Sr. Recruiter

Job Description

Audible is looking for a clever and connected Senior Recruiter to help us expand, innovate, and attract the best talent in the market. We aim to raise the profile of Audible Original content and we believe that Audible’s audiobook franchise and ever-broader interest in listening to well-composed spoken words has achieved a scale and cultural tipping point that will allow Audible to dramatically grow in the coming years. This position reports to the Director of NonTech Recruiting.
KEY RESPONSIBILITIES
As a senior recruiter, you would be responsible for the tactical aspects of recruitment but have a greater focus on strategy, relationship management and leadership.
Tactical (30%):
· Manage full lifecycle recruiting process for candidate and client side
· Complete Statement of Work at Recruitment Strategy Meeting stage
· Work with HRBP and Hiring Manager to refine Job Descriptions
· Attend/Run Prebrief and Debrief meetings for all roles and candidates
· Complete, with sourcing, status updates for Hiring Managers
· Run weekly or biweekly meetings with Hiring Managers
· Participate in Activate Caring Events and Newark Community Volunteering
Relationship Management (30%):
· Manage client relationships with SVPs and below (some ELC)
· Establish and foster partnership with Talent Acquisition peers – Sourcers and Recruiting Coordinators
· Setting expectations with Hiring Managers while communicating and holding stakeholders to agreed upon service levels
· Partner with HR Business Partner (HRBP)
· Opportunistic hiring/Exploratory interviewing
· External Recruiting Agency/Partner oversight and management
Strategic (20%):
· Staying current on market trends and business lines supported
· Partner with sourcing on external talent mapping or driving own
· Assessing candidates to ensure they embody the Audible People Principles
· Candidate profile identification via Hiring Manager intake meetings
· Partnering with HRBP on succession planning, internal mobility, retention
· Creating and presenting diverse candidate slates
· Identification of the right interview teams and creating interview loops to ensure hiring decision confidence
· Consistent review and evaluation of Recruiting activities and implementation of new ideas that can optimize for better business results
Administrative (15%):
· Maintaining Candidate Records in Applicant Tracking System
· Utilizing internal tools – Offer Calculator, Microsoft Office, ICIMS, HIRE etc.
· Working with HRBPs on Headcount Reconciliation
· Working with Compensation team to calculate appropriate offers
Leadership (5%):
· Mentoring/Coaching of Recruiters/Sourcers
· Onboarding of New Recruiters/Sourcers and RCs