Senior Recruiter, Lion Holdings

Valuetainment•Fort Lauderdale, FL

10d

About The Position

We are building a rapidly growing company with a flywheel business model across three interconnected operating verticals: Media, Consulting, and Technology. Each business strengthens the others, creating an environment where new ideas, products, audiences, and opportunities can move quickly across the organization. Growth creates one unavoidable challenge: we need exceptional people to build it. As a Senior Recruiter, you will help us find them. You will recruit across a remarkably diverse portfolio of corporate and operational functions, including Accounting & Finance, Technology & Engineering, Marketing, Studio Production, Events, Facilities, Operations, and other critical support functions. This is not a transactional recruiting role. We are looking for someone who can operate as a talent advisor, researcher, salesperson, project manager, and relationship builder. You will partner directly with leaders to understand what they are trying to accomplish, translate business needs into talent requirements, develop sourcing strategies, assess candidates, and provide ongoing market intelligence and hiring advisement.

Requirements

5+ years of full-cycle recruiting experience, preferably in a fast-paced or high-growth organization
Demonstrated experience recruiting across multiple corporate disciplines, including several of the following: Finance & Accounting, Technology/Engineering, Marketing, Media/Production, Events, Operations, or Facilities
Strong direct-sourcing and passive-candidate recruiting capabilities
Experience developing sourcing strategies beyond traditional job postings
Strong business acumen and the ability to quickly learn unfamiliar functions and industries
A sales mindset with demonstrated ability to engage, influence, and close high-performing candidates
Experience advising hiring managers and senior leaders throughout the recruiting process
Strong project management skills with the ability to manage multiple searches, priorities, stakeholders, and deadlines simultaneously
Experience using social media and professional networks for recruiting and talent research
Strong working knowledge of Applicant Tracking Systems, recruiting technology, databases, and sourcing tools
Comfort using recruiting metrics and market intelligence to influence decisions
Exceptional written, verbal, presentation, and interpersonal communication skills
Intellectual curiosity, resourcefulness, urgency, and a willingness to challenge conventional sourcing approaches

Nice To Haves

Bachelor’s degree in Business, Human Resources, Communications, or a related discipline preferred

Responsibilities

Own Full-Cycle Recruiting: Manage searches from intake and sourcing through interviews, selection, offer, and close while creating an exceptional candidate experience.
Understand the Business: Learn how our Media, Consulting, and Technology businesses operate, how they connect, and what talent each function needs to achieve its goals.
Recruit Across Functions: Lead searches spanning Accounting & Finance, Engineering, Marketing, Studio Production, Events, Facilities, Operations, and other corporate disciplines.
Build the Search Strategy: Partner with Talent Acquisition leadership and hiring leaders to define the candidate profile, determine sourcing strategies, identify target markets, and establish an effective interview process.
Find Talent Others Miss: Go beyond traditional job boards and LinkedIn searches. Identify new communities, professional networks, associations, schools, competitors, events, databases, social platforms, referral channels, and unconventional sources of talent.
Sell the Opportunity: Understand the motivations of high-performing candidates and communicate our opportunity, culture, expectations, and growth story in a compelling and credible way.
Advise Hiring Leaders: Provide ongoing guidance on talent availability, compensation, candidate expectations, competitive activity, sourcing challenges, interview strategy, and market conditions.
Build Relationships Before Requisitions: Develop pipelines and long-term relationships with high-performing professionals, industry contacts, universities, associations, vendors, and other external talent communities.
Strengthen Internal Partnerships: Build credibility with hiring managers and business leaders by understanding their functions, anticipating needs, communicating consistently, and delivering on commitments.
Assess for Performance: Conduct structured interviews that evaluate experience, accomplishments, business judgment, communication, curiosity, motivation, and demonstrated performance.
Manage the Process: Treat every search as a project. Establish timelines, coordinate stakeholders, manage interviews, remove bottlenecks, maintain candidate momentum, and drive searches toward a decision.
Use Data to Improve: Track funnel activity, sourcing effectiveness, conversion rates, time-to-fill, time-to-hire, and other recruiting metrics to identify what is working and where adjustments are needed.
Improve How We Hire: Identify friction in the recruiting process and recommend better tools, sourcing approaches, interview practices, workflows, and candidate experiences.