Sr. Recruiter

TDECU•Post Oak, MO

1d•Hybrid

About The Position

Position Summary: The Senior Recruiter serves as a strategic talent advisor to business leaders, aligning recruitment strategy with organizational goals, workforce plans, and long-term capability needs. This role goes beyond requisition fulfillment to drive proactive sourcing, recruitment campaigns, data-informed decision-making, and a consultative hiring experience that strengthens the organization’s talent pipeline. Essential Duties and Responsibilities: Key Responsibilities – Strategic & Consultative Recruiting • Partner with hiring leaders and HR Business Partners to align recruitment strategies with organizational priorities, workforce planning efforts, and future talent needs. • Serve as a trusted advisor to leaders by guiding role scoping, hiring timelines, sourcing strategies, and selection approaches. • Translate business goals into targeted recruiting plans that support growth, efficiency, and workforce readiness. • Full-cycle recruiting: Lead the recruiting lifecycle for foundational roles, including job postings, candidate sourcing, screening, coordinating, and scheduling interviews. Workforce Planning & Talent Pipelines • Support workforce planning by identifying talent gaps, critical roles, and future skill requirements. • Build and maintain proactive talent pipelines for high-impact and hard-to-fill roles. • Leverage labor market insights and hiring trends to inform recruitment priorities and sourcing strategies. Sourcing, Campaigns & Market Engagement • Design and execute recruitment campaigns using platforms such as Indeed and LinkedIn Recruiter. • Develop targeted sourcing strategies aligned to role requirements and organizational objectives. • Represent the organization through employer branding efforts, career events, campus recruiting, and career fairs. Candidate Assessment & Selection • Conduct structured intake meetings to define candidate profiles and interview processes. • Screen and assess candidates for skills, experience, and cultural alignment. • Prepare candidates and hiring leaders for interviews through clear expectation-setting. • Review and analyze background check results to support informed hiring decisions. Systems, Data & Compliance • Utilize Workday Recruiting as the system of record for requisitions and reporting. • Ensure accurate documentation, data integrity, and tracking of recruiting metrics. • Use recruiting data and analytics to evaluate effectiveness and recommend improvements. • Ensure compliance with EEO and inclusive hiring practices. Advanced Recruiting Insights & Impact • Apply recruiting knowledge beyond traditional metrics (e.g., time-to-fill, cost-per-hire) by evaluating quality of hire, candidate experience, hiring manager effectiveness, pipeline health, and early retention indicators. • Assess hiring outcomes post-placement to identify trends related to performance, turnover risk, and role fit, and use insights to refine sourcing and selection strategies. • Leverage market intelligence, internal talent data, and workforce trends to proactively advise leaders on when to hire, how to hire, and alternative talent strategies (e.g., build vs. buy, sequencing hires, skill adjacencies). • Identify systemic recruiting friction points (process, decision-making, compensation alignment, role clarity) and recommend improvements that strengthen hiring outcomes and organizational capability. • Contribute to continuous improvement of recruiting practices by piloting new approaches, tools or assessments aligned to business needs and evolving talent markets. Offer Management & Onboarding Support • Lead offer development, salary discussions, and negotiations. • Support a smooth transition from offer acceptance through onboarding.

Requirements

Associate’s degree required or equivalent combination of education and experience; Bachelor’s degree preferred
7+ years of progressive recruiting experience required
Workday Recruiting experience required
Experience with Indeed and LinkedIn Recruiter required
Full cycle recruiting experience required
Strategic and consultative mindset.
Strong relationship-building and communication skills.
Data-driven and analytically strong.
High level of discretion and adaptability.
Requires minimal supervision and is self-directed in achieving priorities.
Possess a high degree of resourcefulness, business acumen, and personal organizational skills.
Ability to build and maintain effective working relationships and is motivated by the drive to scout talent and fill positions with a sense of urgency.
Ability to attract, engage, persuade and influence.
Ability to work independently and follow through on assignments to completion.
Strong team orientation.

Nice To Haves

HR Certification (SHRM-CP, PHR, CIR) preferred

Responsibilities

Partner with hiring leaders and HR Business Partners to align recruitment strategies with organizational priorities, workforce planning efforts, and future talent needs.
Serve as a trusted advisor to leaders by guiding role scoping, hiring timelines, sourcing strategies, and selection approaches.
Translate business goals into targeted recruiting plans that support growth, efficiency, and workforce readiness.
Lead the recruiting lifecycle for foundational roles, including job postings, candidate sourcing, screening, coordinating, and scheduling interviews.
Support workforce planning by identifying talent gaps, critical roles, and future skill requirements.
Build and maintain proactive talent pipelines for high-impact and hard-to-fill roles.
Leverage labor market insights and hiring trends to inform recruitment priorities and sourcing strategies.
Design and execute recruitment campaigns using platforms such as Indeed and LinkedIn Recruiter.
Develop targeted sourcing strategies aligned to role requirements and organizational objectives.
Represent the organization through employer branding efforts, career events, campus recruiting, and career fairs.
Conduct structured intake meetings to define candidate profiles and interview processes.
Screen and assess candidates for skills, experience, and cultural alignment.
Prepare candidates and hiring leaders for interviews through clear expectation-setting.
Review and analyze background check results to support informed hiring decisions.
Utilize Workday Recruiting as the system of record for requisitions and reporting.
Ensure accurate documentation, data integrity, and tracking of recruiting metrics.
Use recruiting data and analytics to evaluate effectiveness and recommend improvements.
Ensure compliance with EEO and inclusive hiring practices.
Apply recruiting knowledge beyond traditional metrics (e.g., time-to-fill, cost-per-hire) by evaluating quality of hire, candidate experience, hiring manager effectiveness, pipeline health, and early retention indicators.
Assess hiring outcomes post-placement to identify trends related to performance, turnover risk, and role fit, and use insights to refine sourcing and selection strategies.
Leverage market intelligence, internal talent data, and workforce trends to proactively advise leaders on when to hire, how to hire, and alternative talent strategies (e.g., build vs. buy, sequencing hires, skill adjacencies).
Identify systemic recruiting friction points (process, decision-making, compensation alignment, role clarity) and recommend improvements that strengthen hiring outcomes and organizational capability.
Contribute to continuous improvement of recruiting practices by piloting new approaches, tools or assessments aligned to business needs and evolving talent markets.
Lead offer development, salary discussions, and negotiations.
Support a smooth transition from offer acceptance through onboarding.