Senior Recruiter

Clear Channel Outdoor•Virtual, TX, SC

18d•Remote

About The Position

The Senior Recruiter serves as a strategic talent acquisition partner responsible for developing and executing recruiting strategies that enable Clear Channel Outdoor to achieve its business objectives. This role leads complex searches across sales, corporate, and leadership positions while influencing workforce planning, hiring strategy, and talent acquisition best practices. The Senior Recruiter partners with senior leaders to solve critical hiring challenges, leverages market intelligence and recruiting analytics to guide business decisions, and helps shape recruiting processes, programs, and standards that improve organizational performance. In addition to managing full-cycle recruitment, this role mentors recruiters, drives continuous improvement initiatives, and serves as a trusted advisor across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, Communications, or a related field or military experience.
Minimum of eight (8) years of progressive full-cycle recruiting experience in a complex, multi-state organization, with demonstrated success recruiting for sales, corporate, leadership, and other business-critical positions.
Proven experience serving as a strategic talent advisor to senior leaders by influencing hiring strategies, workforce planning, organizational design, and talent acquisition decisions that support business objectives.
Demonstrated ability to lead complex, high-volume, confidential, and difficult-to-fill searches, utilizing innovative sourcing strategies and consultative recruiting practices.
Experience partnering with executive leadership, Human Resources, Compensation, and business stakeholders to develop competitive hiring strategies, navigate complex compensation discussions, and drive sound hiring decisions.
Demonstrated success using recruiting analytics, labor market intelligence, and competitive benchmarking to identify trends, solve hiring challenges, and improve recruiting outcomes.
Experience leading or significantly contributing to Talent Acquisition transformation initiatives, including process improvement, technology optimization, employer branding, workforce planning, and operational excellence.
Advanced experience conducting competency-based and behavioral interviews and evaluating talent using structured selection methodologies.
Experience leading recruiting process improvements, or enterprise Talent Acquisition initiatives.
Experience mentoring recruiters and coaching hiring managers on effective selection and interviewing practices.
Experience with competency-based and behavioral-based interviews.
Proficiency with Applicant Tracking Systems; Workday Recruiting experience is preferred.
Proven ability to develop and execute innovative sourcing strategies that engage both active and passive candidates across multiple talent channels.
Strong business acumen with the ability to align talent acquisition strategies to organizational goals and workforce planning priorities.
Exceptional consultative, relationship management, and stakeholder management skills with the ability to challenge assumptions and provide data-driven hiring recommendations.
Exceptional written, verbal, presentation, and interpersonal communication skills with the ability to communicate effectively at all levels of the organization.
High degree of sound judgment, professionalism, discretion, and decision-making when handling confidential and sensitive information.

Nice To Haves

Workday Recruiting experience is preferred.

Responsibilities

Lead full-cycle recruitment for sales and corporate positions, with a primary focus on revenue-generating roles (e.g., Outside Sales, Account Executives, Inside Sales, Sales Support), managing the hiring process from requisition intake through new hire’s first day.
Serve as a strategic talent advisor to hiring managers by providing market intelligence, competitive hiring insights, and consultative guidance throughout the recruiting process.
Develop sourcing strategies to identify, engage, and attract both active and passive candidates using networking, referrals, social media, talent mapping, and other sourcing methods.
Lead hiring strategy meetings, interview pre-briefs, candidate debriefs, and offer discussions to ensure an efficient, consistent, and high-quality selection process.
Partner with HRBPs, Compensation, Hiring Managers, and business leaders to prepare offers, negotiate compensation, and facilitate a positive candidate experience.
Build and maintain talent pipelines for critical and recurring positions while continuously cultivating relationships with passive candidates and industry professionals.
Track recruiting metrics and use hiring data to improve sourcing efforts, candidate quality, and time-to-fill.
Ensure compliance with all employment laws and company policies.
Mentor and provide guidance to recruiters and hiring managers on recruiting processes and interviewing best practices.
Represent the organization at networking events, career fairs, industry associations, and community outreach activities to strengthen employer brand and expand talent pipelines.
Manage assigned requisition workload while meeting established recruiting service level expectations and KPIs.
Lead or participate in Talent Acquisition projects focused on process improvement, technology optimization, employer branding, workforce planning, and strategic recruiting initiatives.