Senior Recruiter

Peter Millar•Research Triangle Park, NC

38d

About The Position

The Senior Recruiter leads full-cycle recruiting for a broad range of positions across both Peter Millar and G/FORE, partnering closely with the CPO and hiring leaders to anticipate workforce needs, attract high-quality talent, and deliver an exceptional candidate and hiring-manager experience. This role develops proactive sourcing strategies, advises leaders on market conditions and selection practices, strengthens talent pipelines, and uses recruiting data and technology to improve speed, quality, and consistency. The Senior Recruiter also supports onboarding and employer-brand initiatives that help new employees connect with the Peter Millar & G/FORE brand and culture from the start.

Requirements

Demonstrated expertise in full-cycle recruiting, proactive sourcing, interviewing, candidate assessment, and offer negotiation.
Strong business acumen and consultative skills, with the ability to influence and build credibility with leaders and hiring managers.
Excellent communication, relationship-building, organization, and project-management skills.
Ability to manage multiple searches and shifting priorities while providing responsive, high-touch service.
Working knowledge of applicant tracking systems, sourcing platforms, recruiting analytics, and Microsoft Office applications.
Sound judgment, discretion, attention to detail, and a commitment to a fair and inclusive hiring process.
Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
Five or more years of progressive, full-cycle recruiting experience across multiple functions and position levels.

Nice To Haves

Experience recruiting in a multi-location, retail, consumer, apparel, distribution, or similarly fast-paced environment is preferred.
Professional HR or talent acquisition certification is a plus.

Responsibilities

Lead full-cycle recruiting for assigned corporate, retail, customer service, distribution, and other business functions, from intake through offer acceptance and onboarding handoff.
Partner with the CPO, HR team, and hiring leaders to understand workforce plans, clarify position requirements, and develop effective recruiting strategies.
Advise hiring managers on talent-market conditions, candidate availability, compensation considerations, interview practices, and selection decisions.
Build and maintain diverse pipelines through proactive sourcing, referrals, networking, industry relationships, job fairs, internship programs, and other targeted outreach.
Create compelling job postings and candidate communications that accurately reflect role expectations, the employer brand, and company culture.
Screen and assess candidates using consistent, equitable, and job-related selection methods; coordinate interviews and guide hiring teams through timely decisions.
Manage candidate relationships throughout the process, including expectations, feedback, offer development, negotiation, pre-employment requirements, and closeout.
Maintain accurate and timely recruiting activity in the applicant tracking system and ensure compliance with company practices and applicable employment requirements.
Track and communicate recruiting metrics, including time to fill, source effectiveness, pipeline health, candidate experience, and quality-of-hire indicators; recommend improvements based on insights.
Support employer-brand content and recruiting channels, including LinkedIn, career pages, and community or school partnerships in partnership with our social media team.
Partner with HR colleagues to ensure a smooth transition from candidate to new hire and contribute to welcoming, brand-aligned onboarding experiences.
Identify and apply emerging recruiting technologies, including AI-enabled tools, to improve efficiency and effectiveness while maintaining appropriate human judgment and candidate care.