Senior Business Recruiter - GTM

As a Senior Business Recruiter at Mercury, your main responsibilities include leading the entire recruiting funnel for Sales & Relationship Management, collaborating closely with hiring managers, and guiding the team towards unbiased hiring decisions. You will also focus on building high-performing, inclusive teams that resonate with Mercury’s values and brand. Your strategic sourcing techniques and ability to engage passive candidates will be critical in attracting top talent.

To qualify for the Senior Business Recruiter position at Mercury, candidates should hold a bachelor’s degree or equivalent experience and have at least five years of full-cycle recruiting experience. Deep knowledge in recruiting for sales organizations and the ability to partner with executive stakeholders are essential. Proficiency in utilizing tools such as LinkedIn Recruiter and a solid understanding of diversity hiring initiatives will also be highly valued.

At Mercury, the culture is vibrant, inclusive, and dedicated to excellence. As a Senior Business Recruiter, you'll be encouraged to embrace autonomy while focusing on collaborative teamwork. The company values diversity and belonging, making it a place where new ideas are welcomed, and every voice is heard. You'll be the embodiment of Mercury's values and will play a vital role in building high-performing teams.

Mercury uses several advanced tools to streamline the recruiting process, including LinkedIn Recruiter and Covey. As a Senior Business Recruiter, you will leverage these technologies to identify talent and effectively manage your recruiting pipeline. Staying updated on new recruiting channels and measuring their effectiveness is also part of fostering continuous improvement in recruiting practices.

Diversity and inclusion are at the heart of Mercury’s recruiting philosophy. In your role as a Senior Business Recruiter, you will champion these initiatives by building diverse teams and guiding hiring managers towards unbiased decisions. Making the recruitment process more inclusive is not just a responsibility; it’s a vital part of Mercury’s commitment to fostering an inclusive work environment.

When answering this question, focus on specific examples of your recruiting experiences, outlining the process from sourcing to onboarding. Highlight how you've successfully filled challenging roles and how you ensured candidates had a positive experience throughout.

Discuss specific strategies you've utilized to ensure diversity in your recruiting process. Explain your methods for identifying candidates from varied backgrounds and how you foster inclusive hiring practices alongside your commitment to high performance.

Share your preferred sourcing methods and tools, whether it's LinkedIn Recruiter, direct outreach, or networking. Make sure to highlight any innovative strategies or unique approaches you have used to find passive candidates.

Focus on your communication skills and collaborative approach. Discuss how you establish clear expectations with hiring managers and keep them informed throughout the recruiting lifecycle, ensuring that aligned goals lead to successful hires.

Talk about how you track recruiting metrics such as time-to-fill, candidate quality, and diversity metrics. Be prepared to give examples of how you've used data to improve the recruiting process and drive decisions.

Talk about the strategies you implement to ensure candidates feel valued throughout the process. This could include personalized communication, feedback mechanisms, and an emphasis on maintaining transparency with candidates.

Share how you keep abreast of the latest recruiting practices, whether it’s attending workshops, following industry leaders, or participating in online communities. Emphasize your commitment to continuous learning.

Discuss a specific challenge you've encountered in recruiting, detailing how you handled it and the outcome. This should showcase your problem-solving abilities and your capacity to adapt to difficult situations.

Emphasize the importance of empathy in building relationships with candidates and understanding their needs. Share examples of how your empathetic approach has positively impacted your hiring decisions.

Discuss your experience implementing diversity initiatives in recruiting, such as targeted outreach, diverse interview panels, or unconscious bias training for hiring teams. Highlight your commitment to inclusive hiring practices.