Senior Recruiter

Accountabilities: Lead comprehensive intake meetings with hiring managers to understand role requirements, define candidate profiles, and establish recruitment priorities. Provide relevant labor market insights, talent availability data, and sourcing recommendations to guide hiring strategies. Collaborate with internal stakeholders and cross-functional teams to develop and execute recruitment marketing initiatives and targeted sourcing plans. Evaluate candidate profiles against role requirements and deliver high-quality candidate shortlists that meet hiring objectives. Build and maintain talent pipelines to support current vacancies and future workforce needs. Manage candidate engagement throughout the recruitment lifecycle, providing timely updates, clear communication, and a positive candidate experience. Partner with hiring managers to develop competitive job offers, using market data, compensation guidelines, and relevant recruitment insights to inform recommendations. Act as a trusted advisor to hiring leaders, sharing recruitment expertise and recommending improvements to hiring processes. Monitor recruitment progress and communicate search updates, potential challenges, and recommended next steps to relevant stakeholders. Mentor recruiters and other team members, sharing best practices, providing guidance, and supporting continuous professional development. Represent the client’s employer brand professionally throughout candidate interactions and recruitment activities. Apply established recruitment processes and relevant human resources practices to support consistent, effective, and high-quality hiring outcomes. Requirements: Education: Bachelor's degree in business, management, human resources, or a related field, or equivalent practical experience. Recruitment experience: Significant experience in talent acquisition, with a demonstrated record of successful recruitment within a corporate environment, recruitment process outsourcing (RPO) organization, or recruitment agency. Full-cycle recruitment expertise: Experience managing recruitment activities from initial intake meetings and sourcing through candidate evaluation, stakeholder communication, and offer development. Sourcing and talent pipeline development: Ability to identify qualified candidates through targeted sourcing strategies, recruitment marketing, professional networks, and other relevant channels. Recruitment technology proficiency: Familiarity with applicant tracking systems (ATS), social media recruitment tools, and other technologies that support efficient talent acquisition. Market intelligence: Ability to interpret labor market data, understand talent availability, and provide practical recommendations to hiring managers. Human resources knowledge: Understanding of HR principles, talent acquisition practices, recruitment metrics, and effective hiring processes. Stakeholder management: Strong relationship-building and communication skills, with the ability to partner effectively with hiring managers and internal teams. Candidate experience: A commitment to maintaining transparent, timely, and professional communication throughout the recruitment process. Offer management: Ability to support compensation discussions and offer recommendations using relevant market information and established compensation guidelines. Mentoring and leadership: Demonstrated ability or readiness to coach recruiters, share expertise, and contribute to team development. Communication skills: Excellent verbal and written communication, sound judgment, and the ability to manage multiple recruitment priorities effectively. Industry knowledge: Relevant niche-sector or industry knowledge is beneficial, particularly when recruiting for specialized or hard-to-fill positions. Professionalism and confidentiality: Ability to handle candidate information responsibly, maintain confidentiality, and promote fair and inclusive recruitment practices. Benefits: Professional development: Opportunities to expand recruitment expertise, strengthen industry knowledge, and learn from experienced talent acquisition professionals. Career advancement: The opportunity to take ownership of your career progression and develop into a senior talent acquisition or recruitment leadership role. Mentorship opportunities: The ability to guide other recruiters, share best practices, and contribute to a culture of continuous learning. Strategic impact: Opportunities to influence recruitment strategies, advise hiring leaders, and contribute directly to successful talent outcomes. Collaborative environment: Work closely with hiring managers and cross-functional stakeholders to solve recruitment challenges and improve hiring effectiveness. Technology-enabled recruitment: Exposure to recruitment technologies, sourcing tools, and data-informed approaches that enhance talent acquisition. Inclusive workplace: A commitment to fair employment opportunities and a professional environment that values diversity and equal treatment. Candidate-focused culture: The opportunity to help deliver a positive, transparent, and professional experience for candidates throughout the hiring journey.