Sr. Sales Recruiter

Esri•St. Louis, MO

About The Position

Overview We are seeking a Senior Sales Recruiter with a successful track record of identifying, engaging, and closing executive level candidates; someone to grow and drive recruitment efforts across multiple sales teams. You take action and are adept at influencing key partners and hiring leaders through data-driven insights, critical thinking, and a deep understanding of talent market dynamics. You are an expert at sourcing talent in multiple geographical markets simultaneously. Our business development teams are constantly evolving, so you are also customer-focused and comfortable adapting to change. Esri has a Relocation Assistance Program and can provide support with relocating to the St. Louis, MO area for this position. Responsibilities Drive results. Own full-cycle recruiting and employee selection efforts for our growing Global Business Development Division. Partner with senior leadership to understand their hiring objectives and develop a plan to hit goals and deliver quality and timely results. Create and execute unique and effective sourcing strategies and techniques to find professionals across a variety of roles within our sales organization. Consistently generate a healthy pipeline of high-quality candidates by driving initiatives such as branding, sourcing, and referrals. Foster relationships. Build solid relationships with sales leadership teams and serve as a talent partner before, during, and after the recruiting process. Manage candidates in process and provide them with a positive candidate experience. Partner with HR specialists in the areas of global mobility, organizational training and development, HRIS, compensation, and compliance. Be an expert. Develop deep business knowledge of Esri’s sales organization and the markets it serves. Leverage data and analytics to assess recruiting performance, forecast hiring needs, and inform strategic decisions. Stay informed on competitive talent trends, compensation benchmarks, and employment branding strategies to maintain a strong market presence.

Requirements

5+ years of full cycle recruiting experience, including sourcing and closing for sales positions at all levels
Demonstrated track record of building successful relationships and partnerships at all organizational levels
Solid capacity to practice behavioral competency assessments to determine best placement of talent within the organization
Proven ability to develop and execute advanced sourcing strategies and build diverse talent pipelines
Strong analytical skills with the ability to interpret recruiting data and translate insights into action
Outstanding interpersonal skills, creativity, flexibility, maturity, and sound judgment
Team player who takes initiative, is self-directed and highly motivated, and has a passion for results
Bachelor's degree in human resources, business, marketing, or communications

Nice To Haves

PHR or SPHR certification
Business understanding of software sales within high tech companies
Knowledge of ADA, EEO, FMLA, Title VII, wage and hour laws, and benefits
MBA or master’s degree in human resources, communications, industrial psychology, or marketing

Responsibilities

Own full-cycle recruiting and employee selection efforts for our growing Global Business Development Division.
Partner with senior leadership to understand their hiring objectives and develop a plan to hit goals and deliver quality and timely results.
Create and execute unique and effective sourcing strategies and techniques to find professionals across a variety of roles within our sales organization.
Consistently generate a healthy pipeline of high-quality candidates by driving initiatives such as branding, sourcing, and referrals.
Build solid relationships with sales leadership teams and serve as a talent partner before, during, and after the recruiting process.
Manage candidates in process and provide them with a positive candidate experience.
Partner with HR specialists in the areas of global mobility, organizational training and development, HRIS, compensation, and compliance.
Develop deep business knowledge of Esri’s sales organization and the markets it serves.
Leverage data and analytics to assess recruiting performance, forecast hiring needs, and inform strategic decisions.
Stay informed on competitive talent trends, compensation benchmarks, and employment branding strategies to maintain a strong market presence.