Senior Corporate Recruiter-Full-Cycle Recruiting & Talent Acquisition
rose internationalHenrico (VA)
Senior Corporate Recruiter-Full-Cycle Recruiting & Talent Acquisition
Posted today
rose internationalHenrico (VA)
SENIORITY
Senior
About the role
Corporate Recruiter / Talent Acquisition Partner
Required Education: High school diploma or equivalent
Required Qualifications:
At least 3 years of experience in recruiting Experience of sourcing product or business analyst candidates 3 years of experience in human resources 3 years of client consulting experience
Preferred Qualifications:
- 4+ years of experience in Corporate Recruiting – full life cycle, research, and sourcing 2+ years' experience consulting with multiple hiring managers at once while developing and enhancing excellent working relationships with those managers and their teams
- Ability to influence and drive results in a fast-paced environment
- Ability to use innovative techniques to attract and recruit diverse talent
- Experience in compensation and general HR requirements as related to hiring
Overview:
This role is responsible for managing the full-cycle recruiting process, from sourcing and screening candidates to offer negotiation and placement. The recruiter will partner closely with multiple hiring managers and business stakeholders to understand hiring needs, develop effective sourcing strategies, build diverse talent pipelines, and deliver quality hires. The ideal candidate has at least 3 years of recruiting, HR, and client consulting experience, with strong stakeholder management, candidate engagement, compensation knowledge, and the ability to thrive in a fast-paced corporate environment.
Responsibilities:
- Partner with hiring managers and business, group or organization leads, and key stakeholders to understand unique talent needs
- Manage the full lifecycle recruiting process and hiring deliverables.
- This will include creating compelling position descriptions, sourcing diverse candidate pipelines, marketing client's talent brand to attract top talent, screening candidates, advising business partners on the recruiting process, and negotiating job offers
- Candidate management - develop and execute sourcing plans to identify and recruit top talent, owning the candidate development process from identification and engagement to offer extension and closing
- Work cross-functionally across a team of high performing recruiters and promote a culture of inspiration, empowerment and inclusion
- Leverage recruiting data to proactively provide status updates and hiring results to leadership and HR partners
- Source stellar candidates.
- Look beyond direct applications and leverage search engines, career sites, recruiting events, and other innovative sourcing techniques to find the best talent in the market
Before you apply
Applying takes about a minute. These four things decide how fast it moves after that.
Your profile is current
It's what we read first. Occupations, seniority and locations matter more than a long history.
Two examples you can talk through
Not a portfolio — just two pieces of work where you can explain the decisions and what you'd change.
A number in mind
What you're on now and what would make you move. We negotiate better when we know both.
Your notice period
Employers plan around it, and it's the question that stalls offers most often.
Once you apply, someone reads it and calls you before anything reaches the employer — usually within two working days.