Senior Recruiter

Highwire•California, United States, CA

5d•$90,000 - $105,000

About The Position

Highwire is seeking a Senior Recruiter to lead full-cycle recruitment, develop proactive sourcing strategies, and build long-term talent pipelines across agency and corporate functions. As a member of the People team, this role partners with leaders to understand business needs, identify talent, and strengthen Highwire’s ability to attract and engage candidates for current and future opportunities. The Senior Recruiter serves as a trusted talent advisor to hiring leaders, translating business needs into recruiting strategies and developing relationships with qualified candidates beyond traditional applicant pools. The role requires strong sourcing expertise, market research, relationship-building, and recruiting judgment, as well as agility in a fast-paced agency environment where priorities may change. The position leads agency and corporate searches from kickoff through offer, supports recruiting strategy and process improvements, manages internship and early-career recruiting, and uses recruiting data to assess and improve hiring outcomes. The role partners closely with the Director of Talent Strategy and the People team. The salary range is $90,000 to $105,000. The final offer depends on factors including education, relevant experience, skills, prior training, internal equity, and local geographic market data. Highwire offers remote and hybrid work options based on location. Candidates near the New York, NY or San Francisco, CA offices follow a hybrid schedule of three in-office days per week. Fully remote hiring is limited to the states and district listed in the posting, and candidates must reside in an eligible location at the time of hire.

Requirements

At least 5 years of recruiting experience.
Deep expertise in sourcing and a demonstrated ability to identify and engage high-quality passive candidates through targeted, research-driven strategies.
Experience building talent pipelines for immediate hiring needs and long-term workforce planning.
Ability to build credibility with senior leaders, understand business needs, and translate them into effective recruiting strategies.
Ability to research talent markets and advise hiring teams on candidate availability, competitive dynamics, candidate profiles, and expectations.
Experience managing full-cycle searches from intake through offer while balancing candidate experience, hiring-team partnership, and recruiting outcomes.
Strong negotiation skills and experience extending offers, navigating compensation discussions, and balancing candidate expectations with salary bands and internal equity.
Commitment to a thoughtful, engaging, and transparent candidate experience, including timely communication and consistent follow-through.
Comfort using recruiting metrics and pipeline insights to evaluate effectiveness, identify challenges, and adjust strategies.
Strong relationship-building and communication skills, including the ability to engage candidates, influence hiring decisions, and build trusted partnerships across teams and leadership levels.
Ability to thrive in a fast-paced environment with changing priorities, reprioritize effectively, and maintain organization and momentum.
Proactive, resourceful approach to owning searches, anticipating hiring needs, and finding new ways to identify and attract talent.
Commitment to inclusive hiring, broadening talent networks, and creating equitable candidate experiences.
Experience with applicant tracking systems, LinkedIn Recruiter, and advanced search techniques.
Proficiency in Google Sheets or Microsoft Excel for pipeline tracking, reporting, and recruiting data management.
Must reside at the time of hire in one of the listed eligible locations if applying for a fully remote role.

Nice To Haves

Recruiting experience in PR, communications, marketing, creative, digital, agency, or professional services environments.
Greenhouse applicant tracking system experience.

Responsibilities

Develop and execute proactive sourcing strategies across PR, communications, marketing, digital, creative, and corporate functions.
Build and maintain talent pipelines for current, anticipated, hard-to-fill, and recurring roles, cultivating candidate relationships before positions become available.
Use LinkedIn Recruiter, Boolean search, talent mapping, referrals, networking, and other methods to identify passive candidates.
Research talent markets, candidate availability, competitive landscapes, and sourcing channels; use findings to evaluate pipeline health and refine strategies.
Advise hiring leaders on business objectives, team dynamics, talent needs, candidate availability, expectations, market trends, and competitive positioning.
Translate business priorities into role requirements and recruiting strategies; guide interview strategy, candidate assessment, and hiring decisions.
Communicate regularly with hiring managers, including weekly updates on search progress, pipeline activity, candidate feedback, and next steps.
Partner with the Director of Talent Strategy to anticipate hiring needs and align recruiting priorities with business goals.
Manage full-cycle recruitment for agency and corporate roles, including PR, integrated communications, digital, creative, and corporate positions, from kickoff through offer.
Identify and assess talent through sourcing, networking, referrals, and inbound applicants while maintaining search momentum and hiring-team alignment.
Provide a thoughtful candidate experience through timely communication, transparency, engagement, and follow-through.
Communicate Highwire’s compensation structure, salary bands, and benefits to candidates and set clear expectations about total rewards.
Lead offer discussions and negotiations in partnership with hiring leaders and the Director of Talent Strategy, balancing candidate expectations with compensation guidelines and internal equity.
Strengthen recruiting practices, sourcing approaches, and scalable agency processes in partnership with the Director of Talent Strategy.
Maintain accurate candidate, search, and pipeline information in Greenhouse and supporting trackers.
Track recruiting metrics, including pipeline development, sourcing effectiveness, time to fill, and candidate conversion, and use insights to improve decisions and processes.
Identify opportunities to streamline recruiting workflows and improve the candidate experience.
Collaborate with the People team on employer branding, job descriptions, and hiring communications, and support inclusive hiring through broader sourcing channels and diverse talent networks.
Lead sourcing and recruitment for the agency’s internship program.
Build relationships with universities, career centers, and relevant professional organizations to strengthen early-career pipelines.
Manage the intern recruitment process with hiring teams, coordinate the candidate experience, and develop sustainable pipelines for future agency needs.