Senior Recruiter II

StubHub•New York, NY

3d•$165,000 - $180,000•Hybrid

About The Position

StubHub is seeking an experienced Senior Recruiter to own full-cycle recruiting across technical and business functions as hiring priorities evolve. The recruiter will take ownership of searches, bring structure to ambiguity, and provide hiring leaders with informed recommendations, strong execution, and a clear assessment of what it will take to make the right hire. A strong technical recruiting foundation is especially valuable, alongside the ability to learn unfamiliar disciplines and build credible search strategies. The role combines autonomy and accountability with collaboration across the Talent team. AI is an essential part of StubHub’s operations. The recruiter is expected to use approved AI tools thoughtfully, verify their output, and help develop repeatable workflows that improve recruiting quality and efficiency. Success includes both delivering hires and improving how the team works. This is a hybrid role based in New York, NY, with three days in the office and two days remote. StubHub is a global ticket marketplace serving customers in 195 countries, across 33 languages and 49 currencies.

Requirements

At least 6 years of recruiting experience, including agency experience followed by full-cycle in-house recruiting at a high-growth company.
Strong technical recruiting experience, ideally in engineering or similarly specialized roles, and interest in recruiting across business functions.
Demonstrated independence in managing a portfolio of searches, establishing an operating rhythm with hiring managers, and resolving problems without step-by-step direction.
Strong sourcing fundamentals, including developing targeted searches from hiring briefs, engaging passive candidates, and adjusting to market and pipeline feedback.
Ability to build credibility with hiring leaders, ask thoughtful questions, make clear recommendations, and challenge requirements or decisions productively.
Ability to learn unfamiliar functions, distinguish essential capabilities from preferences, and build a practical recruiting plan.
Applied AI experience in recruiting or comparable work, including the ability to explain the workflow, validation of output, and resulting improvement.
Strong closing judgment, including experience with competing offers, compensation conversations, and complex candidate decisions.
Operational discipline in prioritization, data maintenance, communication, and follow-through as priorities change.
Responsible judgment in protecting candidate confidentiality, assessing people against consistent job-relevant criteria, and identifying AI-generated information that needs correction or further investigation.

Nice To Haves

Successful recruiting across both technical and business functions.
Agency experience that strengthened sourcing, pace, and closing skills.
Experience creating reusable recruiting workflows or helping teammates adopt new tools.
Experience with Greenhouse, Metaview, or comparable recruiting platforms.

Responsibilities

Own a portfolio of searches from intake through close across technical and business teams; set priorities, create search plans, anticipate obstacles, and maintain momentum.
Lead intake and calibration conversations to clarify hiring outcomes, required capabilities, and areas of flexibility, then translate decisions into targeted sourcing and effective interview plans.
Build candidate pipelines using direct sourcing, market mapping, referrals, and AI-assisted research; assess pipeline quality and adjust when needed.
Learn the context, talent market, and candidate motivations for unfamiliar disciplines, and advise hiring managers with credible assessments.
Use market intelligence, candidate evidence, and recruiting data to influence hiring decisions, challenge assumptions constructively, surface tradeoffs, and address stalled searches.
Build candidate trust by understanding goals, communicating opportunities honestly, preparing candidates for interviews, providing timely updates, and maintaining relationships.
Lead offer closing and negotiations by identifying motivations and obstacles, partnering with hiring leaders and compensation partners, and securing acceptances.
Use approved AI tools for research, sourcing, personalized outreach, interview preparation, and pipeline analysis; provide context, verify outputs, and remain accountable for recommendations and communications.
Identify repetitive work and process bottlenecks, test improvements, and share effective prompts, templates, and workflows; evaluate their impact on quality, time, and hiring speed.
Maintain accurate ATS records, communicate pipeline health and risks, use funnel data to guide action, partner with recruiting coordinators and hiring teams, and share knowledge with colleagues.