Senior Corporate Recruiter

The Senior Corporate Recruiter will lead strategic talent acquisition initiatives, with a particular focus on technology recruitment, to support business growth and organizational success. In this role, you will manage the full recruitment lifecycle, from workforce planning and proactive sourcing to candidate assessment, offer negotiation, and successful placement. You will partner closely with hiring managers and senior leaders, providing data-driven insights and guidance to identify talent needs and make effective hiring decisions. Through innovative sourcing strategies, strong candidate relationships, and inclusive recruitment practices, you will help build a diverse and high-performing workforce. This opportunity is ideal for an experienced recruiter who thrives in a fast-paced, results-oriented environment and is motivated to improve recruitment efficiency, strengthen employer branding, and deliver an exceptional candidate experience.

• Professional Experience: At least 8 years of recruitment experience in a corporate and/or agency environment, with demonstrated expertise in full-cycle recruitment across multiple organizational levels and functions.

• Technology Recruiting Expertise: Strong experience recruiting for technology roles, including the ability to understand technical hiring requirements and identify qualified candidates in competitive talent markets.

• Strategic Recruitment Skills: Proven ability to translate business priorities into effective talent acquisition strategies and manage recruitment activities from planning through placement.

• Sourcing Proficiency: Expertise in candidate sourcing through professional networks, social media, job boards, referrals, and other channels, including the ability to engage passive candidates.

• Candidate Assessment: Strong interviewing, screening, and evaluation skills, with the ability to assess qualifications, role alignment, and potential for success.

• Hiring Manager Partnership: Demonstrated ability to build trusted relationships with stakeholders, influence hiring decisions, and provide practical, data-informed recruitment guidance.

• Compensation and Negotiation: Understanding of compensation benchmarks, market trends, and offer development, with strong negotiation skills and the ability to balance candidate expectations with organizational guidelines.

• Recruitment Technology: Familiarity with applicant tracking systems (ATS), sourcing platforms, and other tools used to manage and optimize recruitment workflows.

• Data Analysis and Reporting: Ability to interpret recruitment metrics, identify process improvements, and communicate insights that support better hiring decisions.

• Communication and Relationship Building: Excellent verbal and written communication skills, strong networking capabilities, and the ability to establish productive relationships with candidates and internal stakeholders.

• Organization and Adaptability: Strong time management, prioritization, and problem-solving skills, with the ability to manage multiple open positions and competing deadlines in a fast-paced environment.

• Ownership and Results Orientation: A proactive, accountable approach to delivering hiring outcomes, improving recruitment processes, and contributing to team objectives.

• Inclusive Hiring Mindset: Commitment to fair, consistent, and inclusive recruitment practices that help attract a broad range of qualified candidates.

• Remote Work Readiness: Ability to work effectively in a remote environment while maintaining strong communication, collaboration, and recruitment delivery standards.