Senior Recruiter

Position Summary

The Senior Recruiter is a strategic recruiting professional who advises hiring managers on talent market dynamics, builds role-level hiring strategies, and leverages data to influence decision-making.

What you'll do...

• Advises hiring managers on talent availability, compensation band competitiveness, and time-to-fill trade-offs using market data and pipeline analytics.
• Influences interview design and candidate calibration standards by translating market context and hiring performance data into practical recommendations.
• Proactively identifies risks to hiring timelines or quality and proposes mitigation strategies before problems escalate.
• Synthesizes recruiting analytics from ATS dashboards and market intelligence tools into concise, executive-ready updates for stakeholder conversations.
• Leverages reporting tools to influence role prioritization and sequencing decisions when capacity or market conditions create trade-offs.
• Builds role-level hiring strategies that align sourcing investment, interview design, and timeline targets to business milestone commitments and roadmap urgency.
• Sequences sourcing and assessment activity based on skill criticality, candidate supply availability, and stakeholder interview bandwidth.
• Uses historical pipeline data to forecast hiring velocity, identify likely bottlenecks, and set realistic expectations with business partners.
• Applies labor market data platforms to validate talent availability assumptions and challenge unrealistic hiring timelines with evidence.
• Leads the development of targeted sourcing strategies for niche or critical skill sets that standard sourcing channels consistently underserve.
• Leverages market mapping, competitor talent flow analysis, and compensation benchmarking to identify and engage high-quality passive candidates.
• Coaches stakeholders on realistic candidate profiles, trade-offs between experience and potential, and the supply constraints that affect hiring timelines for specialized roles.
• Uses talent intelligence platforms to map competitor organizations, build target company lists, and generate talent pool insights.
• Builds segmented candidate pipelines using CRM automation workflows to maintain engagement across longer hiring cycles.
• Partners with hiring leaders to refine competency models, define behavioral indicators, and design structured interview frameworks that improve evaluation consistency and predictive validity.
• Identifies and surfaces potential bias risks in existing interview and calibration processes and recommends practical design improvements.
• Facilitates calibration discussions by presenting candidate comparisons grounded in structured rubric data and performance predictors rather than subjective impressions.
• Analyzes candidate drop-off data by funnel stage to identify evaluation steps where assessment rigor or candidate experience is creating unnecessary attrition.
• Tracks interviewer feedback quality and coaches panel members to improve specificity and behavioral evidence in their assessments.
• Designs engagement strategies for high-priority or competitively recruited talent that go beyond standard process touchpoints to create a differentiated candidate experience.
• Pairs with hiring managers to develop tailored closing narratives that connect Walmart’s opportunity, culture, and growth potential to each candidate’s specific motivations.
• Maintains candidate interest across extended hiring timelines by monitoring candidate NPS, feedback signals, or experience indicators and executing personalized engagement sequences.
• Analyzes candidate drop-off data by stage to identify where experience failures are driving qualified candidates out of the funnel.
• Negotiates competitive offer packages using market data, internal equity analysis, and a clear understanding of each candidate’s financial and career priorities.
• Anticipates counteroffer risk and develops proactive mitigation plans, including pre-close conversations that surface competing considerations before the formal offer stage.
• Balances total rewards levers — base, bonus, equity, relocation, sign-on — to construct competitive offers within band and budget constraints.
• Analyzes offer acceptance trends across roles and hiring manager cohorts using reporting dashboards to identify patterns that inform future negotiation strategy.
• Uses pipeline data to anticipate counteroffer risk patterns by role type, level, or candidate profile and adjusts closing strategy accordingly.
• Uses recruiting funnel data to identify process bottlenecks — in sourcing, screening, assessment, or offer stages — and recommends targeted workflow improvements with measurable impact.
• Improves reporting clarity by building custom dashboards that surface the metrics most relevant to stakeholder decision-making within assigned business units.
• Pairs with recruiting operations and technology teams on tool adoption, workflow configuration, and process enhancements that improve team efficiency.
• Identifies automation opportunities within ATS and CRM workflows that reduce manual effort without sacrificing candidate experience quality.
• Continuously evaluates process performance and proposes improvements aligned to team-level quality and efficiency goals.

Key Skills

• Talent Acquisition
• Data-Driven Decision Making
• Stakeholder Communications
• Market Intelligence
• Talent Strategy Leadership

Expectations

• Respect the Individual
• Act with Integrity
• Serve our Customers and Members
• Strive for Excellence

Minimum Qualifications

• Option 1: Bachelor’s degree in business, human resources, or related field and 2 years of experience in human resources, talent acquisition, or related area.
• Option 2: 4 years of experience in human resources, talent acquisition or related area.

Preferred Qualifications

• Professional in Human Resources certification Human Resources - Professional HR (PHR) CERTIFICATION

Additional Compensation

• Annual or quarterly performance bonuses.
• Stock.

Benefits

• Health benefits include medical, vision and dental coverage.
• Financial benefits include 401(k), stock purchase and company-paid life insurance.
• Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting.
• Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.

Pay

The annual salary range for this position is $80,000.00 - $155,000.00. Additional compensation includes annual or quarterly performance bonuses. Additional compensation for certain positions may also include: Stock.