Lead Recruiter

The Lead Recruiter serves as “Talent Advisor” to their assigned organization primarily for the filling of roles from entry level through manager level. They are responsible for talent acquisition decisions that take place by providing accurate knowledge of the organization’s business objectives, strong selection and influencing skills, and deep expertise of the talent marketplace. The Recruiter helps to align talent strategy with hiring decisions, identify creative and varied sources of qualified talent, screen talent effectively, help hiring managers make trade-offs between quality of talent and speed of hire, and advise hiring managers regarding key skills or characteristics that matter most to selection and organizational “fit”. Practices safety-conscious behaviors in all operational processes and procedures.

Other key specific responsibilities include:
Leading, managing and consulting on the end-to-end talent acquisition process for their assigned business units.
Effective sourcing (both passive and active) and screening activities so that hiring managers are presented with the most qualified and appropriately vetted candidates.
Influencing hiring managers by keeping on top of and leveraging data-based, current talent-related market data and best TA practices.
Managing the candidate experience to ensure candidates are engaged and informed throughout the process.
Providing subject matter expertise and rapid response to key stakeholders (including hiring managers, candidates, HR partners, senior leaders, etc.) to ensure the delivery of an efficient, effective and value add talent acquisition experience.
Serving as a change agent to identify and assist in driving improvements in professional sourcing, screening, selection, and onboarding.
Following established talent acquisition processes and use of technologies (ATS, etc.) to ensure data accuracy.
Held accountable for key metrics related to efficiency (speed, throughput, cost, process compliance) and effectiveness (quality of hire over time, source effectiveness, candidate drop-out rates, etc.)

Minimum Qualifications:
5+ years of full lifecycle professional talent acquisition experience.
3+ years of research-based passive candidate sourcing experience.
Prior talent acquisition experience in a complex, customer service-oriented environment.
Prior experience in managing complex, matrixed hiring manager relationships, including the ability to support multiple leadership teams.
Proficiency in Microsoft Office suite of apps.
Understanding of compliance and regulatory environment as it relates to sourcing, selection, and hiring; including EEO, OFCCP, and Uniform Guidelines on Employee Selection Procedures is strongly preferred.

Preferred Qualifications:
Undergraduate or advanced degree in business or a related field.
Search firm research and/or recruiting experience.
Prior experience in a global consumer product or service industry.

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