Sr Recruiter

As a Sr Recruiter at Greenpoint Technologies, your responsibilities include developing innovative recruiting strategies, managing the full life cycle of recruiting from sourcing to offer extension, and conducting talent assessments. You will partner closely with hiring leaders to understand their needs, create engaging recruitment plans, and maintain clear communication with candidates throughout the process.

To be a successful Sr Recruiter at Greenpoint Technologies, you should have a Bachelor’s degree or equivalent experience, coupled with a minimum of 8 years of experience in recruiting. You'll need to possess a deep understanding of talent acquisition, exceptional communication skills, and the ability to mentor hiring managers on best practices and compliance regulations.

Greenpoint Technologies supports its Sr Recruiters by fostering a collaborative and innovative environment where big ideas are encouraged. You'll be empowered to develop your own recruitment strategies, engage in meaningful mentorship relationships, and have access to leading-edge tools to enhance your recruiting efforts, all while making a visible impact on the organization.

A Sr Recruiter at Greenpoint Technologies will utilize various tools to streamline the recruitment process, including Applicant Tracking Systems (ATS) like Greenhouse, LinkedIn, and Indeed, among others. Proficiency in these tools helps you manage candidate pipelines, assess applicants efficiently, and maintain accurate reporting for hiring teams.

At Greenpoint Technologies, you can expect a high accountability culture that values transparency and open communication. The organization is committed to creating an environment where creativity thrives and employees are recognized for their contributions while being part of a team that is passionate about delivering exceptional aerospace interior solutions.

In answering this question, detail each stage from sourcing candidates to screening, interviewing, and extending offers. Highlight techniques you use for sourcing passive talent, how you assess candidate fit, and your methods for maintaining candidate engagement throughout the process.

Discuss your approach to prioritizing tasks and leveraging technology, such as Applicant Tracking Systems. Explain how you maintain organization, ensure communication with hiring managers, and streamline your efforts across multiple job openings.

Share specific strategies that have worked for you, such as building a strong employer brand on social media, networking at industry events, and maintaining relationships with former employees. Discuss how you tailor your outreach based on the position and your approach to engaging passive candidates.

Provide a specific example that demonstrates your problem-solving abilities. Focus on the challenges faced, your assessment of the situation, and the steps you took to resolve it, emphasizing your resourcefulness and creativity in finding solutions.

Discuss your knowledge of relevant regulations like OFCCP and EEOC and how you incorporate these into your interview processes and candidate assessments. Mention your experience in creating legally defensible interview plans and coaching hiring managers.

Explain the key metrics you focus on, such as time-to-fill, offer acceptance rates, and candidate quality ratios. Discuss how you use these metrics to evaluate your strategies and make data-driven decisions to improve the recruitment process.

Explain how you establish open communication and find ways to align their needs with market trends. Highlight your approach to mentoring and guiding them in best practices, as well as holding regular recruitment meetings to ensure ongoing alignment.

Provide a specific instance where you identified inefficiencies in a current recruiting process and the steps you took to address them. Emphasize results achieved, such as reduced time-to-fill or improved candidate engagement.

Discuss your approach to assessing culture fit during candidate evaluations. Highlight how you define culture within the organization and the techniques you employ to ensure candidates align with company values while also having the necessary skills.

Share your strategy for providing constructive feedback to candidates who are not selected. Discuss the importance of maintaining a positive candidate experience and how you ensure effective communication throughout the rejection process.