Roles and Responsibilities

Understands the Amazon candidate profile and able to apply multiple sourcing methodologies for the role(s) to be hired.

Develop effective, long-term client-team and/or candidate relationships to build prospective networks, garnering positive feedback.

Uses external talent pipeline and trend data to engage Client Leads and/or client teams to have productive discussions about sourcing opportunities and hiring process improvements.

Help on-board, train, and develop team members.

Understand the Amazon candidate profile and are able to apply multiple sourcing methodologies (e.g., iCIMS, Beamery, LinkedIn, ad-hoc reporting, diversity data, etc.) for the client teams and roles.

Using data, funnel metrics, and domain expertise in at least one area, able to accurately identify, engage, and assess candidates at all levels.

Determine candidate fit for difficult, multiple-team requisitions for which sourcing strategies may be partially defined.

Experiments different methodologies to engage candidate groups (e.g., events, conferences, online communities, etc.); able to develop effective, long-term client-team and/or candidate relationships to build prospective networks, garnering positive feedback.

Drive positive candidate experiences by influencing client teams to follow sourcing best practices, such as effective job descriptions, messaging, and clear value propositions, and providing excellent experiences directly to the candidate.

Educate hiring managers and interviewers on sourcing methodologies (e.g., sourcing channels, phone screen training, online assessment, code review training, MGHD, SFI, etc.), improving their hiring effectiveness and metrics.

Identify and build partnerships with client teams who may be better suited to hire a specific candidate (e.g. embedded software development vs. fungible).

Own or set and contribute to sourcing strategies that increase the volume of leads for client teams referral drives, networking events, competitor lay-off/redundancy, open-source communities, etc.).

Monitors external talent pipeline and trends (e.g., competition, costs, productivity, and retention).

Own one or more recruiting programs, partnering with client teams, which improve candidate engagement (e.g. diversity. conference selection, external and/or internal talks, sourcing strategy or referral sessions, employee referrals, job board licenses, etc.)

Deliver reporting and/or are able to present to stakeholders, on candidate slates, competitor intelligence and analysis (e.g., job-title or product mapping, competitor benefits and perks, compensation, relocation packages, etc.).

Adhere to timelines and minimize disruption to client teams. You proactively mitigate risks (missing pipeline goals, candidate pre-closing, candidate experience, missing SLAs, etc.).

Accelerate progress by driving crisp and timely decisions, clearing blockers (e.g., MGHD or SFI

100% process compliance

Desired Candidate Profile

Minimum 5+ years (For Recruiter I) and 10 years (Recruiter II) of progressive full-lifecycle recruiting experience with an international corporate and/or search firm environments.

*Tech recruiting experience is a MUST

Working knowledge of Social media recruiting and should be updated with current market trends.

Possess strong analytic skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team Relentless client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships.

Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.

Must have experience with building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research.

Possess strong analytic skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team Relentless client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships.

Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.

Must have experience with building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research.