Lead Recruiter

About the role

Search Solution Group is seeking a Lead Recruiter, Talent Acquisition to provide hands-on corporate recruiting leadership, recruiting strategy, team enablement, and process improvement. This player-coach role will lead full-cycle recruiting while serving as a subject-matter resource to the Talent Acquisition team. The Lead Recruiter will partner closely with hiring managers, business leaders, HR, and TA leadership to attract high-quality talent, develop scalable recruiting practices, improve recruiting performance, and support strategic organizational initiatives.

Responsibilities

• Lead full-cycle recruiting for corporate, professional, technical, sales, operations, and leadership positions.
• Partner with hiring managers to understand business needs, establish recruiting strategies, and set realistic hiring expectations.
• Develop proactive talent pipelines for critical and recurring positions.
• Utilize LinkedIn Recruiter, ATS/CRM platforms, referrals, networking, and other sourcing channels to identify and engage qualified candidates.
• Provide hiring managers with market intelligence regarding compensation, talent availability, competitive hiring activity, and candidate trends.
• Ensure a positive and consistent candidate experience throughout the recruiting process, from initial engagement through offer and onboarding.
• Serve as a subject-matter resource and informal leader for the Talent Acquisition team.
• Coach and mentor recruiters on sourcing, candidate engagement, interviewing, closing, and search strategy.
• Assist with onboarding and training new Talent Acquisition team members.
• Develop recruiting playbooks, templates, interview guides, sourcing strategies, and best practices.
• Identify opportunities to improve recruiting workflows, tools, systems, and processes.
• Assist TA leadership with special projects and strategic recruiting initiatives.
• Track and analyze Talent Acquisition metrics, including time-to-fill, time-to-submit/interview, candidate pipeline activity, source effectiveness, interview-to-offer ratios, offer acceptance rates, quality of hire, and recruiter productivity.
• Identify recruiting trends and opportunities to improve efficiency and effectiveness.
• Help establish consistent reporting and performance visibility across the Talent Acquisition organization.
• Use recruiting data and analytics to influence hiring strategies and business decisions.
• Build strong relationships with business leaders and hiring managers.
• Participate in workforce planning and talent strategy discussions.
• Partner with HR and business leadership on organizational growth initiatives.
• Support employer branding, talent-market initiatives, career events, and corporate recruiting programs.
• Stay current on labor-market trends, recruiting technology, compensation trends, and evolving Talent Acquisition practices.
• Partner with internal sales and commercial leadership when recruiting expertise can support business initiatives.
• Provide talent-market intelligence related to hiring trends, customer needs, and growth opportunities.
• Support recruiting-related presentations, internal initiatives, and strategic business development efforts as appropriate.
• Help position Talent Acquisition as a strategic business partner rather than solely a transactional recruiting function.

Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• Experience: Minimum of 5 years of Talent Acquisition or recruiting experience; demonstrated success managing full-cycle corporate recruiting; experience recruiting across multiple functions and organizational levels; experience partnering directly with hiring managers and business leadership; demonstrated experience mentoring, coaching, or providing leadership to other recruiters.
• Preferred: Previous experience as a Senior Recruiter, Lead Recruiter, Senior Talent Acquisition Partner, or TA Manager; experience working in a corporate Talent Acquisition environment; experience building recruiting processes, training programs, or team enablement initiatives; experience supporting sales, technical, corporate, or leadership recruiting; exposure to workforce planning or broader talent strategy; experience with recruiting technology optimization or ATS implementation.

Skills

• Full-cycle recruiting and talent acquisition strategy.
• Candidate sourcing and engagement.
• LinkedIn Recruiter and modern recruiting technology.
• ATS/CRM platforms.
• Hiring manager and business leader partnership.
• Recruiting metrics and performance analytics.
• Talent pipeline development.
• Interviewing and candidate assessment.
• Candidate closing and offer management.
• Recruiting process improvement.
• Training, coaching, and mentoring.
• Strong written and verbal communication.
• Strong organization and time management.
• Data analysis and reporting.
• Relationship management and cross-functional collaboration.
• Ability to operate strategically while remaining hands-on.

Knowledge

• Corporate Talent Acquisition practices and full-cycle recruiting.
• Modern sourcing strategies and recruiting technologies.
• Applicant Tracking Systems (ATS) and CRM platforms.
• Recruiting metrics, analytics, and performance measurement.
• Labor-market and compensation trends.
• Workforce planning and talent strategy.
• Employer branding and candidate experience.
• Recruiting process design and optimization.
• Interviewing and candidate assessment practices.
• Talent development and organizational growth initiatives.

Key Competencies

• Leadership & Coaching: Ability to mentor, develop, and influence recruiters while serving as a trusted resource for the team.
• Strategic Thinking: Ability to connect recruiting strategies to broader organizational goals and workforce needs.
• Business Acumen: Understanding of how talent acquisition supports business growth and organizational performance.
• Relationship Building: Ability to establish strong relationships with hiring managers, business leaders, candidates, and internal stakeholders.
• Communication: Ability to clearly communicate recruiting strategies, market insights, data, and recommendations.
• Analytical Thinking: Ability to interpret recruiting metrics and use data to identify trends and drive decisions.
• Problem Solving: Ability to identify recruiting challenges and develop practical, scalable solutions.
• Adaptability: Ability to balance strategic responsibilities with hands-on recruiting in a changing environment.
• Initiative: Proactive approach to identifying talent, improving processes, and creating new recruiting strategies.
• Collaboration: Ability to work effectively across Talent Acquisition, HR, business leadership, and other functions.
• Results Orientation: Strong focus on delivering high-quality hires and achieving recruiting objectives.
• Continuous Improvement: Commitment to improving recruiting processes, tools, candidate experience, and team effectiveness.