Senior Sales Recruiter

Owens Corning•Toledo, OH

21h

About The Position

The Senior Sales Recruiter is a strategic, consultative Talent Acquisition partner responsible for delivering full lifecycle recruitment for niche, complex, and people leader roles. This role works directly with HR Business Partners and senior business leaders to shape talent strategies, anticipate future capability needs, and influence workforce decisions. As a key contributor to Talent Acquisition transformation, the Senior Sales Recruiter helps elevate recruiting from execution to enterprise talent advisory, bringing market intelligence, thought leadership, and proactive pipeline strategies to the business.

Requirements

7-10 years of Sales recruiting experience in full lifecycle recruiting within a matrixed or complex organization.
Ability and willingness to flex across other areas of the organization when needed, to help lead search efforts outside of Sales and Marketing.
Experience leading sourcing and/or pre-boarding team members, ensuring the efficiency of the search.
Proven experience partnering with HR Business Partners and senior leaders in a strategic, consultative talent role.
Expertise in passive candidate sourcing, executive networking, and proactive pipeline development, utilizing multiple forms of sourcing techniques and tools.
Ability to translate business strategy into clear, actionable talent and hiring strategies that inform executive decision-making.
Exceptional influencing, relationship‑building, and communication skills with senior stakeholders.
Demonstrated executive presence with ability to navigate and resolve difficult conversations, challenge assumptions, and guide leaders toward broader business-aligned talent decisions.

Responsibilities

Serve as a trusted Talent Acquisition advisor to HR Business Partners and senior leaders, aligning recruiting strategies to workforce plans, organizational design, and long‑term business priorities.
Lead advanced talent conversations focused on leadership capability, succession risk, niche skill gaps, and future‑ready talent needs.
Influence role design, hiring approach, and selection strategy for complex and senior‑level searches.
Act as a thought partner to HRBPs, ensuring talent decisions support broader people, culture, and business outcomes.
Lead the end‑to-end recruitment lifecycle for high‑impact, niche, and senior-level roles, from search kick off and workforce planning alignment through offer negotiation and onboarding partnership.
Conduct deep, strategic search kick off calls to define success profiles, leadership competencies, and enterprise‑level expectations.
Design and manage rigorous, equitable assessment and selection processes that prioritize long-term impact and leadership effectiveness.
Navigate ambiguity and competing priorities while maintaining quality, speed, and candidate experience.
Proactively identify, engage, and cultivate senior‑level and niche talent through advanced passive sourcing, executive networking, referrals, and external partnerships.
Build and sustain long‑term, strategic talent pipelines aligned to critical leadership and hard-to-fill roles.
Provide market intelligence and talent insights to HRBPs and leaders, including availability, competitive landscape, and emerging skill trends.
Shift the organization from reactive hiring to proactive talent readiness through forward-looking pipeline development.
Deliver a highly consultative, white‑glove candidate experience appropriate for senior-level and specialized talent.
Partner closely with senior leaders to guide decision‑making, manage expectations, and ensure alignment throughout the hiring process.
Serve as a visible ambassador of the organization’s leadership brand and values in all external and internal interactions.
Act as a key contributor to the evolution of the Talent Acquisition function, modeling advisory‑based recruiting and enterprise thinking.
Influence and adopt new TA practices, technology, tools, and operating models aligned to transformation goals.
Advise HRIS team on functionality of the current recruiting technology stack as well as emerging technologies.
Use data, insights, and outcomes to continuously improve recruiting effectiveness, quality of hire, and stakeholder satisfaction.
Mentor and coach Talent Advisors, sharing best practices in sourcing strategy, stakeholder management, and consultative recruiting.
Partner across HR and TA to standardize approaches, elevate capability, and deliver a consistent, enterprise‑wide talent experience
Other duites as needed