Senior Talent Acquisition Specialist

About the Team/Role

Our Global Talent Acquisition team is at the forefront of attracting, sourcing, and hiring the exceptional talent that drives our business forward. We provide a best-in-class experience for candidates and hiring teams, balancing high performance with a collaborative culture.

We are looking for a Senior Talent Acquisition Specialist to drive end-to-end recruitment strategies for our complex Sales, Marketing, and Operations requisitions. In this senior role, you will serve as a strategic talent partner to senior leadership, leveraging ATS and CRM technologies to build high-performing talent pipelines, mentor junior team members, and optimize recruiting workflows. This is a high-impact position ideal for a seasoned recruiter who thrives on data-driven sourcing, talent advisory, and continuous process improvement in a fast-paced global organization.

How You’ll Make an Impact

• Lead full life-cycle recruiting for complex, high-priority sales and corporate business functions, serving as a trusted strategic advisor to senior leadership and hiring managers.

• Conduct comprehensive intake meetings to define role requirements, establish SLA timelines, coach hiring teams on advanced interview techniques, and set competitive market expectations.

• Architect creative, multi-channel sourcing strategies using LinkedIn Recruiter, Phenom CRM, and proactive outreach to build robust, diverse pipelines for critical enterprise roles.

• Conduct rigorous candidate evaluations focused on core competencies, leadership potential, and culture alignment; craft competitive compensation offers, navigate complex counter-offers, and close top-tier candidates.

• Identify and resolve recruitment funnel bottlenecks, recommend process optimizations, and leverage automation to improve metrics like time-to-fill, quality-of-hire, and candidate conversion rates.

• Deliver a high-touch, transparent experience for all candidates while advocating for employer brand consistency across every touchpoint.

• Ensure precise tracking across Workday ATS and Phenom CRM, maintaining strict compliance with EEO, ADA, affirmative action guidelines, and global hiring regulations.

• Serve as a subject matter expert within the GTA team, sharing best practices and supporting the onboarding and development of junior talent acquisition team members.

Experience You’ll Bring

Minimum Qualifications

• 5+ years of full life-cycle recruiting experience in a corporate or high-growth environment, with a proven track record handling senior-level enterprise roles.

• Advanced expertise sourcing and closing roles within Sales (Enterprise Account Executives, Leadership, SDRs) and Business Operations (Marketing, HR, Finance).

• Hands-on proficiency with Workday ATS and candidate relationship management tools like Phenom CRM.

• Advanced skills using LinkedIn Recruiter, boolean search methods, and modern sourcing tech stacks.

• AI & Tech Aptitude: Proven track record of leveraging AI tools (ChatGPT, Gemini, Copilot, Claude, AppScripts) to streamline recruitment workflows, synthesize talent market data, and enhance candidate engagement strategies with strong critical evaluation skills.

Key Competencies

• Strategic Influence: Ability to build strong relationships, push back constructively, and influence VP-level stakeholders.

• Advanced Negotiation: Mastered negotiation techniques capable of closing passive, highly sought-after candidates in competitive markets.

• Data-Driven Strategy: Ability to translate recruitment metrics into actionable insights to optimize hiring funnel velocity and quality.

• Agility & Resilience: High capability to manage competing priorities, complex requisitions, and dynamic business pivots smoothly.

GTA Guiding Principles & Behaviors

• Be Authentically Transparent: Build trust through open, honest communication with candidates and managers.

• Seek and Hire the Best Talent: Maintain bar-raising standards for every team we touch.

• Innovate and Simplify: Find smarter, streamlined ways to work and reduce recruiter/candidate friction.

• Take Ownership: Own the outcome from initial kickoff to successful candidate onboa