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Sourcing Associate Jobs in Washington (NOW HIRING)

Pyramid Consulting

Contract Associate

Mclean, VA

Contract Associate Immediate need for a Contract Associate for a position in the Banking ... Sourcing experience preferred * BA/BS or appropriate university degree * Solid experience in supply ...

Pyramid Consulting

Contract Associate

Mclean, VA · On-site

Contract Associate Immediate need for a Contract Associate for a position in the Banking ... Sourcing experience preferred * BA/BS or appropriate university degree * Solid experience in supply ...

Initio Capital

ETA Research Associate

Washington, DC · Remote

THE ROLE As a ETA Research Associate, you will help identify promising markets, companies, products ... Support strategy, sourcing, diligence, product, growth, finance, and operations projects. WHO THIS ...

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How much do sourcing associate jobs pay per hour?

As of Aug 22, 2026, the average hourly pay for sourcing associate in Washington is $40.76, according to ZipRecruiter salary data. Most workers in this role earn between $22.60 and $48.46 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a sourcing associate?

To thrive as a Sourcing Associate, you need strong analytical skills, attention to detail, and a background in supply chain management or business, often supported by a relevant degree. Familiarity with procurement software (such as SAP Ariba or Coupa), Excel, and vendor management systems is typically required. Excellent negotiation, communication, and relationship-building abilities set top performers apart in this role. These skills ensure effective supplier engagement, cost savings, and efficient procurement processes critical to organizational success.

What are some common challenges sourcing associates face when balancing supplier relationships and cost-effectiveness?

Sourcing Associates often navigate the challenge of maintaining strong supplier relationships while ensuring the company receives competitive pricing and quality. This involves negotiating contracts that benefit both parties and staying updated on market trends that may affect costs or supply chain reliability. Building trust with suppliers without compromising on organizational goals requires clear communication, attention to detail, and agile problem-solving. Additionally, Sourcing Associates must coordinate with internal teams to align procurement decisions with business needs and compliance standards.

What is the difference between Sourcing Associate vs Procurement Specialist?

AspectSourcing AssociateProcurement Specialist
CredentialsTypically requires a bachelor's degree in supply chain, logistics, or related fieldsSimilar educational background, often with certifications like CPSM or CIPS
Work EnvironmentSupports sourcing activities, supplier research, and negotiationsHandles end-to-end procurement processes, including purchasing and contract management
Industry UsageCommonly used in supply chain and procurement departmentsWidely used across industries for purchasing and vendor management
Search & Comparison IntentOften compared for entry to mid-level sourcing rolesCompared for procurement and purchasing roles

The main difference is that a Sourcing Associate focuses on identifying and evaluating suppliers, negotiating terms, and supporting sourcing strategies. A Procurement Specialist manages the entire purchasing process, including order placement, contract management, and vendor relations. Both roles require similar qualifications but differ in scope and responsibilities within the supply chain process.

How much does a sourcing associate make?

A sourcing associate typically earns between $45,000 and $65,000 annually, depending on experience, location, and industry. Entry-level positions may start lower, while experienced professionals with specialized skills can earn higher salaries. Compensation often includes benefits such as health insurance and bonuses.

Is sourcing a stressful job?

Sourcing as a job involves identifying and evaluating potential suppliers or candidates, which can be demanding due to tight deadlines, high accuracy requirements, and the need for strong negotiation skills. While some find it challenging, effective organization and experience can help manage stress levels in this role.

What does a sourcing associate do?

A sourcing associate is responsible for identifying, evaluating, and selecting suppliers or vendors to meet a company's procurement needs. They analyze market trends, negotiate contracts, and use tools like procurement software to ensure cost-effective and timely sourcing of goods and services. Strong communication, negotiation skills, and attention to detail are essential in this role.

What are the most commonly searched types of Sourcing jobs in Washington?

The most popular types of Sourcing jobs in Washington are:

What are popular job titles related to Sourcing Associate jobs in Washington?

For Sourcing Associate jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Sourcing Associate jobs in Washington look for?

The top searched job categories for Sourcing Associate jobs in Washington are:

What cities in Washington are hiring for Sourcing Associate jobs?

Cities in Washington with the most Sourcing Associate job openings:

Sourcing Associate jobs near you
Infographic showing various Sourcing Associate job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 70% Full Time, 27% Part Time, 1% Temporary, and 1% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $84,784 per year, or $40.8 per hour.

Director, Executive Marketing Insights - Sourcing

Information Technology Senior Management Forum

Mclean, VA • On-site

$206 - $235/hr

Other

Posted 7 days ago

Job description

Director, Executive Marketing Insights & Sourcing

As part of Talent Acquisition, Capital One’s Executive Recruiting team is a premier in-house search team partnering directly with senior enterprise leadership to identify, cultivate, and land transformative executive talent that drives impact for our business and accelerates our mission.

You will lead the Executive Market Insights & Sourcing function, serving as the strategic engine for our executive search process. In this highly visible leadership role, you will define, develop, and launch emerging technologies (e.g., AI-based recruitment platforms, Workday, Canvas, etc.) to innovate and deliver on our talent agenda. You will bridge specialized research and full-lifecycle recruiting—translating complex data, talent mappings, and market intelligence into high-impact recruiting strategies and clear narratives for executive business leaders.

If you thrive on ownership, analytical rigor, and working creatively and collaboratively across a matrixed organization to make a real impact on the business, this is the role for you!

The Ideal Candidate
  • Trusted Executive Advisor: Operates as a true consultative partner to VP-to-EVP leadership and cross-functional partners. Brings executive presence, business acumen, and consultative confidence to challenge assumptions, guide expectations, and use market realities to steer leaders toward optimal talent strategies.
  • Curious & Intellectually Rigorous: Driven by a passion for understanding people, corporate structures, and market dynamics. Understands what is required to get quality insights and deconstruct complex organizational landscapes.
  • Data-Driven Storyteller & Architect: Skilled at interpreting, manipulating, and packaging first- and third-party data into polished, high-impact deliverables (e.g., market maps, data visualizations) that make competitive markets immediately understandable to senior audiences.
  • Bias for Action & Strategic Agility: A motivated self-starter who knows how to make trade-offs between speed and quality. Demonstrates resilience to pivot search strategies based on real-time market feedback without losing momentum.
  • Innovator & Problem-Solver: Loves breaking down ambiguous "0-to-1" problems and artfully pushing toward solutions. Eager to test emerging technologies, AI sourcing tools, and modern methodologies to optimize workflows and disrupt the TA lifecycle.
  • Empowered Collaborator & People Leader: Dedicated to building a win-as-a-team environment. Brings a positive attitude, draws connections across diverse matrixed teams, and focuses on developing a highly sought-after team of associates.
Key Responsibilities

Strategic Leadership & Team Development

  • Lead & Develop Talent: Direct a high-performing team of associates and researchers; mentor, coach, and grow strong talent with the potential to scale into broader organizational roles.
  • Capability Transformation: Understand the design, delivery, and execution of full life-cycle TA technology and service delivery transformation programs. Partner across extended teams (People Analytics, Product Management, TA Shared Services, HRBPs, Compensation, Legal, Risk) to align on strategic priorities.

Market Intelligence, Sourcing & Bench Building

  • Direct Sourcing & Talent Mapping: Drive direct sourcing strategies, high-touch talent attraction, and best-in-class 0-to-1 talent mappings across competitive landscapes (Tech, Product, Risk, Legal, HR, Financial Services).
  • Proactive Bench Strength: Move beyond active searches to architect talent ecosystems and build bench strength 12-24+ months ahead of open executive needs.
  • Cross-Functional & Referral Alignment: Partner with hiring teams and stakeholders to drive proactive research, establish referral strategies, and align candidate engagement plans in highly competitive markets.

Data Storytelling & Executive Advisory

  • Insight Translation: Integrate primary research, internal data, secondary sources, competitor org designs, and marketplace intelligence to deliver actionable analyses that drive executive business decisions.
  • Stakeholder Consultation: Confidently present and defend research methodologies to VP+ business leaders, pushing back on unrealistic candidate profiles using data-driven insights rather than defaulting to order-taking.

Technology, AI & Process Innovation

  • Tech Lifecycle Optimization: Stay current on emerging technologies and disruptive talent tools; leverage AI-driven sourcing platforms, advanced Boolean/OSINT techniques, and data visualization tools to drive operational efficiency.
  • Process Refinement: Champion modern talent insight visualizations and refine research toolkits to maximize productivity and insight quality.
What You’ll Need to be Successful
  • Executive Presence & Communication: Exceptionally strong written, verbal, and presentation skills with an ability to present complex topics clearly, concisely, and persuasively.
  • Strategic Intuition & Judgment: Impeccable judgment to balance organizational, leader, and associate needs. Ability to assess candidate fit based on competencies and culture, knowing when to push back and when to adapt.
  • High Agility & Innovation Mindset: Comfort bringing bold, non-traditional ideas to the table, rapidly building a case for testing, and scaling or abandoning based on quantified risk/reward.
  • Matrix Collaboration: Deep commitment to team orientation; ability to coordinate efforts across diverse functional groups (Comp, Legal, HRBPs, CoS) and foster a "wisdom of the crowd" approach to executive hiring.
  • Technology Aptitude: Proven agility with technology and AI tools in a fast-paced, evolving environment.
  • Culture Carrier: Diligent listening skills, resilience, and a penchant for laughing often while celebrating team wins—both big and small.
Qualifications

Basic Qualifications

  • Bachelor’s Degree or Military Experience.
  • At least 7 years of experience in executive research, talent intelligence, executive recruiting, or talent acquisition management.

Preferred Qualifications

  • At least 9 years of experience advising and influencing executive leadership
  • At least 9 years of management consulting experience
  • At least 9 years of recruiting or research experience at a global in-house recruiting team, executive search firm, or a large multinational organization

At this time, Capital One will not sponsor a new applicant for employment authorization for this position.

The minimum and maximum full-time annual salaries for this role are listed below, by location. Please note that this salary information is solely for candidates hired to perform work within one of these locations, and refers to the amount Capital One is willing to pay at the time of this posting. Salaries for part-time roles will be prorated based upon the agreed upon number of hours to be regularly worked.

McLean, VA: $206,000 - $235,100 for Director, Recruiting

Richmond, VA: $187,300 - $213,700 for Director, Recruiting

Candidates hired to work in other locations will be subject to the pay range associated with that location, and the actual annualized salary amount offered to any candidate at the time of hire will be reflected solely in the candidate’s offer letter.

This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). Incentives could be discretionary or non discretionary depending on the plan.

Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the Capital One Careers website. Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level.

This role is expected to accept applications for a minimum of 5 business days. No agencies please.

Capital One is an equal opportunity employer (EOE, including disability/vet) committed to non-discrimination in compliance with applicable federal, state, and local laws. Capital One promotes a drug-free workplace. Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries, including, to the extent applicable, Article 23-A of the New York Correction Law; San Francisco, California Police Code Article 49, Sections 4901-4920; New York City’s Fair Chance Act; Philadelphia’s Fair Criminal Records Screening Act; and other applicable federal, state, and local laws and regulations regarding criminal background inquiries.

If you have visited our website in search of information on employment opportunities or to apply for a position, and you require an accommodation, please contact Capital One Recruiting at 1-800-304-9102 or via email at RecruitingAccommodation@capitalone.com. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.

For technical support or questions about Capital One's recruiting process, please send an email to Careers@capitalone.com

Capital One does not provide, endorse nor guarantee and is not liable for third-party products, services, educational tools or other information available through this site.

Capital One Financial is made up of several different entities. Please note that any position posted in Canada is for Capital One Canada, any position posted in the United Kingdom is for Capital One Europe and any position posted in the Philippines is for Capital One Philippines Service Corp. (COPSSC).

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