Posting and Sourcing #

Once the role is defined and approved, the goal is to reach qualified candidates efficiently. OASIS draws from a specific professional community — open standards development, technology policy, and association management — and the best candidates often come through direct networks and professional associations rather than broad job boards. Active outreach alongside a public posting typically produces better results than waiting passively for applications.

Job Posting #

The position should appear on the OASIS website and on any relevant external job boards simultaneously. The internal announcement ensures that staff are aware of the search and have an opportunity to refer candidates from their professional networks. The hiring manager is responsible for communicating to the team how referrals should be submitted and what the expected timeline looks like.

Sourcing #

The hiring manager should identify the specific professional communities and networks where qualified candidates are likely to be found — standards bodies, member associations, open source communities, and relevant technical or policy forums — and engage those channels directly. If a recruiter or staffing agency is engaged, their scope, fee structure, and any exclusivity arrangement must be confirmed with the (Interim) ED before engagement. Regardless of sourcing channel, candidates should receive timely acknowledgement of their application and a clear indication of the review timeline.