Senior Recruiter

TL;DR

Senior Recruiter: Owning end-to-end full-cycle hiring across a complex portfolio of roles with an accent on structured intake, proactive talent pipelines, and data-driven hiring decisions. Focus on transforming recruiting into a proactive talent engine while improving quality, speed, and consistency of candidate experience.

Location: Remote – USA, Canada

Salary: $90,000 – $100,000 USD per year

Company

hirify.global powers auto-related decisions through proprietary data, advanced analytics, and deep industry expertise.

What you will do

• Own and drive end-to-end full-cycle recruitment (sourcing, screening, interviewing, assessing, offers, background checks, dispositions) for individual contributor through senior-level roles.
• Lead structured intake conversations with hiring leaders to define success profiles, challenge assumptions, and align on measurable hiring criteria.
• Partner with hiring managers to define hiring strategy and interview plans aligned to JD Power values and ways of working.
• Build proactive talent pipelines using active and passive sourcing strategies for priority, high-demand, and future capability needs.
• Manage Workday Recruiting with data accuracy, requisition hygiene, and reporting integrity; deliver time-to-fill and pipeline metrics.
• Coach structured, predictive interviewing techniques and facilitate debriefs to support objective, data-backed hiring decisions; contribute to TA process/tool evolution and automation.

Requirements

• Progressive full-cycle recruiting experience, ideally in technology, data, analytics, or professional services environments.
• Experience recruiting across North America and Europe.
• Proven success sourcing and closing mid-to-senior level talent in competitive markets (individual contributors, managers, and senior/VP-level roles).
• Experience with Workday Recruiting or an equivalent enterprise ATS, with strong requisition management and reporting hygiene.
• Proficiency with LinkedIn Recruiter and modern sourcing tools; ability to build pipelines proactively.
• Strong data literacy and comfort using recruiting metrics/dashboards to guide hiring decisions; structured interview experience (competency-based and values-aligned design).

Culture & Benefits

• Transformation role shifting recruiting from transactional execution to a proactive talent engine.
• Emphasis on structured intake, consistent candidate experience, and objective hiring decisions.
• Data-driven TA function with reporting on pipeline metrics and time-to-fill.
• Collaboration with senior leaders, People & Culture, and Finance to translate business strategy into hiring plans.