Senior Corporate Recruiter-Talent Acquisition

Cincinnati Financial•Cincinnati, OH

10h•$75,000 - $105,000•Hybrid

About The Position

The Cincinnati Insurance Companies is seeking an experienced Corporate Recruiter for its Talent Acquisition department. This role involves serving as a trusted talent advisor to hiring leaders, utilizing strong candidate sourcing capabilities and market knowledge to identify, engage, and hire exceptional talent. The position owns the end-to-end recruiting lifecycle, with a strong emphasis on pipeline development, passive candidate engagement, and consultative partnership with business stakeholders. The starting pay range for this position is $75,000 - $105,000 annually, with potential for an annual cash bonus and stock incentives based on performance. The company emphasizes putting people first, operating ethically, and fostering a collaborative and growth-oriented environment.

Requirements

Bachelor’s degree in Business, Human Resources or equivalent experience preferred
Knowledge of traditional & creative AI sourcing tools and modern recruiting technologies
Background supporting both technical and business/GTM roles
Experience in insurance, financial services, technology, or other regulated industries
5–8+ years of full-cycle corporate recruiting experience
Proven success sourcing and hiring passive candidates for specialized or hard-to-fill roles
Strong ability to influence senior stakeholders and operate as a trusted advisor
Experience managing multiple requisitions in fast-paced environments
Expertise in ATS systems and sourcing platforms (e.g., LinkedIn Recruiter)
Strong analytical skills with experience using recruiting data to drive decisions
Excellent communication, negotiation, and relationship-building skills

Responsibilities

Serve as a Strategic Talent Partner: Build trusted relationships with hiring managers and business leaders; act as a consultative advisor by challenging assumptions, refining role requirements, and elevating hiring standards.
Develop Targeted Hiring Strategies: Translate workforce needs into effective sourcing and recruiting plans, incorporating market insights on talent availability, compensation, and industry hiring trends.
Own the Full-Cycle Recruiting Process: Lead end-to-end recruitment including intake, sourcing, screening, interview management, offer negotiation, and on-boarding across multiple concurrent requisitions.
Proactively Source Top Talent: Identify and engage passive candidates using advanced sourcing methods (LinkedIn, referrals, networking, market mapping, AI tools, and niche platforms) while building diverse, high-quality pipelines.
Deliver an Exceptional Candidate Experience: Provide a high-touch, transparent, and engaging experience; align expectations early (role scope, compensation, timeline) and maintain consistent communication throughout.
Drive Interview & Decision Excellence: Facilitate structured interview processes, ensure timely feedback loops, and guide hiring teams toward effective, data-informed decisions.
Lead Offer Strategy & Negotiation: Develop competitive offers, manage complex compensation discussions with credibility, and drive high acceptance rates.
Leverage Market & Industry Expertise: Utilize knowledge of the insurance (or related) market to position the company competitively and advise stakeholders on hiring trends and talent landscape.
Manage Pipelines & Recruiting Operations: Track pipeline health, manage multiple searches efficiently, and drive strong time-to-fill through proactive candidate management and prioritization.
Use Data to Drive Results: Monitor and analyze key metrics (time-to-fill, offer acceptance rate, cost per hire) and provide actionable insights to improve outcomes.
Optimize Processes Continuously: Identify inefficiencies, recommend improvements, and implement scalable, data-driven recruiting best practices.
Champion Employer Brand: Act as a brand ambassador across all candidate and market interactions; represent the company at industry events, networking forums, and recruiting initiatives.
Lead Diversity & Early Talent Efforts: Support inclusive hiring strategies and maintain relationships with universities and talent communities to strengthen early career pipelines.
Ensure Compliance & Best Practices: Maintain adherence to employment laws, company policies, and equitable hiring practices.
Collaborate Cross-Functionally: Partner with HR, compensation, and external vendors to deliver efficient, compliant, and high-quality hiring solutions.