Senior Technology Recruiter

ABOUT US  

At HUB International, we are a team of entrepreneurs. We believe in protecting and supporting the aspirations of individuals, families, and businesses. We help our clients evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees to learn, grow, and make a difference. Our structure enables our teams to maintain their own unique, regional culture while leveraging support and resources from our corporate centers of excellence.  

HUB is one of the largest global insurance and employee benefits broker, providing a boundaryless array of business insurance, employee benefits, risk services, personal insurance, retirement, and private wealth management products and services. With over $5 billion in revenue and almost 20,000 employees in 600 offices throughout North America, HUB has grown substantially, in part due to our industry leading success in mergers and acquisitions. 

Position Summary:

The primary focus of the Senior Technology Recruiter is to help our Information Technology leaders find the best candidates to drive HUB’s short and long-term business goals.  This role serves as a HUB ambassador and develops innovative and aggressive methods to source, evaluate, and pipeline candidates.  This role is dedicated to delivering an exceptional experience for both candidates and hiring managers by quickly identifying talent needs, sourcing top-tier candidates, effectively communicating HUB’s value proposition, and designing and advising on optimal recruitment strategies. 

The Senior Technology Recruiter is a consummate sales professional.  They foster and cultivate relationships with key candidates and large talent pools to help accelerate business results. This role interacts and is expected to build relationships with a wide range of hiring managers, from front line supervisors to executive C-level leaders.  This full lifecycle recruiting position is hands-on and requires strong knowledge of recruiting systems, tools, and resources as well as solid project management, influencing, and sales skills.

Key Responsibilities:

• Build relationships with hiring managers at all organizational levels to review and understand the function, business needs, and best qualifications to fill open roles.
• Identify and assess external and internal talent to determine potential fit with the role and culture.
• Generate ideas, leverage resources, and share information that creates an effective search and sourcing process. 
• Creatively leverage best practices to research, source, attract, and connect with potential candidates to develop a diverse pool of qualified candidates. 
• Proactively conduct research and investigate new ideas to find "passive" candidates.
• Source active candidates from online databases, lists, internal databases, job boards, social media outlets, and referrals. 
• Screen candidates for availability, interest level, relocation needs, qualifications, and cultural fit.
• Participate in Corporate TA and enterprise-wide projects and initiatives related to Talent Acquisition or other areas of HR.
• Coach and mentor recruiters and other HR professionals as a subject matter expert.
• Communicate effectively with hiring managers throughout the recruiting process.
• Utilize the CRM (Phenom) to track and communicate to candidates, develop pipelines, and create campaigns. 
• Ensure appropriate alignment and controls with administrative process when auditing candidate data. 
• Initiate candidate assessments and background checks. 
• Close out candidates in a timely fashion. 
• Track recruiting processes within Workday Recruiting to adhere to OFCCP guidelines for internet applicants, ensuring accuracy in reporting. 
• Flex recruitment to other lines of business, as assigned.

Qualifications and Experience:

• Bachelor’s degree in related discipline (e.g., Human Resources, Business, or equivalent). 
• Minimum of 5–7 years of full-cycle recruiting experience, with a focus on technical roles (e.g., software