Senior Recruiter

Red Antler•New York City, NY

11d•Onsite

About The Position

Red Antler is hiring a Senior Recruiter to own talent acquisition. This role will lead full-cycle hiring across all teams and levels, manage a high-volume requisition load, and build the necessary recruiting infrastructure, tools, and processes for scaling. This is a hands-on role for a recruiter with experience in a creative environment, who is motivated by both recruiting and building a function.

Requirements

5–7 years of full-cycle recruiting experience, including experience at a creative agency, design studio, brand or marketing agency, or similar creative-led organization.
Proven ability to source and evaluate creative talent — designers, brand strategists, copywriters, art directors — with a strong eye for craft and portfolio quality.
In the absence of significant experience reviewing portfolios, proven ability to partner with hiring managers to learn and absorb the needs of a role or function and evaluate both quality and fit.
Demonstrated track record of carrying a high-volume, multi-discipline req load and consistently hitting hiring goals.
Strong operational instincts: you have designed and improved recruiting processes, workflows, tools, and reporting, not just executed against an existing playbook.
Hands-on expertise with modern ATS platforms and sourcing tools such as LinkedIn Recruiter.
Excellent written and verbal communication skills, with the credibility and judgment to partner closely with senior leaders and high-bar creative talent.
A bias for action, comfort with ambiguity, and the discipline to bring structure to a fast-moving environment.

Responsibilities

Own full-cycle recruiting for all open roles at Red Antler Group, partnering with hiring managers across creative, strategy, client services, and operations teams.
Source actively and creatively for hard-to-fill roles using LinkedIn Recruiter, talent communities, referrals, industry networks, and personalized outreach.
Manage a high-volume, multi-discipline requisition load, running multiple searches in parallel without compromising candidate experience or quality of hire.
Partner with hiring managers and department leads to scope roles, calibrate on must-haves, structure interview loops, and coach interviewers.
Evaluate creative portfolios and craft quality alongside hiring managers, and bring a strong point of view on talent.
Build and refine recruiting operations: ATS hygiene, interview scorecards, sourcing trackers, hiring manager templates, candidate communications, and reporting.
Develop and maintain pipelines for evergreen roles (e.g., designers, strategists, producers, engineers) so we can move quickly when a need opens.
Identify and implement tools, processes, and metrics that improve speed-to-hire, quality of hire, and overall recruiter productivity.
Track and report on recruiting metrics and pipeline health, sharing insight and recommendations with the People team and senior leadership.
Champion an exceptional candidate experience at every stage, from first outreach through offer and close.