Sr. Recruiter

Overview

Job Summary: The Senior Recruiter is a strategic partner in the full lifecycle recruitment process, responsible for collaborating with hiring managers, sourcing top talent, and overseeing advanced recruiting initiatives. Acting as the lead recruiter, this individual provides subject matter expertise, mentors junior team members (e.g., Sourcers or Coordinators) in best practices, but does not have formal direct reports. The Senior Recruiter leverages market data, employer branding strategies, and robust networking to deliver high-quality candidates who align with organizational needs and culture.

Our Exceptional Benefits Plan includes:

• Supportive & Friendly Culture
• Medical, Dental, Vision coverage options
• Flexible Spending & Health Savings Account
• Company paid Life Insurance
• 401k with Employer Contribution
• Company paid Short/Long Term Disability
• Generous Paid Time Off program Holidays
• Career Growth Opportunities and Career Mapping
• Additional perks including Pet Insurance, Employee Assistance Program, Educational Assistance Program, Identity Theft Protection, Critical Illness Plans, Commuter Benefits and various employee discount offerings from our Vendors 
• Per diems available when traveling

Stratus is one of the nation’s largest brand implementation companies. We are made up of 1,100 employees nationwide who roll up their sleeves, dive into the details and bring our clients’ brands to life! We deliver versatile solutions for some of the nation’s largest and most recognized brands. From exterior signage & interior branding to site refresh & remodel, from energy & lighting to repair & maintenance solutions, we deliver ideal solutions to meet all our client's branding needs.

Responsibilities

Full-Cycle Recruiting

• Own and drive the recruitment process for assigned roles, from job intake and requisition creation to offer negotiation and acceptance.
• Partner with hiring managers to understand workforce planning needs, advising on job descriptions, compensation benchmarks, and candidate profiles.
• Manage candidate pipelines, ensuring timely and thorough communication throughout the interview process.

Strategic Sourcing & Market Research

• Develop and implement advanced sourcing strategies leveraging professional networks, social media, industry associations, and other channels.
• Provide guidance to the Talent Acquisition Sourcer on difficult or niche roles, offering insights and strategies to attract high-caliber talent.
• Stay current on labor market trends, competitor intelligence, and evolving technologies in recruitment, sharing insights with the broader team.

Candidate Experience & Stakeholder Management

• Champion a positive candidate experience, ensuring efficient scheduling, clear communication, and timely follow-up at every stage.
• Build strong relationships with hiring managers and senior leaders, acting as a trusted advisor on recruitment best practices and industry trends.
• Collaborate with the Talent Acquisition Onboarding Coordinator to facilitate a smooth transition from offer acceptance through the new hire’s first day.

Recruiting Metrics & Analytics

• Track and report key recruitment metrics (e.g., time-to-fill, cost-per-hire, source effectiveness), analyzing data to recommend process improvements.
• Leverage ATS (e.g., iCIMS) to maintain accurate, compliant, and up-to-date candidate records.
• Provide regular status updates to Talent Acquisition leadership and hiring managers, ensuring alignment on hiring goals and timelines.

Continuous Improvement & Employer Branding

• Identify opportunities for process enhancements within the recruiting workflow, championing best practices in scheduling, candidate assessment, and employer brand messaging.
• Partner with marketing or HR teams on employer branding initiatives, including career site content, social media campaigns, and job fair/event representation.
• Develop and refine interview guides, scoring rubrics, and recruitment training materials to ensure consistency and compliance.

Team Collaboration & Mentorship

• Serve as a resource and coach to more junior TA team members, providing feedback on sourcing, screening, and communication techniques.
• Collaborate and lead on cross-functional projects (e.g., diversity initiatives, system implementations) that enhance the overall talent acquisition function.
• Offer insights and recommendations on complex or specialized hiring needs, contributing to strategic discussions at a senior level.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business, or related field; or equivalent relevant experience.
• 3–5 years of full-cycle recruiting experience, preferably in a corporate environment.
• Demonstrated success in hiring diverse and high-performing talent across multiple functions (e.g., operations, technical, creative).

Technical Proficiency

• Solid experience with Applicant Tracking Systems (e.g., iCIMS) and other recruiting technologies.
• Strong skills in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
• Familiarity with social media recruiting platforms (LinkedIn, Indeed, specialized job boards).

Soft Skills & Competencies

• Outstanding communication skills (written and verbal), with the ability to build trust and credibility among candidates and internal stakeholders.
• Excellent time-management, organizational, and prioritization abilities, particularly when dealing with competing requisitions.
• Strong analytical skills with the ability to interpret data, derive actionable insights, and present findings to leadership.
• Ability to adapt in a fast-paced, ever-changing environment, and effectively manage multiple high-priority searches simultaneously.
• Professional, customer-focused approach; high level of confidentiality and integrity.

Physical & Mental Demands

• Ability to sit or stand for extended periods while working on a computer.
• High level of concentration and ability to adapt to shifting priorities or deadlines.

Working Conditions

• Primarily operates in a professional office setting (remote/hybrid may apply depending on company policy).
• Typical business hours (Monday–Friday), with flexibility to accommodate after-hours calls or interviews.
• Some travel for career fairs, conferences, or onsite recruiting events may be required.

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