20192 – Lead Technical Recruiter

Hyundai Autoever America•Savannah, GA

10d•$85,260 - $131,300

About The Position

Hyundai AutoEver America (HAEA) is the IT powerhouse behind Hyundai Motor Corporation, providing IT services and support to top brands. HAEA offers a global and collaborative environment focused on innovation and shaping the future of mobility. The company understands IT's crucial role and aims to deliver high-quality solutions while connecting Hyundai's Global Headquarters with North American operations. HAEA is a place for passionate technologists to grow their careers and be part of automotive innovation. This role is responsible for driving and elevating the regional and enterprise recruiting strategy across critical technical and business functions. It involves full-cycle recruiting execution, leading hiring initiatives, influencing stakeholders, and building scalable talent acquisition programs. The ideal candidate will possess deep technical recruiting expertise, leadership capabilities, market insight, and a consultative approach, acting as a trusted advisor to business leaders, guiding strategy, mentoring team members, and optimizing processes for organizational growth.

Requirements

8+ years of technical recruiting experience, including demonstrated leadership responsibility (informal or formal team leadership, project ownership, or strategic program management).
Proven success operating in complex, enterprise environments, influencing stakeholders at multiple levels.
Proven ability to influence senior leadership and shape hiring strategies at scale.
Deep experience recruiting for highly technical roles, such as: Software Security Engineers, Application Developers, Cloud Architects, Infrastructure / Platform Engineers.
Strong expertise in full-cycle recruiting strategy, not just execution.
Experience leveraging ATS platforms (Workday, Greenhouse, Lever) and advanced sourcing techniques (Boolean, competitive mapping, talent intelligence tools).
Demonstrated ability to drive recruiting initiatives or programs, beyond requisition-level hiring.

Nice To Haves

Experience in a Lead or Principal Recruiter capacity, owning hiring strategy across a function, region, or business unit.
Background supporting automotive technology, digital transformation, or global enterprise IT organizations.
Proven ability to influence senior leadership and shape hiring strategies at scale.
Experience mentoring or developing junior recruiters or recruiting teams.
Strong track record of building diverse pipelines and hiring for leadership or niche technical roles.
Experience implementing or improving recruiting processes, tools, or employer branding initiatives.
Familiarity with workforce planning, talent forecasting, and organizational scaling strategies.

Responsibilities

Own and lead end-to-end recruiting strategy: Drive full lifecycle recruitment across technical and corporate roles with accountability for regional hiring outcomes, workforce planning alignment, and delivery against business KPIs.
Strategic business partnership: Serve as a trusted advisor to senior leaders and hiring managers, influencing hiring strategies, org design discussions, and talent market positioning.
Recruiting leadership & enablement: Provide guidance, mentorship, and best practices to recruiters or recruiting partners; elevate overall team capability and consistency.
Talent market intelligence: Act as a subject matter expert on talent trends, compensation benchmarks, and competitive landscape to inform hiring decisions.
Process optimization & transformation: Lead initiatives to streamline, scale, and enhance recruiting processes, leveraging data, automation, and best practices.
Advanced sourcing strategy: Design and execute proactive, multi-channel sourcing strategies targeting niche, senior, and hard-to-fill technical talent pools.
Pipeline & workforce planning: Build and maintain long-term, diverse talent pipelines aligned with future business needs and growth forecasts.
Candidate experience ownership: Champion a high-quality, consistent candidate experience that reflects employer brand and improves conversion rates.
Data-driven decision making: Analyze recruiting metrics (time-to-fill, funnel health, quality of hire) and drive continuous improvement initiatives based on insights.