Senior Technical Recruiter

Technical Recruiter

100% Remote - working 8-5 PM PST

6-month-contract with possible extension and/or conversion

Full Time - 40 hours/week

Summary:

This Sr. Recruiter will focus on full life cycle recruitment for technology, data-analytics, and highly specialized roles to attract and hire exceptional talent. Utilizing in-depth knowledge and understanding of technical and non-technical roles, the Sr. Recruiter will identify and engage potential candidates, assess their qualifications and skills, and evaluate the potential fit between candidates and the organization.

The Sr. Recruiter will prioritize filling open positions by actively sourcing, screening and engaging qualified candidates to meet business needs and timelines. In addition, they will be responsible for creating and deploying effective recruiting strategies to engage with candidates and proactively source passive candidates to build pipelines. This role requires a high degree of effective consultancy and collaboration with internal key stakeholders.

Essential Job Functions:

• Source and recruit talent through a variety of methods, including but not limited to job postings, employee referrals, networking, and recruitment campaigns.
• On-camera video screening of candidates to evaluate candidates based on their technical qualifications and skills.
• Assist business leaders with negotiating offers and onboarding successful candidates.
• Track and effectively communicate recruitment metrics with regular updates to key stakeholders.
• Serve as a strong representative of Mercury’s culture and direction and ensure a positive applicant and onboarding experience.
• Develop and implement effective recruiting strategies to identify and engage passive and active candidates. Analyze market and industry data to remain familiar with the labor market.
• Establish effective partnerships with business leaders and Human Capital Business Partners to understand and prioritize talent needs, identify strategic talent attraction/development initiatives, and serve as a trusted advisor throughout the talent selection process.
• Establish and maintain relationships with industry contacts, such as alumni networks and professional organizations, to build a pipeline of technical talent. Effectively and proactively utilize media, internet sites, and social media to attract technical applicants.
• Possess depth of knowledge on both technology and data analytics emerging talent attributes and communicate effectively with respect to depth of understanding.
• Respond to questions from business leaders and Human Capital Business Partners regarding the status of openings.
• Drive operational excellence by keeping requisitions organized and accurate - updating statuses promptly, eliminating outdated details, and ensuring every candidate is tracked consistently through the hiring pipeline.
• Other functions that may be assigned

Education:

• Minimum: Bachelor’s degree in Human Resources, Business Administration, or related field.
• Preferred: PHR or SPHR certification preferred

Experience:

• Minimum: 5+ years of directly related experience recruiting for specialized and/or technical and non-technical positions or combination of education and experience
• Experience with iCIMS applicant tracking system
• Experience conducting on-camera video phone screenings
• Proven ability to manage and recruit for 15+ technical roles at any given time
• Availability to work Monday – Friday 8am – 5pm PST
• Recruitment experience in the Property & Casualty Insurance Industry is preferred

Skills & Abilities:

• Requires a proven track record in successfully managing full life cycle recruiting for highly technical and non-technical positions.
• Requires expert knowledge and proficiency in sourcing and building talent pools.
• Requires thorough knowledge of Human Resources disciplines, especially related to talent acquisition and talent development, and related regulatory requirements.
• Requires strong written and verbal communication skills and interpersonal skills to establish and maintain effective professional relationships with team members, business leaders, and prospective candidates.
• Requires planning and decision-making skills.
• Must have basic proficiency in Microsoft Office programs, including Word, Excel, and PowerPoint, and social media to source and network with qualified candidates, such as LinkedIn, Facebook, etc.
• Ability to track candidates through each stage of the hiring process and identify gaps or delays.
• Strong persuasion and negotiation skills are preferred.
• Strong attention to detail.
• Requires effective organizational skills.
• Requires demonstrated problem-solving skills.
• Requires demonstrated time-management skills with the ability to meet changing deadlines and competing priorities and the ability to work in a fast-paced environment.
• Requires the ability to operate with minimal direct supervision.
• Requires the ability to exercise sound judgment and discretion.
• Must be able to work well in stressful situations while performing multiple, concurrent tasks with frequent interruptions.
• Must be able to sensitively handle confidential information.
• Must be able to remain adaptable and flexible to business needs.