Senior Recruiter

Jobgether; United States; À distance; USD 90 000 - 140 000; Plein temps

Avantages offerts par ce poste

Professional development

Career advancement

Mentorship opportunities

Strategic impact

Collaborative environment

Tech-enabled recruitment

Inclusive workplace

Candidate-focused culture

Résumé du poste

Jobgether is seeking a strategic Talent Acquisition leader in the United States to guide end-to-end recruitment across functions. You will run intake sessions with hiring managers, translate requirements into actionable search plans, and build a scalable talent pipeline to fill current openings.

You will deliver market insights, partner with stakeholders, optimize offers, mentor team members, and uphold an inclusive, candidate-focused hiring process that strengthens Jobgether's employer brand.

Qualifications

• Extensive experience in talent acquisition with a track record of successful hires in corporate, RPO, or agency settings.
• Full-cycle recruitment expertise from intake to offer development.
• Ability to identify qualified candidates through targeted sourcing and market research.
• Proficiency with ATS and social media recruitment tools.
• Strong stakeholder management and communication skills.
• Knowledge of HR principles, recruitment metrics, and fair hiring practices.
• Confidentiality and professional approach in handling candidate data.
• Ability to coach recruiters and improve recruitment processes.

Responsabilités

• Lead intake meetings to define role requirements and priorities.
• Provide labor market insights and sourcing recommendations.
• Develop recruitment marketing and targeted sourcing plans.
• Evaluate candidate profiles and deliver shortlists.
• Build and maintain talent pipelines.
• Manage candidate engagement and communications.
• Collaborate with hiring managers on offers and compensation guidance.
• Advise leadership on recruiting improvements.
• Monitor progress and report updates to stakeholders.
• Mentor recruiters and share best practices.
• Represent the employer brand professionally.
• Apply HR processes to ensure high-quality hiring outcomes.

Connaissances

Interpersonal communication

Stakeholder management

Strategic thinking

Market intelligence

Hiring trends analysis

Coaching/mentoring

Multitasking

Negotiation skills

Formation

Bachelor's degree in business, management, HR, or related field

Outils

ATS (Applicant Tracking System)

Social media recruiting tools

Description du poste

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.