Senior Recruiter II

At StubHub, we help fans connect with live experiences. Our Talent team hires the people who make that possible, and continually improves how we find, engage, and hire exceptional talent.

We’re looking for an experienced Senior Recruiter who takes ownership quickly, brings structure to ambiguity, and drives searches forward independently. You’ll own full-cycle recruiting across technical and business functions, moving between teams as hiring priorities evolve. Hiring leaders will look to you for informed recommendations, strong execution, and an honest view of what it will take to make the right hire.

A strong technical recruiting foundation is especially valuable here. You don’t need to have recruited for every function, but you should know how to learn a new discipline, ask the right questions, and build a credible search strategy. You’ll have teammates to collaborate with and learn from, along with the autonomy and accountability to lead your work.

AI is an essential part of how we operate. We expect you to use it thoughtfully, challenge its output, and help build repeatable workflows that improve recruiting quality and efficiency. Your impact will come from both the hires you deliver and the improvements you bring to how our team works.

• →Own searches from intake through close. Independently manage a portfolio of roles across technical and business teams. Establish priorities, build search plans, anticipate obstacles, and keep hiring moving without waiting for direction.
• →Turn business needs into clear hiring criteria. Lead intake and calibration conversations that clarify what the person needs to accomplish, which capabilities matter, and where the team can be flexible. Translate those decisions into targeted sourcing and effective interview plans.
• →Build pipelines proactively. Combine direct sourcing, market mapping, referrals, and AI-assisted research to engage qualified candidates. Assess pipeline quality early and adjust your approach when results fall short.
• →Become effective in unfamiliar disciplines. Learn the business context, talent market, and candidate motivations behind each search. Build enough fluency to assess relevant experience, engage candidates credibly, and advise hiring managers.
• →Influence hiring decisions. Bring market intelligence, candidate evidence, and recruiting data to conversations with hiring leaders. Challenge assumptions constructively, surface tradeoffs, and recommend solutions to stalled searches.
• →Create a candidate experience that earns trust. Understand candidates’ goals, communicate the opportunity honestly, prepare them for interviews, and provide timely updates. Maintain strong relationships throughout the process.
• →Lead closing and offer negotiations. Identify motivations and potential obstacles early. Partner with hiring leaders and compensation partners to develop offers, navigate negotiations, and secure acceptances.
• →Put AI to practical use. Use approved tools to support research, sourcing, personalized outreach, interview preparation, and pipeline analysis. Give tools clear context, verify their output, and remain accountable for your recommendations and communications.
• →Improve how the team recruits. Identify repetitive work and process bottlenecks, test improvements, and share effective prompts, templates, and workflows. Evaluate whether changes improve quality, save time, or accelerate hiring.
• →Keep execution disciplined and visible. Maintain accurate ATS records, communicate pipeline health and risks, and use funnel data to guide action. Partner effectively with recruiting coordinators and hiring teams, and share knowledge that helps colleagues succeed.

• Recruiting successfully across both technical and business functions.
• Agency experience that strengthened your sourcing, pace, and closing skills.
• Creating reusable recruiting workflows or helping teammates adopt new tools.
• Experience with Greenhouse, Metaview, or comparable recruiting platforms.