Recruiter II

• The Recruiter II will be responsible for all levels of talent acquisition, recruiting, and recruitment programs, procedures, and plans.
• Serve as consultant and partner staying current on business and market trends, assisting on both the strategic and tactical level.
• Possesses strong understanding of client needs and hiring conditions external and internal. Provides advice, expertise and assistance to all levels of personnel both internal and external on various recruiting/talent acquisition related issues.
• Serves as trusted member of Global HR organization driving great partnerships with internal & external customers.
• Provides sourcing and candidate generation to hiring managers across multiple teams, organizations and locations.
• To be great in this role the candidate must be able to successfully manage, prioritize and close searches against a timeline and have experience setting benchmarks, metrics, and understand how to prioritize to hit all SLAs.
• They thrive in an innovative, fast-paced environment, can roll up their sleeves, work hard, have fun, and get the job done.

Responsibilities

• Partner with hiring teams to build effective Tech sourcing, assessment, and closing approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment.
• Be able to recruit passive tech candidates and possess the mentality to "profile people and gauge chemistry of candidates for fit and understand their motivation" rather than sell a role.
• Possess strong ability to screen interview candidates within the framework of the position specifications and prepare an ideal candidate slate within an appropriate and consistent timeline.

• Build and maintain network of potential candidates through pro-active market research and on-going relationship management; conducts in-depth interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences through high offer-to-interview ratios.
• Communicate effectively with the hiring manager and interview team to ensure preparedness during the interview process. Share and exchange information with all levels of management.
• Effectively manage relationships with agencies
• Design and drive employee referral programs
• Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of the company, implementing any new processes and fine-tuning standard processes for recruiting that fits within EagleView’s mission to deliver the highest quality results to the customer.
• Provide a great candidate experience and act as a candidate advocate.
• Conduct analysis and report on key recruitment metrics to appropriate business leaders
• Articulate in writing a plan with deliverable, timelines and a formal tracking process.
• Participate in special projects/recruiting initiatives including assessment of best practices in interviewing techniques, leveraging of internal sources of talent and identification of top performers for senior-level openings.