Senior Recruiter, Talent Acquisition

Role Overview

The Senior Recruiter serves as a strategic talent advisor to business leaders, responsible for delivering high-impact hiring across technical, managerial, and Director-level roles. This role goes beyond execution requiring executive presence, market intelligence, and the ability to influence workforce decisions while building sustainable talent pipelines for current and future business growth.

Key Responsibilities

Strategic & Executive-Level Hiring

• Lead end-to-end recruitment for complex technical, leadership, and Director-level positions across functions
• Partner closely with senior leaders to understand business strategy, workforce plans, and critical capability needs
• Provide consultative guidance on role design, talent availability, compensation benchmarking, and hiring trade-offs

Advanced Talent Sourcing & Market Intelligence

• Develop proactive sourcing strategies for scarce technical and leadership talent using direct search, networking, referrals, and market mapping
• Leverage talent intelligence to advise leaders on competitor movement, talent trends, and emerging skillsets

High-Caliber Candidate Assessment

• Conduct in-depth executive and technical assessments evaluating leadership capability, strategic thinking, cultural alignment, and impact potential
• Calibrate candidate quality with hiring leaders to ensure consistently high hiring standards

Pipeline & Workforce Planning

• Build long-term pipelines for critical roles and succession-relevant capabilities
• Anticipate future talent needs aligned with business growth and transformation initiatives

Executive Stakeholder Partnership

• Operate with strong executive presence when engaging Directors, VPs, and senior leadership teams
• Influence hiring priorities, timelines, and decisions through data, insights, and market realities
• Drive alignment across HR partners, compensation, mobility, and workforce planning

Recruitment Excellence & Governance

• Own hiring outcomes ,including quality of hire, time to fill, diversity goals, and candidate experience
• Ensure compliance with employment regulations, internal policies, and recruitment best practices

Data-Driven Performance & Continuous Improvement

• Analyze recruitment metrics to improve hiring effectiveness and predict talent risks
• Introduce innovative sourcing approaches, technology, and process enhancements

Employer Brand & Candidate Experience

• Serve as a brand ambassador delivering a high-touch, professional experience for senior-level candidates
• Strengthen leadership hiring reputation within competitive talent markets