Senior Recruiter

Fictiv

2d•$95,000 - $120,000•Remote

About The Position

MISUMI Americas, a division of MISUMI Group, is a leading provider of standard, configurable, and custom manufacturing solutions. By integrating a vast catalog of components with a world-class digital manufacturing platform, MISUMI Americas empowers engineers and procurement teams to accelerate innovation across the entire product lifecycle. With operations in the San Francisco Bay Area and Chicago, the company serves as a vital partner for the most innovative companies in the Americas. This role is built for someone with 5–7 years of recruiting experience who wants breadth, not a single lane. One week it's a Sales Director search, the next a technical hire — and you bring the same rigor to both. You will report to the Global Talent Acquisition Manager.

Requirements

5–7 years of full-cycle recruiting or talent acquisition, ideally spanning multiple functions (Sales, Marketing, Operations, Tech, Customer Support)
Experience recruiting technical roles (Engineering, Product, IT, Data) strongly preferred
Track record in fast-paced, high-growth, or startup environments preferred
Proven ability to run multiple diverse requisitions at once, without one function's hiring stalling because another one's on fire
Greenhouse ATS or a comparable system, including structured interview processes and reporting
Strong hands-on proficiency with LinkedIn Recruiter and other sourcing tools
Working knowledge of U.S. talent markets, compensation trends, and hiring norms across the functions above
Fluent with AI tools in the recruiting workflow — sourcing, screening, drafting outreach, and surfacing insights from pipeline data — and knows where to apply judgment instead of automation
Stakeholder management that goes beyond scheduling — able to actually influence a hiring manager's decision when the data says something different than their gut
Candidate-first mindset, with an inclusive process as the default, not an afterthought
Organized enough to juggle competing searches without dropping any of them
Analytical — comfortable using data to drive decisions, not just to build a slide
Adaptable, and genuinely energized by variety rather than worn down by it

Responsibilities

Run full-cycle recruiting across multiple functions. Sourcing, screening, interview coordination, stakeholder alignment, offer negotiation — for roles spanning Sales, Marketing, Customer Success, Operations, Corporate Functions, and Technical positions.
Build talent maps and source proactively. Use LinkedIn Recruiter, job boards, referrals, and outreach strategies tailored to each function — not a one-size-fits-all script.
Lead intake meetings that actually shape the search. Define the candidate profile, advise hiring managers on where to flex and where not to, and keep them aligned as the process moves.
Keep pipelines warm ahead of need. Ongoing outreach and relationship-building across functions, not just reacting to open reqs.
Own the candidate journey. From first outreach through onboarding, representing the company authentically at every touchpoint.
Track and act on recruiting metrics. Time-to-fill, pipeline health, conversion rates, source effectiveness — and use that data to actually change how you recruit, not just report on it.
Find and fix the friction. In interview processes and workflows, so hiring stays fast without cutting corners on quality.
Partner cross-functionally. Work with People Operations and leadership on hiring priorities and workforce planning.
All employees are expected to maintain and contribute to the QMS.