Senior Talent Sourcer, NonTech

Uber•Dallas, TX

45d

About The Position

Talent Acquisition partners with Uber's businesses to understand their talent needs and find, engage, and guide candidates through the hiring process. We hire the right people for every job and help them find a team where they can make the biggest impact. About the Role We are looking for a Sr. Sourcer to support multiple business lines and scale Core Business hiring across the North America group. You will partner with recruiting and hiring managers to build teams across our dynamic region and inform hiring strategies to hire the right people for every job, where they can make the biggest impact. You may also have the opportunity to work on strategic projects to improve and innovate how we attract and recruit the best talent, because we know that there's always a better way!

Requirements

Minimum of 4 years of professional experience

Nice To Haves

Bachelor's degree in Business, HR, Communications or similar preferred
6+ years of experience insourcing or recruiting
Experience in sourcing or full-cycle recruiting in a fast-paced environment
PreviousMarketing, Legal, or Finance recruiting experience is a plus
Experience working with funnel data and using it to guide hiring decisions
Has partnered with a wide variety of clients, including senior-level business leaders and seasoned professional candidates
Has experience hiring in an organization focused on cultivating a diverse workforce

Responsibilities

[Stakeholder Mgmt] Has a solidunderstanding of supporting organizations (e.g Regional, Lines of Business, etc.) and knowing how these organizations fit into Uber's business strategy
[Data] Proactively pulls hiring metrics from various sources and can speak to trends beyond the requisition and speak broadly to the market, line of business, or industry
[Analysis] Comfortably drives conversation with the business about data insights, successfully able to influence senior stakeholders with relevant data
[Closing] Confidently handles objections and raises complex cases to Manager and/or Recruiter when needed
[Business Acumen] Uses external knowledge to forecast trends and identify the impact on their supporting line of business
[Assessment + Process] Proactively pitches how the candidate's skills and motivations are fit for a particular team (both to the candidate and to the hiring team)
[Pipeline Management] Has a solid understanding of talent distribution via talent mapping, and uses knowledge to tailor effective pipelining strategies
Passionately push for results, think and act quickly, operate long-term and in the best interest of company goals
Ensure a fantastic candidate experience for all -- you will build teams and processes with phenomenal candidate experience as a crucial priority

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