Senior Recruiter

Remotely collaborate with senior business leaders within various departments and HR leaders; as well as HRBP’s in assessing and bridging diversity, equality, and inclusion talent gaps throughout assigned region.
➢ Responsible for updating recruitment procedures, supervising the recruitment team, tracking metrics.
➢ Implement new sourcing methods, review recruitment software, and advise hiring managers, and VP’s on the
➢ hiring and interviewing process.
➢ Train, mentor, coach and supervise 8 recruiters and 2 onboarding specialist on Goodwill of North Georgia’s hiring practices, ATS system, offering and negotiation process, onboarding, and KPI’s for immediate impact across operations.
➢ Cultivate a diverse talent channel to accommodate for current and future client demand while fostering strong partnerships with leaders, candidates, and stakeholders to help drive talent priorities.
➢ Manage and uphold existing recruiting strategies, methods, and systems (i.e. Time to Hire, Time to Fill, Onboarding and etc.) to generate a proactive and efficient approach to improving the quality of candidates, while meeting the company’s vision and mission.
➢ Identify opportunities to increase the diversity of the candidate pool by partnering with internal departments (i.e. Merchandising/Retail, Career Services, IT, Finance, HR, Marketing, Donor Services and etc.) and external organizations that support the company’s diversity, equality and inclusion efforts.

Steered sourcing / recruiting strategies and debrief meetings with hiring manager and interview teams to ensure job requirements and expectations were clearly understood and candidates were assessed against appropriate criteria.
➢ Tracked and analyzed key metrics and reports on hiring progress, diversity, and trends to business leadership – Achieving time to fill, retention and interview to hire ratio objectives.
➢ Established staffing requirements with hiring managers, established and managed recruiting process, communicated hiring recommendations to leadership, and effectively negotiated salaries to fill open positions.
➢ Conduct orientations and process new hires, check licensure and verification.
➢ Enhanced the use of social media platforms to drive more followership and promote the client as an employer of choice, while using analytics to identify workforce trends and characteristics to maximize the business impact of talent acquisition.