Senior Recruiter

Five and Fly • Bentonville, AR

4d

About The Position

The Senior Recruiter is a strategic recruiting professional who advises hiring managers on talent market dynamics, builds role-level hiring strategies, and leverages data to influence decision-making. This role proactively identifies risks, designs targeted sourcing strategies, and drives improvements in hiring quality and efficiency. Manages hiring strategies across multiple roles or a specialized skill domain with impact extending to team-level and business-unit outcomes.

Requirements

• Bachelor’s degree in business, human resources, or related field and 2 year’s experience in human resources, talent acquisition, or related area.
• 4 years’ experience in human resources, talent acquisition or related area.
• Talent Acquisition
• Data-Driven Decision Making
• Stakeholder Communications
• Market Intelligence
• Talent Strategy

Nice To Haves

• Demonstrates engagement and commitment to the team, developing others through feedback, coaching, mentoring, and developmental opportunities; and recognizes others’ contributions and accomplishments.
• Builds strong and trusting relationships with team members and business partners; works collaboratively to achieve objectives; communicates with impact and listens attentively to a range of audiences; and demonstrates energy and positivity for own work.
• Maintains and promotes the highest standards of integrity, ethics and compliance; models the Walmart values and leads by example to foster our culture; supports Walmart’s goal of becoming a regenerative company by making a positive impact for associates, customers, and the world around us.
• Follows the law, our code of conduct and company policies, and encourages others to do the same; supports an environment where associates feel comfortable sharing concerns; reinforces our culture of non-retaliation; listens to concerns raised by associates and takes action; acts with accountability for achieving results in a way that is consistent with our values.
• Is consistently humble, self-aware, honest, and transparent.
• Delivers results while putting the customer/member first and applying an omni-merchant mindset and acts with an Every Day Low-Cost mindset to drive value and Every Day Low Prices for customers/members.
• Adopts a broad perspective that considers data, analytics, customer/member insights, and different parts of the business when making plans.
• Consistently raises the bar and seeks to improve; demonstrates curiosity and a growth mindset; seeks feedback, asks thoughtful questions; supports innovation and intelligent risk-taking; and exhibits resilience in the face of setbacks.
• Implements and supports continuous improvements and willingly embraces new digital tools and ways of working.

Responsibilities

• Advises hiring managers on talent availability, compensation band competitiveness, and time-to-fill trade-offs using market data and pipeline analytics.
• Influences interview design and candidate calibration standards by translating market context and hiring performance data into practical recommendations.
• Proactively identifies risks to hiring timelines or quality and proposes mitigation strategies before problems escalate.
• Synthesizes recruiting analytics from ATS dashboards and market intelligence tools into concise, executive-ready updates for stakeholder conversations.
• Leverages reporting tools to influence role prioritization and sequencing decisions when capacity or market conditions create trade-offs.
• Builds role-level hiring strategies that align sourcing investment, interview design, and timeline targets to business milestone commitments and roadmap urgency.
• Sequences sourcing and assessment activity based on skill criticality, candidate supply availability, and stakeholder interview bandwidth.
• Uses historical pipeline data to forecast hiring velocity, identify likely bottlenecks, and set realistic expectations with business partners.
• Applies labor market data platforms to validate talent availability assumptions and challenge unrealistic hiring timelines with evidence.
• Proactively adjusts hiring strategy when market dynamics, business priorities, or pipeline performance require a change in approach.
• Designs targeted sourcing strategies for niche or critical skill sets that standard sourcing channels consistently underserve.
• Leverages market mapping, competitor talent flow analysis, and compensation benchmarking to identify and engage high-quality passive candidates.
• Coaches stakeholders on realistic candidate profiles, trade-offs between experience and potential, and the supply constraints that affect hiring timelines for specialized roles.
• Uses talent intelligence platforms to map competitor organizations, build target company lists, and generate talent pool insights.
• Builds segmented candidate pipelines using CRM automation workflows to maintain engagement across longer hiring cycles.
• Partners with hiring leaders to refine competency models, define behavioral indicators, and design structured interview frameworks that improve evaluation consistency and predictive validity.
• Identifies and surfaces potential bias risks in existing interview and calibration processes and recommends practical design improvements.
• Facilitates calibration discussions by presenting candidate comparisons grounded in structured rubric data and performance predictors rather than subjective impressions.
• Analyzes candidate drop-off data by funnel stage to identify evaluation steps where assessment rigor or candidate experience is creating unnecessary attrition.
• Tracks interviewer feedback quality and coaches panel members to improve specificity and behavioral evidence in their assessments.
• Designs engagement strategies for high-priority or competitively recruited talent that go beyond standard process touchpoints to create a differentiated candidate experience.
• Partners with hiring managers to develop tailored closing narratives that connect Walmart’s opportunity, culture, and growth potential to each candidate’s specific motivations.
• Monitors candidate NPS, feedback signals, or experience indicators to identify breakdowns in process consistency or communication quality.
• Uses CRM tools to design and execute personalized engagement sequences that maintain candidate interest across extended hiring timelines.
• Analyzes candidate drop-off data by stage to identify where experience failures are driving qualified candidates out of the funnel.
• Negotiates competitive offer packages using market data, internal equity analysis, and a clear understanding of each candidate’s financial and career priorities.
• Anticipates counteroffer risk and develops proactive mitigation plans, including pre-close conversations that surface competing considerations before the formal offer stage.
• Balances total rewards levers — base, bonus, equity, relocation, sign-on — to construct competitive offers within band and budget constraints.
• Analyzes offer acceptance trends across roles and hiring manager cohorts using reporting dashboards to identify patterns that inform future negotiation strategy.
• Uses pipeline data to anticipate counteroffer risk patterns by role type, level, or candidate profile and adjusts closing strategy accordingly.
• Uses recruiting funnel data to identify process bottlenecks — in sourcing, screening, assessment, or offer stages — and recommends targeted workflow improvements with measurable impact.
• Improves reporting clarity by building custom dashboards that surface the metrics most relevant to stakeholder decision-making within assigned business units.
• Partners with recruiting operations and technology teams on tool adoption, workflow configuration, and process enhancements that improve team efficiency.
• Identifies automation opportunities within ATS and CRM workflows that reduce manual effort without sacrificing candidate experience quality.
• Continuously evaluates process performance and proposes improvements aligned to team-level quality and efficiency goals.

Benefits

• 10% OFF Discount Card
• 100% Tuition and Books Paid
• Walmart Academy for Career Progression
• 401(k) matching
• stock purchase plans
• PTO- Take a break as needed for vacation, sick leave, holidays, parental leave, and more
• Comprehensive Health Benefits- Medical, dental, vision, and wellness programs for you and your family
• Wellbeing Programs- Access mental health resources and assistance programs for life’s challenges
• Career Growth Opportunities- Training, leadership programs, and clear paths to advance.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior