Senior Recruiter, Gametime

• The ideal candidate demonstrates expertise in innovative sourcing, data-driven hiring strategies, and fostering an inclusive recruitment process to support organizational objectives
• Recruitment Tools: Proficiency in applicant tracking systems (Greenhouse) and sourcing platforms (e.g., LinkedIn Recruiter)
• Sourcing Expertise: Skilled in leveraging advanced sourcing techniques to identify top talent
• Collaboration: Ability to partner effectively with hiring managers and other stakeholders
• Communication: Strong written and verbal communication skills, ensuring clarity and professionalism throughout the hiring process
• Critical Thinking: Proactive in identifying recruitment challenges and implementing effective solutions
• Data Analysis: Uses metrics to inform decision-making and optimize recruitment strategies
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience)
• Experience: 5+ years of full-cycle recruiting experience (filling both technical and non-technical roles) , with at least 2 years in senior-level roles
• Other Requirements: In-depth knowledge of employment laws and best practices in hiring compliance

Desirable

• The Senior Contract Recruiter is responsible for managing full-cycle recruitment across multiple departments, ensuring the attraction and retention of top-tier talent
• This role is instrumental in meeting critical hiring goals during a high-growth period, requiring strategic sourcing, stakeholder collaboration, and an unwavering commitment to delivering an exceptional candidate experience
• Full-Cycle Recruitment: Manage the end-to-end hiring process, from job requisition to offer acceptance, for various functions
• Strategic Sourcing: Utilize advanced sourcing techniques to identify and attract high-quality candidates from diverse talent pools
• Candidate Experience: Ensure a seamless and engaging experience for candidates through all stages of the hiring process
• Collaboration: Partner with hiring managers to understand role requirements, define recruitment strategies, and provide regular updates
• Data-Driven Hiring: Track, analyze, and report recruitment metrics to optimize processes and meet hiring goals
• Employer Branding: Represent the company as an employer of choice, showcasing culture and values throughout the recruitment process
• Compliance: Maintain adherence to employment laws and company policies during all recruitment activities
• Time-to-Fill: Achieve targeted time-to-fill metrics for open positions. Within eight weeks for non-technical positions and 11 weeks for technical roles
• Quality of Hire: Deliver high-caliber candidates that meet or exceed role requirements
• Candidate Satisfaction: Maintain a strong candidate experience score through feedback surveys