Sr. Technical Recruiter

Advancing the World’s Technology Together
Our technology solutions power the tools you use every day--including smartphones, electric vehicles, hyperscale data centers, IoT devices, and so much more. Here, you’ll have an opportunity to be part of a global leader whose innovative designs are pushing the boundaries of what’s possible and powering the future. 

We believe that innovation and growth are driven by an inclusive culture and a diverse workforce. We’re dedicated to empowering people to be their true selves. Together, we’re building a better tomorrow for our employees, customers, partners, and communities.

What You’ll Do

Samsung Semiconductor is seeking a collaborative, devoted and resourceful full-time recruiter to support hiring across various functions of our business units. 

The Senior Technical Recruiter implements and executes high impact recruitment strategies to fill the top of funnel, effectively manages every candidate workflow stage to hire highly qualified candidates for all assigned reqs. Our Senior Technical Recruiter must have a deep passion to strive for delivering the highest level of customer satisfaction and applicant/candidate experience.

Location: Hybrid, working onsite at our San Jose, CA office three days a week with the flexibility to work remotely the remainder of your time 

• High-performing Sr Recruiter – Recruiters must have a deep passion to strive for the highest level of customer satisfaction and applicant/candidate experience. We expect a Sr. Recruiter to embed themselves w/in their client groups executing Full-Cycle Recruitment Strategies; clearly understanding their product domains/technologies, they must thoroughly conduct intake discussions following SLA’s and Hiring Manager Checklists defining role(s) and skillset(s) their leader(s) are seeking to hire for, Sr Recruiters are expect to be strategic trusted partners executing passive pipelining / sourcing strategies, candidate attraction/engagement, to effectively negotiating (art of negotiating) a win win for their client groups and the candidate. Participate in headcount forecasting and prioritization conversations, leveraging this position to help to collaboratively balance top of funnel campaigns, competitive response, and outreach initiatives.
• Inspire operational excellence – Ability to manage an average req load of 20. Regularly manage pipeline activity, maintain data integrity, and proactively share data-centric updates with Hiring Managers and Leaders. Senior Recruiters are expected to consult hiring managers on candidate immigration or export license requirements as well as immigration process and export license process timelines. They are expected to achieve targeted individual KPI’s and meet designed scorecard performance metrics.
• Execute a Positive Candidate Experience – Develop relationships with candidates and guide them through the interview process with an emphasis on timeliness, professionalism, empathy, and transparency.
• Sourcing – Deliver cost effective, creative sourcing and pipeline development leveraging a number of tools; LinkedIn Recruiter, SeekOut, Greenhouse ATS DB, Patent and Publication Searches etc. Develops/maintains relevant industry relations with engineering groups to generate candidates. Represent the organization at strategic recruiting events and professional association conferences.
• Selection– Ensure best practice assessment and selection techniques are used, and are meeting the clients’ needs.
• Art of Negotiation / Closing – Ability to effectively selling Samsung’s EVP and creatively close offers to secure critical talent.
• Be a culture champion – Champion, role model, and embed Samsung Semiconductor's cultural principles focus on Collaborate, Innovate and Grow as well as HR’s Cultural Principals of Speed, Thoroughness, Innovation, and Collaboration.
• Help execute diversity initiatives for the company – Execute on quarterly hiring goals with a focus on acquiring top diverse talent to meet our current and future hiring needs.

Key Functions

• Provide guidance to hiring managers and the larger Talent team. Recommend creative and effective sourcing strategies. Proactively keep candidates warm and interested – build strong talent pipelines
• Identify talent acquisition change opportunities with leadership.
• Highly proficient in talent acquisition practices. Strong grasp of effective channels for sourcing candidates. Effective negotiator. Seek and reach win- win outcomes. Current on market trends for talent and external best practices in talent acquisition. Provides guidance on importance of strong plan