Principal Recruiter

Pure Storage Inc.•Santa Clara, CA

52d•Onsite

About The Position

The Principal Recruiter is a senior talent acquisition partner who combines deep recruiting expertise with strategic orchestration across complex, global business or functional areas. Acting as the primary recruiting partner for senior leaders, this role translates workforce and headcount plans into executable, data-informed hiring strategies. The Principal Recruiter aligns Talent Acquisition, HR, and Finance to ensure hiring priorities are clear, realistic, and effectively resourced. This role goes beyond filling roles-it's about building sustainable, strategic talent partnerships, promoting innovation in recruiting practices, and driving continuous improvement across the TA function. The Principal Recruiter operates both in the details of recruiting execution and at the strategic level, using talent insights, market intelligence, and technology-driven tools to guide hiring decisions that advance organizational capability and outcomes.

Requirements

Deep understanding of business operations, organizational design, and workforce planning.
Ability to translate business strategy into actionable recruiting plans and measurable outcomes.
Strong influencing and collaboration skills across matrixed organizations.
Ability to challenge conventional approaches and drive adoption of innovative solutions that improve recruiting effectiveness.
Proven experience leading complex, high-impact, or senior-level searches across business functions.
Skilled in sourcing strategies, candidate assessment, and stakeholder engagement.
Familiarity with market intelligence, recruitment marketing, and technology platforms to drive talent acquisition effectiveness.
Ability to scale recruiting operations across distributed teams while maintaining quality and consistency.
Strong analytical skills; able to interpret hiring data, workforce analytics, and pipeline metrics to inform strategy.
Skilled in data storytelling-presenting complex insights clearly for decision-making by leaders.
Experience with forecasting, scenario modeling, and planning to support talent strategy.
Commitment to high standards of data accuracy, fairness, and transparency.
Exceptional communication and stakeholder management skills; able to engage effectively with senior leaders.
Leads through trust, influence, and innovation, without relying on formal authority.
Resilient, adaptable, and calm under pressure, modeling clarity and accountability.
Mentors and influences other TA colleagues, promoting innovation, adoption of new practices, and continuous improvement.
Advocate for diversity, equity, inclusion, and ethical hiring practices.

Responsibilities

Serve as the primary recruiting partner for senior leaders across a region, business unit, or function, understanding goals, structure, and talent needs.
Translate workforce and headcount plans into actionable recruiting strategies, informed by internal insights, external market intelligence, and business priorities.
Partner with HRBPs and Finance to ensure alignment on workforce forecasts, hiring pacing, and budget utilization.
Use workforce analytics, AI-driven tools, and scenario planning to anticipate demand, assess risks, and inform strategic talent decisions.
Advise leaders on build-buy-borrow strategies and workforce capability decisions.
Challenge existing processes or assumptions and propose innovative approaches to improve recruiting efficiency, effectiveness, and candidate experience.
Own end-to-end recruiting for high-impact or complex roles across multiple functions or business areas.
Deliver a high-quality, consistent candidate experience that strengthens the employer brand.
Partner with Sourcers and Recruiting Coordinators to ensure efficiency, quality, and velocity throughout the hiring process.
Promote the adoption of new recruiting technologies, platforms, and tools to improve sourcing, assessment, and candidate engagement; influence TA peers to embrace innovative practices.
Design and calibrate interview and assessment processes that ensure alignment on competencies, role expectations, and high performance standards.
Leverage hiring metrics, workforce insights, and post-hire feedback to continuously refine processes and improve outcomes.
Ensure fairness, consistency, and data quality in recruiting activities; champion ethical and inclusive hiring practices.
Orchestrate alignment across TA, HR, and Finance to ensure hiring plans are achievable, realistic, and prioritized effectively.
Identify and resolve systemic blockers in capacity, process, or role prioritization through collaboration and problem-solving.
Lead or participate in initiatives to innovate recruiting practices, improve process efficiency, and enhance quality and diversity outcomes.
Influence and mentor other TA team members, sharing knowledge, best practices, and lessons learned to elevate the function.
Coach junior recruiters on stakeholder engagement, process excellence, and the strategic application of insights and technology.
Model resilience, composure, and clarity under pressure while navigating competing priorities and executive demands.