Senior Recruiter

About Us

The Role

Purpose and Position in Organisation The Senior Recruiter will support client hiring managers with filling their vacancies to target start dates, ensuring all quality thresholds and SLA/KPIs are met. They will deliver excellent recruitment services to the client in line with agreed service levels, acting as the custodian of candidate quality and the hiring manager experience, working in conjunction with colleagues in teams such as Sourcing and Administration. Senior Recruiters will be aligned to high-touch client business units or stakeholder groups that require additional attention. This may involve more rounds of interviews, more data/insight-led consultation, more complex offer negotiation, intricate reward structures, or interfacing with more senior hiring managers. They will follow a high-touch workflow, investing more time at each stage of the recruitment process than a Recruiter. Reports to Team Leader or Manager - Client Services People Manager No Career Level 3 - Principal Performance Outcomes / Accountabilities Stakeholder Relationships: • Maintain or achieve x% improvement on average annual Client CSAT score • Maintain or achieve x% improvement on average annual Candidate CSAT score Recruitment Delivery: • x% compliance against client SLAs/KPIs • Achieve/exceed monthly hiring/productivity target Technology and Compliance: • x% data integrity and reporting accuracy for all required ATS and CRM/manual tracker data fields • x% compliant with all relevant legislation/client compliance/AMS Business Assurance requirements

Key Accountabilities

Client Stakeholder Relationships • Create and maintain trusted partner relationships with Senior hiring managers/stakeholders. Independent execution of the end-to-end delivery of recruitment services to them, providing counsel, advising through insight and SME knowledge on the recruitment process and ensuring that timelines are correctly identified and met • Lead discussion on attraction strategies, working with Sourcing and hiring managers to correctly identify approach based on market and hiring demands • Make recommendations for best fit and skills profile, coaching hiring managers on what may or may not be achievable Internal Stakeholder Relationships • Monitor funnel metrics in partnership with Sourcing to ensure bottlenecks are identified and addressed ahead of time • Collaborate effectively with relevant teams, such as Sourcing and Administration teams to ensure a smooth client and candidate experience • Coach and mentor Recruiters, Sourcers and Administrators on best practice approaches and client culture, supporting them in achieving success in their roles Recruitment Delivery • Take full ownership to ensure the recruitment service is delivered in line with contractual obligations and client service level agreements • Lead vacancy consultation discussions in partnership with the Sourcer to agree the recruitment plans with hiring managers– this includes role requirements, sourcing strategy, DEI requirements, pay range, agreed timeframes, responsibilities of all involved, and the selection process • Collaborate with Sourcing team on the iterative process of narrowing down high-quality candidate and jointly review the shortlist with the hiring manager • Deliver excellent candidate experience in conjunction with the Sourcer; managing candidate satisfaction with the recruitment experience, from initial interview to start date • Support the hiring manager with hiring decisions and guide them in determining an appropriate offer; lead the (often complex) offer process and negotiations to close the candidate • Anticipate potential stakeholder issues within own area of expertise, taking action to address, and using judgement to escalate appropriately • Proactively manage the future demand by facilitating demand planning meetings to discuss forecasts with client resourcing lead team • Support development of Assessment Centre plan, where needed • Build proactive pipelining strategies and share insights with hiring managers to support strategic decision-making and execution outside of live demand. Reports regularly on progress of Talent Pool • Share and implement knowledge gained from other teams to enhance own recruitment delivery • Actively participates in, or co-ordinates projects outside direct remit of responsibility • Outline recommended continuous improvement actions and upselling opportunities to Manager – Client Services, including quantifying impact

Skills & Experience

• Experience of end to end recruitment delivery with expertise in at least one market sector • Understanding of attraction strategies and candidatesourcing strategies (e.g. web sourcing, networking, advertising and database searching) • Experience of using recruitment technology • Working knowledge of legislation affecting area of work (e.g. age discrimination, employment risks for contractors, OFCCP) • Experience of working within a highly complex or matrixed organisation • Experience of working with remote teams • Experience of using databases • Additional language skills

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