Senior Talent Acquisition Recruiter, Agency Distribution Channel

New York Life•New York, NY

15d•$100,000 - $140,000•Hybrid

About The Position

The Senior Talent Acquisition Recruiter manages the full recruitment lifecycle for a diverse portfolio of roles, from entry-level to officer-level. The recruiter partners with business leaders, hiring managers, HR Business Partners, and other stakeholders to develop strategic recruiting plans aligned with business priorities and workforce plans. This role manages a high-volume portfolio, typically 20–30 or more openings simultaneously across multiple functions and levels, and delivers an effective candidate and hiring manager experience. The recruiter uses advanced sourcing methods, talent market intelligence, and relationship-building skills to identify and hire high-quality candidates, including for hard-to-fill and niche roles. The role provides consultation on recruiting practices, labor market trends, organizational design, job requirements, candidate assessment, and selection strategies, and uses metrics and market data to inform decisions and improve hiring outcomes. It also coordinates with HR, onboarding teams, compensation, and background screening vendors to support a compliant transition from candidate selection through onboarding. The position is hybrid: employees work in the office Tuesday, Wednesday, and Thursday, and remotely Monday and Friday. The salary range is $100,000–$140,000, with eligibility for an annual discretionary bonus; the role is exempt from overtime.

Requirements

5 or more years of progressively responsible full lifecycle recruiting experience.
Demonstrated recruiting experience within financial services organizations, such as insurance, asset management, banking, investments, wealth management, retirement services, or related industries.
Proven success managing high-volume recruitment while maintaining quality, speed, and stakeholder satisfaction.
Extensive experience sourcing passive candidates and filling difficult-to-fill professional, technical, analytical, and leadership positions.
Strong knowledge of applicant tracking systems, candidate relationship management platforms, and sourcing tools.
Experience developing and executing creative sourcing strategies across multiple channels.
Strong consultation, negotiation, and influencing skills.
Exceptional verbal and written communication skills, with the ability to engage stakeholders at all organizational levels.
Strong analytical and problem-solving capabilities, including the ability to use recruiting metrics and market data.
Ability to prioritize competing demands and thrive in a fast-paced, deadline-driven environment.
High attention to detail and strong organizational skills.

Nice To Haves

Bachelor’s degree preferred.
Recruiting experience within the insurance industry.
Experience supporting corporate functions such as Finance, Compliance, Risk Management, Technology, Data Analytics, Strategy, Investments, and Sales.
Experience participating in workforce planning and talent strategy discussions.
Knowledge of onboarding operations and post-offer processes.
Experience using talent intelligence platforms and advanced recruitment marketing techniques.
Exposure to diversity sourcing initiatives and strategic pipeline-building programs.

Responsibilities

Manage a high-volume requisition portfolio, typically supporting 20–30 or more simultaneous openings across business functions and levels.
Own the end-to-end recruitment process, including intake meetings, sourcing, screening, interviewing, offer development, negotiation, hiring, and onboarding support.
Partner with hiring managers to develop recruiting strategies aligned with business priorities and workforce plans.
Drive efficient hiring processes while maintaining a positive candidate experience and meeting service-level expectations.
Develop and execute advanced sourcing strategies for passive and active candidates for difficult-to-fill and niche positions.
Use direct sourcing, LinkedIn Recruiter, CRM tools, networking, referrals, competitive intelligence, and market mapping.
Build and maintain talent pipelines for critical and future hiring needs.
Research talent markets and provide insights on talent availability, compensation trends, and competitive hiring practices.
Advise hiring managers and business leaders on recruiting practices, labor market trends, talent availability, and workforce planning.
Consult on organizational design, job requirements, candidate assessment, and selection strategies.
Provide stakeholders with recruiting updates, metrics, and market insights, and make data-driven recommendations to influence hiring decisions.
Coordinate with HR, onboarding teams, compensation, and background screening vendors to support a smooth hiring experience.
Ensure compliance with company policies, employment regulations, OFCCP requirements, and recruiting best practices.
Identify process improvements to enhance recruiting efficiency, quality of hire, and stakeholder satisfaction.
Promote inclusive recruiting practices and develop sourcing strategies that expand diverse candidate pipelines.
Represent New York Life’s employer brand through candidate engagement and market outreach.
Measure recruiting effectiveness, analyze trends, and recommend adjustments to improve outcomes.
Use recruiting data to support workforce planning, forecast hiring needs, and inform talent acquisition strategies.