About this opportunity
Company Description
About AbbVie
AbbVie's mission is to discover and deliver innovative medicines and solutions that solve serious health issues today and address the medical challenges of tomorrow. We strive to have a remarkable impact on people's lives across several key therapeutic areas including immunology, oncology and neuroscience - and products and services in our Allergan Aesthetics portfolio. For more information about AbbVie, please visit us at www.abbvie.com . Follow @abbvie on LinkedIn, Facebook , Instagram , X and YouTube.
Job Description
The Strategic Sourcer will focus on creating, building, and executing end-to-end sourcing strategies as well as manage a talent attraction strategy to recruit key talent for talent gaps. In addition, this person will build talent pipelines, success profiles, and talent communities.
In this role, you will work with various recruitment and social media systems and platforms, leveraging social channels and technology to create efficient and best-in-class stakeholder experiences. You will act as an advisor, using market analysis and industry research to inform sourcing strategies that enable future capability building and influence stakeholders to act proactively regarding their current/future talent mix and talent market availability.
Key Responsibilities:
Partner with key stakeholders to build talent pipelines ahead of gaps/vacancies.
Develop sourcing strategies that will target critical, high-level talent in highly competitive and challenging markets.
Serve as a Sourcing expert, including leveraging talent market intelligence (LinkedIn Insights and SeekOut), historical data (ATS candidate fill data), and provide recommendations directly with business leaders, Recruiters, and Business HR.
Build strategic talent networks through external partnerships, conferences, and industry engagement to identify, engage, and hire high-caliber talent aligned with business needs
Develop deep expertise and seek continuous learning in-focus areas, with the ability to understand and speak in detail about functions, culture, and role responsibilities and showcase AbbVie’s Employee Value Proposition using Smart Recruiters CRM.
Proactively source passive candidates through advanced search techniques including Boolean search on resume databases, social media, LinkedIn, and industry directories to uncover high quality talent pools.
Conduct thorough candidate prescreening and facilitate presentation to hiring managers and recruiting team using various Talent Acquisition platforms to maintain/retain accuracy, quality, and integrity of data.
Nurture Professional pipelines by keeping talent engaged as roles are posted and provides information regarding available opportunities.
Providing updates and reporting on critical roles and sourcing activities to stakeholders and reporting.
Develop strong partnerships with Recruiters and candidates to build a qualified candidate bench to meet current and anticipated business needs.
Build trust and strong partnerships with internal stakeholders, including business leaders, Recruiters, Total Rewards, and Talent Development, and Business HR to understand the key roles and challenges to overcome to secure top talent.
Gather data around competition and market conditions or trends that may impact on our ability to find and hire the right talent.
Qualifications
Bachelor's degree required.
Extensive experience in a strategic sourcing role with contingent and/or retained search knoweldge, preferably in pharmaceutical operations/manufacturing, along with the ability to lead and influence others.
Progressive CRM experience preferred.
Experience in successful screening, initial contact, prescreening, and interviewing, both in-depth phone and face-to-face with candidates.
Ability to create and execute talent strategy for critical roles. This would include a good understanding of lead generation techniques such as internet mining.
Experience utilizing innovative search techniques to develop talent map/name generation, preferably SeekOut or LinkedIn Insights
Team player, flexible, high integrity, strong negotiating, and influencing skills
Demonstrates a consistent track record of delivering results, often in the face of challenges or obstacles.
Shows an entrepreneurial spirit and a high level of pro-activeness to drive performance. High performer in environments with much autonomy
Additional Information
AbbVie is an equal opportunity employer and is committed to operating with integrity, driving innovation, transforming lives and serving our community. Equal Opportunity Employer/Veterans/Disabled.
US & Puerto Rico only - to learn more, visit https://www.abbvie.com/join-us/equal-employment-opportunity-employer.html
US & Puerto Rico applicants seeking a reasonable accommodation, click here to learn more:
https://www.abbvie.com/join-us/reasonable-accommodations.html
Job details
How this role compares
Computed from every other active BD&L & Strategic Planning role in our database, not just this employer's listings.
We currently track 383 comparable BD&L & Strategic Planning roles across 85 biopharma companies.
Salary context
106 of 383 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 383 comparable roles
+ 32 more countries
Seniority mix
282 of 383 peers have a known seniority level
Therapeutic area mix
58 of 383 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
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How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.