Senior Recruiter

Credit One Bank; Las Vegas (NV); On-site; USD 90,000 - 140,000; Full time

Job summary

Credit One Bank seeks an experienced Senior Recruiter to own full-cycle recruiting for a diverse portfolio from intake to onboarding at its Las Vegas headquarters.

You will partner with hiring managers and senior leaders across campus, professional, specialized, leadership, and executive roles, driving talent strategy, sourcing, and candidate assessment with a high-touch experience.

Qualifications

• Minimum five years of progressive full-cycle recruiting experience.
• Experience managing a full recruiting desk across multiple levels including leadership roles.
• Experience banking or regulated industries is preferred.

Responsibilities

• Lead end-to-end recruiting for a diverse portfolio of roles.
• Conduct intake discussions with hiring managers to define requirements.
• Develop sourcing strategies based on position, function, and location.
• Engage passive candidates via direct outreach and networking.
• Coordinate interviews, assess candidates, and manage offers and onboarding.

Skills

End-to-end recruiting

Sourcing

Interview management

Negotiation

Consultative partnering

Stakeholder management

Communication skills

Talent-market research

Education

Bachelor’s degree

Tools

Applicant Tracking Systems

Sourcing platforms

Professional networking tools

Microsoft Office (Outlook/Excel/PowerPoint)

Job description

Credit One Bank is seeking an experienced Senior Recruiter to lead full-cycle recruiting for a portfolio of roles, from requisition intake and talent-market strategy through sourcing, assessment, offer negotiation, closing, and onboarding transition. This role is based at the company’s Las Vegas headquarters and partners closely with hiring managers and senior leaders across campus, professional, specialized, leadership, and executive-level hiring.

Responsibilities

• Manage end-to-end recruiting for an assigned portfolio, including requisition intake, sourcing strategy, candidate assessment, interview coordination, offer negotiation, acceptance, and onboarding transition.
• Recruit across a broad range of organizational levels, including campus and early-career, professional and technical, specialized roles, management positions, senior leadership, and executive-level searches.
• Conduct comprehensive intake discussions with hiring managers and leaders to clarify business objectives, position requirements, critical capabilities, organizational dynamics, and candidate profiles for success.
• Develop customized recruiting and sourcing strategies based on position requirements, talent market conditions, level, function, location, and candidate availability.
• Proactively source and engage passive talent using direct outreach and a variety of channels, including professional networks, social media, employee referrals, industry associations, university partnerships, networking events, and internal talent pools.
• Build and maintain pipelines of qualified talent for recurring, high-volume, specialized, difficult-to-fill, and leadership positions.
• Lead targeted senior-level and executive searches, including talent mapping, market research, direct outreach, candidate engagement, assessment, and closing.
• Partner with colleges and universities to attract intern, recent-graduate, and early-career talent and support campus recruiting initiatives as needed.
• Conduct structured candidate interviews and assessments to evaluate relevant experience, technical or functional capabilities, leadership competencies, career motivation, communication skills, and alignment with role requirements.
• Serve as a consultative talent advisor to hiring managers and senior leaders, providing guidance on talent availability, candidate quality, competitive market conditions, compensation considerations, recruiting strategy, and selection decisions.
• Adjust or recalibrate position requirements and recruiting approaches when market conditions or candidate feedback suggest changes are needed to support successful hiring outcomes.
• Maintain ongoing, professional communication with candidates throughout the recruiting process to deliver a high-touch candidate experience.
• Communicate Credit One Bank’s employment value proposition, culture, career opportunities, and organizational growth to prospective candidates.
• Prepare candidates and hiring teams through the interview process and ensure momentum and communication across all search stages.
• Lead offer development and negotiation in partnership with Human Resources and hiring leaders, evaluating candidate expectations, internal considerations, and market competitiveness.
• Develop and maintain accurate job descriptions and position requirements in collaboration with hiring managers and Human Resources.
• Maintain accurate and timely candidate and requisition information in the applicant tracking system, ensuring candidates progress appropriately through each stage.
• Monitor recruiting activity and provide meaningful updates to leaders regarding pipeline strength, search progress, market challenges, candidate feedback, and potential risks to filling roles.
• Use recruiting data and market intelligence to identify trends and recommend adjustments to sourcing strategies, position requirements, compensation, or recruiting approaches.
• Manage external search firms and recruiting vendors when appropriate, setting clear expectations, leveraging outside resources selectively, and controlling costs.
• Collaborate with Human Resources, Compensation, business leadership, and other internal partners involved in the hiring process.
• Represent Credit One Bank at recruiting events, career fairs, campus events, professional associations, and other external talent-focused activities.
• Maintain knowledge of recruiting trends, sourcing technologies, talent-market conditions, and Talent Acquisition best practices.
• Support broader Talent Acquisition initiatives and continuous improvement efforts as needed.
• Perform other duties as assigned.

Requirements

• Minimum five years of progressive full-cycle recruiting experience, preferably including a combination of corporate and third-party agency/search experience.
• Proven experience independently managing a full recruiting desk, including requisition intake, sourcing, candidate assessment, interview management, offer negotiation, and closing.
• Experience recruiting across multiple organizational levels, with the ability to recruit early-career through senior leadership and/or executive-level talent.
• Demonstrated success recruiting for complex, specialized, or difficult-to-fill positions; Technology, Risk, Marketing, Finance, Operations, or other corporate functions are preferred.
• Strong direct-sourcing capability, including success identifying and engaging passive candidates.
• Experience with talent-market research, candidate mapping, competitive talent identification, and targeted outreach for specialized and senior-level searches.
• Strong interviewing and candidate-assessment skills, including structured, competency-based, and behavioral interviewing techniques.
• Ability to partner with hiring managers, executives, and senior business leaders by providing consultative recommendations on recruiting and talent decisions.
• Strong negotiation and candidate-closing skills, including experience navigating compensation expectations and complex offer discussions.
• Excellent verbal and written communication skills with credibility across organizational levels.
• Strong business judgment, organizational skills, sense of urgency, and the ability to independently manage multiple searches with competing priorities.
• Experience using recruiting metrics and market information to evaluate search effectiveness and guide recruiting strategy.
• Hands-on experience with applicant tracking systems, sourcing platforms, professional networking tools, and recruiting technologies.
• Proficiency with Microsoft Outlook, Word, Excel, and PowerPoint.
• Bachelor’s degree preferred or an equivalent combination of education and relevant professional experience.
• Experience in banking, financial services, or another highly regulated industry is preferred.

Technologies

• Applicant tracking systems
• Sourcing platforms
• Professional networking tools
• Recruiting technologies
• Microsoft Outlook
• Microsoft Word
• Microsoft Excel
• Microsoft PowerPoint
• Social media

Role Summary

• Manage full-cycle recruiting across a diverse portfolio of positions, from campus and early-career talent through professional, highly specialized, leadership, and executive-level roles.
• Operate from the Las Vegas headquarters as a full-desk recruiter, owning the recruiting lifecycle from intake and talent-market strategy through sourcing, assessment, offer negotiation, closing, and onboarding transition.
• Partner with hiring managers and senior leaders to understand current and future talent needs, develop search strategies, and deliver high-quality talent in a competitive marketplace.
• Balance early-career pipeline development with targeted searches for difficult-to-fill professional roles and engagement of passive senior-level or executive talent.
• Bring business acumen, sourcing expertise, candidate assessment strength, executive presence, urgency, and the ability to influence hiring decisions while maintaining an exceptional candidate and hiring-manager experience.

Additional Statements

• Credit One Bank, N.A. is a data-driven financial services company based in Las Vegas.
• Credit One Bank is an equal opportunity employer committed to diversity and inclusion and does not discriminate against employees or applicants because of age, race, religion, color, disability, sex, sexual orientation, or national origin.
• Reasonable accommodations can be made for those who require them, including access to job applications and workplace accommodations.
• Employment is based on mutual consent (at-will).
• Credit One Bank does not accept unsolicited resumes from agencies and is not responsible for related fees.
• Credit One Bank may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses; final hiring decisions are ultimately made by humans.