Sr. Recruiter, Talent Partner

Dynatron Software•Richardson, TX

1d•$110,000 - $125,000•Remote

About The Position

Dynatron is transforming the automotive service industry with intelligent SaaS solutions that drive measurable results for thousands of dealership service departments. Our proprietary analytics, automation, and AI-powered workflows empower service leaders to improve profitability, elevate customer satisfaction, and operate with greater efficiency. With accelerating growth, expanding product innovation, and increasing market demand, we are scaling quickly and talent is a critical driver of what comes next. We’re seeking a Senior Corporate Recruiter, Talent Acquisition to help power Dynatron’s next stage of growth through exceptional hiring execution, strategic partnership, and a best-in-class talent experience. This is a high-impact, high-ownership role for a recruiter who thrives in a fast-paced SaaS environment and believes recruiting is one of the most important strategic functions in the company. You will own full-cycle hiring across critical business functions, serve as a trusted advisor to hiring leaders, and deliver a white-glove experience for both internal clients and candidates. The ideal candidate is proactive, consultative, highly responsive, and deeply thoughtful in how they approach talent strategy. They know how to move quickly without sacrificing quality, challenge hiring assumptions with credibility, and build trust through transparency, preparation, and follow-through. This is not a requisition-processing role. It is a strategic talent partnership for someone who wants to raise the bar on hiring outcomes, candidate experience, and organizational talent decisions.

Requirements

8+ years of full-cycle recruiting experience in SaaS, technology, or high-growth environments
Proven success owning complex requisitions across technical, GTM, product, or G&A
Strong sourcing, screening, and closing capabilities
Experience operating as a true advisor to hiring managers and senior leaders
Strong business acumen with the ability to align hiring strategy to organizational goals
Confidence influencing stakeholders through insight, not force
Proven ability to partner closely with People team and HR Business Partners to align hiring decisions with broader talent strategy, workforce planning, and organizational priorities
Understands how recruiting fits into the full employee lifecycle, including onboarding, performance, and retention, and incorporates that perspective into hiring decisions
High-touch, service-first mindset with a commitment to white-glove delivery
Exceptional responsiveness and follow-through
Strong emotional intelligence and communication judgment
Ability to manage multiple high-priority requisitions simultaneously
Excellent organization, documentation, and process discipline
Strong comfort with ATS workflows, recruiting analytics, and process optimization
Highly consultative, thoughtful, and credible in executive-facing conversations
Calm under pressure with strong prioritization instincts
High standards for quality, ownership, and accountability

Responsibilities

Own full-cycle recruiting across assigned business functions, from kickoff through close
Drive aligned intake sessions, sourcing strategy, interview calibration, offer development, and close execution
Manage requisitions with urgency, discipline, and a strong bias toward outcomes
Serve as a consultative talent advisor to hiring managers and leadership teams
Translate business priorities into clear hiring strategies, candidate profiles, and market-informed search plans
Push back thoughtfully when role scope, expectations, or process design creates hiring risk
Build credibility through preparation, transparency, and data-driven recommendations
Deliver an exceptional, high-touch candidate journey from first outreach through onboarding handoff
Maintain fast, clear, and professional communication at every stage
Represent Dynatron’s employer brand with polish, empathy, and consistency
Ensure candidates feel respected, informed, and engaged throughout the process
Build proactive pipelines for priority and evergreen roles before demand becomes urgent
Develop creative sourcing strategies across passive and active talent channels
Continuously strengthen market intelligence around compensation, talent availability, and competitor movement
Maintain clean ATS workflows, accurate reporting, and strong hiring data integrity
Partner with TA leadership to improve interview process design, hiring manager enablement, and service levels
Use recruiting metrics to identify bottlenecks, improve conversion, and increase hiring velocity without compromising quality