Senior Corporate Recruiter

New

JobgetherTalent acquisition

Based in the United StatesFull-TimeSenior

SalaryAnnual compensation ranging from $98,000 to $115,000

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Job Details

Experience: At least 8 years of recruitment experience in a corporate and/or agency environment

At least 8 years of recruitment experience in a corporate and/or agency environment.
Demonstrated expertise in full-cycle recruitment across multiple organizational levels and functions.
Strong experience recruiting for technology roles and understanding technical hiring requirements.
Ability to translate business priorities into talent acquisition strategies and manage recruitment from planning through placement.
Expertise in sourcing through professional networks, social media, job boards, referrals, and other channels, including engaging passive candidates.
Strong interviewing, screening, and evaluation skills.
Ability to build stakeholder relationships, influence hiring decisions, and provide data-informed recruitment guidance.
Understanding of compensation benchmarks and market trends, with offer development and negotiation skills.
Familiarity with applicant tracking systems, sourcing platforms, and recruitment workflow tools.
Ability to interpret recruitment metrics, identify process improvements, and communicate insights.
Strong time management, prioritization, and problem-solving skills, including the ability to manage multiple open positions and deadlines.
Ability to work effectively in a remote environment while maintaining communication, collaboration, and recruitment delivery standards.

Develop recruitment plans with senior leaders and hiring managers based on business objectives, workforce gaps, and anticipated hiring needs.
Manage the full recruitment lifecycle, from job intake and sourcing through screening, interviewing, offer negotiation, and placement.
Source and engage candidates through professional networks, social media, job boards, industry associations, referrals, and proactive outreach to passive candidates.
Conduct screenings, structured interviews, and assessments to evaluate candidates’ qualifications, technical capabilities, experience, and potential.
Advise hiring managers on job descriptions, sourcing strategies, interview techniques, candidate evaluation, and hiring decisions.
Develop and negotiate compensation packages using market data, candidate expectations, and internal guidelines.
Promote the organization’s employee value proposition and workplace culture to attract qualified talent.
Build and maintain candidate relationships and talent pipelines for current and future openings.
Monitor recruitment metrics, including time to fill and sourcing effectiveness, and share insights to improve hiring efficiency and quality.
Improve sourcing, selection, and candidate engagement processes using recruitment trends, technologies, and tools.

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