix and hires. On each Q, able to lead the domain or participate in company activities that have a major effect on the recruitment goals. Owns domain success and failure.

Behaviors

  • Proactively challenges the domain activities and helps others to modify their plans to be more impactful. Influences the domain goals for the Q
  • Initiates activities that help others to maximize their short and long-term impact
  • Can identify, solve and optimize undefined problems driven by the impact of the issue
  • Build talent pools through proactive recruitment and targeted talent acquisition in line with succession planning and talent reviews
  • Recognizes cross-domain opportunities
  • Triggers actions that will transform to the long-term impact
  • Help to define what is monday “internal recruitment” efforts
  • Leads all of the sourcing efforts across their departments, is seen as the subject matter expert, and teaches and shares knowledge

Examples

  • Have at least 30% of the source mix in their domain
  • Reducing the recruitment SLA for sourced candidates
  • Take independent decisions with sourcing strategies, how to approach, where to look for candidates, and how to make sure they have a unique experience.
  • Identify when the SLAs are not being met with sourced candidates, and be proactive to keep the candidates engaged – communicating with them if there is a delay, raising it to the recruiter and team lead if necessary
  • Think “outside of the box” for sourcing such as using the leader’s professional networks and asking for recommendations
  • Holds information sharing with others, present
Complexity and Independence

The key focal point for problem-solving inside the domain. Holds the domains’ complexity and manages to support and mentor others in the day-to-day. A Senior Sourcer with vast knowledge and wide-ranging experience, a profound understanding of the field of their expertise, and independent work capability.

Behaviors

  • Proactively finds opportunities in the domain, plans, and executes, themselves or with other people
  • Works on the domain’s most complex challenges
  • Mentors’ teammates on large projects
  • Identifying and building business relationships with new sources for recruitment

Examples

  • Finds critical new problems in the domain’s area and triggers actions in order to solve them.
  • Suggests ideas to the sourcing roadmap, where should we focus
  • Being a critical part of the team’s dailies, helping the team maximize its performance
Professional Skills and Craftsmanship

A domain’s engine. Helps others, identifies trends, initiates improvements, and has a Halo effect on the domain. Works on complex sourcing positions & able to solve complex issues with position pipes. Independently working with the hiring team.

Behaviors

  • Plug & play in all sourcing strategies and execution
  • Helps others in breaking down tasks

Examples

  • Able to go into the seemingly unsolvable, opens dead ends
  • Proactively want to improve their sourcing skills – suggesting courses, new tools to explore and anything that will help them master their work
  • Detects trends and recurring issues in sourcing efforts
Collaboration and Communication

Recommend and drive improvements with recruiters and interviewing teams to effectively screen and assess talent.

Behaviors

  • Consistently contributes meaningful and actionable feedback on diverse topics that are translated to actions and results
  • Takes complex feedback from multiple sources, processes it and creates it into their own message with their own arguments
  • Detects areas with noneffective communication and suggests alternatives for improvement. Resolves communication conflicts between domains
  • Know how to translate data into action items

Examples

  • Can represent the company externally in conferences, webinars, meetups etc.
  • People always look for their feedback, positive and constructive
  • Translates feedback from kickoffs and Q summaries into actions
  • Can build a kickoff or part of it, can start new initiatives in the domain and convince stakeholders to invest their time in this
Culture and Maturity

A culture influencer, is accountable for the culture in their domain and influences on other domains.

Behaviors

  • Proactively identifies and solves cultural issues in the domain
  • Learn from mistakes and understand what needs to be done in order not to repeat them
  • Take steps that drive others to take actions to improve our culture
  • Engage with the community and share the knowledge externally
  • Knows how to empathize with a challenged colleague’s situation and assist in bridging the gap
  • Acts as a buddy for new employees, manifests monday’s culture and values at an accessible level for new joiners

Examples

  • Drive team events such as workshops, training days, etc.
  • Facilitate a professional meetup for industry leaders
  • Has the ability to raise energy after failure

Sourcing Professional Leader

Professional Path
Impact

Consistent unique impact through sourcing. Consistently uses sourcing superpowers to drive efforts that have a significant impact on the team and the company. Has an impact on the whole sourcing team.

Behaviors

  • Functions as a seed for new efforts that requires laying deep sourcing foundations.
  • Help others with finding creative solutions to problems in a way that maximizes their impact
  • Solves problems that most others can’t, ones that were assumed as “impossible to crack” – makes things happen
  • Have a great halo effect that translates to people growth, drives deep sourcing understanding, standards improvements and better focus on the most impactful points in every team/project they’re part of
  • Initiate new ways to achieve monday “internal recruitment” channels, and partner with recruitment leads to create a plan

Examples

  • Improving our sourcing dashboard so it will show new data and insights that were not highlighted before
  • Able to set a sourcing strategy, build and implement processes and structures within their focus area or team
  • Contributing to our team brand efforts, meetups that make others adopt them, and blog posts that many people will get inspired from
  • Being the “Go to person” for the most crucial parts of sourcing
  • Independently monitors their growth, takes new projects on but understands the big picture and can see what will benefit and make the most impact
  • Building onboarding for the team
  • Mentoring and actively pushing people’s growth
Complexity and Independence

TBD

Behaviors

  • TBD

Examples

  • TBD
Professional Skills and Craftsmanship

Individual contributor with extensive knowledge and experience in their field.

Behaviors

  • An integral part in defining the group’s sourcing vision
  • Mastering all sourcing practices and acts as a solid source of truth whenever needed
  • Provides sourcing guidance in specific areas
  • Expert in their domain and, great knowledge in additional domains
  • Brings deep knowledge from other recruitment disciplines into their group

Examples

  • Involved in key long-term decisions
  • Successfully leads cross-recruitment complex projects
  • Gets to the root cause of complex issues by systematic deconstruction
  • Take wider ownership that also impacts the whole recruitment team such as changing both the recruitment and sourcing processes
Collaboration and Communication

Sourcing wide communication engine driver.

Behaviors

  • Stakeholders’ management – can effectively communicate and set expectations with multiple stakeholders across the organization over a predefined goal
  • Brings tensions to the surface, helps to resolve conflicts and produces a positive outcome
  • Creates effective work relationships with people in the company with diverse personalities and skills

Examples

  • Bridge gaps between stakeholders in complex projects in an engaging way
  • Initiates a task force to improve quality across the sourcing
  • Full collaboration with hiring managers and full involvement in recruiting processes
Culture and Maturity

Drives the monday culture within their group, by their day-to-day actions and behaviors. Being a role model to others.

Behaviors

  • Drives strong enthusiasm and a ‘can do’ attitude to achieving results for employees – creating a winning state of mind
  • Promotes monday’s culture in their day-to-day actions and decisions, sets an example in their actions that promotes our core values and principles
  • Recognize and put emphasis on actions that drive our culture
  • Respects differences and similarities; taking the time to understand the viewpoints of others

Examples

  • Challenge a decision to postpone feature based on complexity
  • Ask ‘what we can achieve tomorrow’
  • Has the maturity to choose the right solution while seeing the full picture over choosing the coolest option
  • Motivates and inspires others, is encouraging, positive, and approachable for everyone

Talent Sourcing Team Lead

Professional Path

Managerial level: 4 – 1+ years as a sourcer in the industry/organization. Leadership and mentoring abilities and passion.

Impact

Accountable for team results, drives the impact-driven approach in the team, and makes sure that everyone works on the most impactful tasks. Manages to inspire their team through planning, context building and setting aspirational goals. Owner and responsible for the team’s performance and ongoing training and support. Drives the evolution of our recruitment to better impact the business.

Behaviors

  • Creates an execution bit and consistently leads the delivery of impactful content with the team
  • Making an impact by encouraging the team to find creative solutions for challenges and think out of the box
  • Actively builds context that allows everyone in the team to make decisions in a way that maximizes impact
  • Celebrates impact and gives recognition to actions that matter based on their impact on the “real world”
  • Creates an inspiring and impact-focused plan, with the right level of guidance and in a way that creates a setup for people to excel

Examples

  • Build the sourcing roadmap together with recruitment managers to engage the team to discuss what is the biggest opportunity and how much impact it will have on the company.
  • Monitor horizontally the sourcing and some level recruitment processes of the team and offer professional guidance when challenges arise
  • Works on cross-organizational projects with other organic functions/colleagues
  • Responds to changes in an effective and frictionless way and manages to push boundaries in creative ways, even in pressured times
  • Create dashboards for iterations and plannings to promote transparency and help identify gaps between planning and execution
Complexity and Independence

Holds the entire team complexity A-Z. Can provide solutions and guidance on all aspects within the domain. Solves day-to-day sourcing issues within the team while driving them to meet the goals on a high scale work volume. Able to break down complexity into beats and execution.

Behaviors

  • Controls the sourcing material with details, has the right knowledge and ability to drive delivery of high-quality results of their team
  • Understand all aspects in the sourcing team and manage to set a standard in every aspect – Marketing, branding, recruitment, events
  • Remaining hands-on as part of the position while seeing the big picture of the numbers and the processes and reflecting them to the recruitment Manager
  • Go-to person in every aspect and able to provide guidance and insights in every area in the domain

Examples

  • Tracking and monitoring the team’s load to balance it within the team members and raising flags to the recruitment Manager in advance when needed
  • Working with the team and departments’ hiring manages to make sure the team is meeting goals and deadlines
  • Conducts sync meetings
  • Can plan a quarter roadmap, accounting for dependencies and pitfalls, analyze risks and complexities and build a setup for the execution
Professional Skills and Craftsmanship

Holistic team management and leadership of an entire domain in a group. Strong sourcing background in one or more departments with ability to train, mentor, and monitor other team members. Responsible and accountable for quality, strategy, and execution on their team.

Behaviors

  • Resolving professional dilemmas, identifying bottlenecks and answering ad-hook professional questions on a daily basis
  • Getting to exceptional performance by leveraging sourcing creativity, finding solutions that make 10x progress
  • Inspiring and influencing the team members to think creatively and out of the box to create pipelines
  • Defines and leads team methodologies and ceremonies effectively
  • Provides the right level of guidance and mentorship for people to maximize personal growth and productivity
  • Able to give the right context for managing up, raising flags of complexity and breaking it down to button lines

Examples

  • Staying connected to the day-to-day by sourcing for positions 50-60% HO
  • Sets KPIs and goals that allow the domain to keep improving its health
  • Takes full ownership over consistent execution of the teams’ processes and work methods. Make the necessary adjustments to keep them productive and well-suited for the team
  • Interview, hire and train new team members
  • Mentors peer team leaders
Collaboration and Communication

Team communication engine. Leads discussions by sharing clear and concise content.

Behaviors

  • Creates a safe place to talk, any idea or comment can be heard
  • Communicating clearly the intent behind their actions
  • Listen more than talk. Leads conversations by asking questions and creating discussions between all team members
  • Establish trust & honesty in personal communication channels
  • Keep all team members aligned with others’ work by creating a sharing environment
  • Collaborating with the business unit’s hiring managers and recruitment managers in order to improve the processes and meet targets and deadlines

Examples

  • Sharing knowledge and creating alignment with the other recruitment team leaders in the group.
  • Can communicate the personal development plan levels to teams.
  • Leads the domain ceremonies and creates discussion with all team members.
  • Giving constant feedback to team members while addressing their personal development plan, goals, progress over time (Weekly, 1:1, etc.).
  • Detecting opportunities for team growth by pairing people together, assigning the right projects to the right people etc. Detects and triggers actions in regard to the team’s health.
  • Builds a synergetic, in-culture, diverse team that is capable of its day-to-day challenges.
  • Builds the context for the team and pinpoints important events, both positive and negative.
  • Deals with disputes between team members, helps them to solve them in an engaging way.
  • Giving recognition for achievements/gives constructive feedback that emphasizes principles that help others to understand how to replicate/avoid it.
  • Organize off-sites and team nights for the team to strengthen the partnership and collaboration.
  • Arrange weekly meetings with the team and go over important notifications and sourcing knowledge.
Culture and Maturity

Accountable for creating and driving culture manifestation within a team.

Behaviors

  • Drives strong enthusiasm and a ‘can do’ attitude to achieving results for employees – creating a winning state of mind
  • Promotes monday’s culture in their day-to-day actions and decisions, sets an example in their actions that promotes our core values and principles
  • Recognize and put emphasis on actions that drive our culture
  • Creates a halo effect in the team – perceived as a winner and encourages others to be up to their level.
  • Respects differences and similarities; taking the time to understand the viewpoints of others
  • Brings tensions to the surface, helps to resolve conflicts and produces a positive outcome

Examples

  • Challenge a decision to postpone features based on complexity
  • Ask ‘what we can achieve tomorrow’
  • Stop a negative heated discussion and remind people what the goals are
  • When things go bad will provide the truth but share the burden of how to grow from it

Talent Sourcing Manager

Professional Path
Impact

Leads the impact-driven approach in multiple domains. Consistently pushes for exceptionally impactful results.

Behaviors

  • Generates new ideas, opportunities and innovations to drive continuous improvement and sustainable growth
  • Creates an impact-driven state of mind that embraces changes and speed
  • Find creative ways to meet exceptional goals
  • Owner and responsible for the standardization and uniformity of all sourcing teams
  • Consistently follows through and delivers on even difficult commitments, and challenges those who do not
  • Accountable for maximizing impact in their team and other teams in the group, find the right places to intervene on the day-to-day.
  • Identifies and leads the biggest product opportunities and promotes them within the group while keeping everyone engaged

Examples

  • Looking at the data and identifying the performance issue that affects the usage and building a solution together with a team to solve it
  • “Impact through focus” – defines vision and mission to focus the teams on the “winning picture”
  • Create concrete Q goals based on the company strategy
  • Recognizes opportunities to optimize processes, at all levels
Complexity and Independence

Leads and guides others with solutions to complex problems, solves highly complex issues in all hiring processes. Independently working with the hiring team from opening new positions to managing the end-to-end process. Working with mass scales.

Behaviors

  • Controls the material of multiple and complex domains, manages to stay up to date and in control of the details, and provides professional value in the day-to-day
  • Manages a diverse set of people, from different backgrounds and cultures. Can cope with profound people’s challenges (no need to adjust the team to the lead)
  • Onboards and mentors other functions in the domain
  • Working with mass scales
  • Manages to rise above their sourcing domain land. Has a wide context about other domains and cross challenges.

Examples

  • Reassess a project scope and adapt given new information or changes to the original plan
  • Conduct wide activities such as super strategic events and sponsorships
  • Look for new tools that will improve the sourcing experience
Professional Skills and Craftsmanship

A manager of managers leads the sourcing effort of multiple teams with a shared goal. In-depth experience in the sourcing world from several places that took part in them, brings outside knowledge.

Behaviors

  • Demonstrated broad management experience in sourcing teams
  • Drives to an excellent atmosphere
  • Accountable for the professional level of group members and the professional standards for the group’s land
  • Accountable for the group’s sourcing direction, selection of sourcing channels and tools, etc.
  • Keeps a high-level view and ensures that all group members are focused on the goals
  • Identifies and helps solve beat and execution gaps within the group
  • Recruits and builds a team with a diverse set of skills, which allows the group to meet its goals, both short and long-term.
  • Oversees and mentors the team and leaders on the professional development plans they build for the team. Ensures each person in the group is in a setup that drives personal development

Examples

  • Creates a beat of ceremonies that promotes the sourcing level in the group
  • Hire, fire and promote in a way that defines the group standards to be excellent.
  • Responsible for preparing an annual sourcing plan with reference to business needs
Collaboration and Communication

The backbone of the sourcing organization communication. As such, proactively promotes positive, effective, and respectful communication. Navigate complex and stressful situations in a way that promotes collaboration.

Behaviors

  • An ambassador of monday sourcing can represent the group’s perspective, culture and core values
  • Promotes a culture of openness and frequent feedback, where people have the best intentions in mind while providing feedback
  • Can convey unpopular opinions in a sincere way with the appropriate context and framing, making other people understand the ‘why’
  • Adjusts the level of details and way of communication-based on who the target audience is
  • Proactive about building context, creating feedback points, and reporting to stakeholders and management. Keeps everyone on top of the group’s activities, vision and goals

Examples

  • Leads cross-domain efforts by communicating clear and inspiring goals, not because of authority
  • Provide constructive and actionable feedback to a colleague in an engaging way, one that makes the feedback wanted and actionable
  • Can communicate conflicts about assignments of new people in an engaging way, while creating the needed context for their peers
  • Communicates delays and changes in plans to stakeholders in a structured and engaging way
Culture and Maturity

Owner and drive the company culture, accountable for monday’s culture and values to new joiners. Shares the responsibility to drive the sourcing culture.

Behaviors

  • Controls the details. Don’t just manage their team from the “high level” but get their hands dirty
  • Brings a contagious “can-do” approach to the day-to-day and drives a winning state of mind
  • Creating a unique organizational culture. Trigger and drive changes in who we are and how we work in order to keep the monday culture intact as we grow
  • Take monday values into practice in the group’s day-to-day. Transparent and inclusive in the way he operates, creates a strong sense of ‘We’ rather than ‘I’
  • Sets an example to all monday’s values (impactful, inclusion, ownership, product customer-centric)
  • Trains, teaches, and passes along personal knowledge, but empowers their team to make their own decisions, gives them autonomy
  • Creates tools and setup that empowers others to take decisions, independently, while getting feedback from the real world

Examples

  • Share the full picture about things that don’t work and on day-to-day failures in a way that allows others to take part in solving them
  • Holds a group bi-weekly meeting explaining the full context in a transparent manner, to make sure everyone is included and understands the “why”
  • Take active part and shapes cross events), syncing with other group leads
  • Communicate the context for parting ways with an under-performing team member
  • Create a roadmap motivation presentation to onboard the team for the Q plan