- Own full-cycle recruiting across a broad portfolio of requisitions spanning Customer Operations, Go-to-Market, Corporate, and Engineering/Technical functions — from individual contributor through Senior Director level.
- Demonstrate versatility across functional domains: fluent in the talent markets, role profiles, and hiring criteria relevant to each function you support.
- Run a strategic kickoff — not just an intake — that co-builds search strategy, establishes a skills-based success profile, and sets clear expectations with the hiring manager before sourcing begins.
- Evaluate candidates for what they can do and learn, not just what their resume reflects; challenge credential-matching mindset with structured, evidence-based assessment.
- Negotiate and extend competitive offers, navigating complexity around compensation, competing offers, and candidate concerns with confidence and market grounding.
- Challenge hiring manager assumptions and reframe search parameters with external market data and internal funnel insights — before the search launches, not after it stalls.
- Manage stakeholder relationships across all levels — from individual hiring managers and team leads through Directors, VPs, and senior business leaders — adapting communication style, depth of insight, and advisory approach to the audience.
- Develop targeted sourcing strategies using competitive intelligence, talent mapping, Boolean search, LinkedIn Recruiter, and other AI-enabled resources— tailored to each role and talent market.
- Conduct data post-mortems on closed requisitions — identify patterns, surface root issues, and bring actionable recommendations to the team; not just observations.
- Lead at least one meaningful contribution per cycle that benefits the whole TA function — a sourcing playbook, intake framework, assessment guide, SME documentation, or process improvement that teammates actually adopt.
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