- The Senior Recruiter will support client hiring managers with filling their vacancies to target start dates, ensuring all quality thresholds and SLA/KPIs are met. They will deliver excellent recruitment services to the client in line with agreed service levels, acting as the custodian of candidate quality and the hiring manager experience, working in conjunction with colleagues in teams such as Sourcing and Administration.

- Senior Recruiters will be aligned to high-touch client business units or stakeholder groups that require additional attention. This may involve more rounds of interviews, more data/insight-led consultation, more complex offer negotiation, intricate reward structures, or interfacing with more senior hiring managers. They will follow a high-touch workflow, investing more time at each stage of the recruitment process than a Recruiter.

Job Role:

Stakeholder Relationships:

- Maintain or achieve x% improvement on average annual Client CSAT score

- Maintain or achieve x% improvement on average annual Candidate CSAT score

Recruitment Delivery:

- x% compliance against client SLAs/KPIs

- Achieve/exceed monthly hiring/productivity target

Technology and Compliance:

- x% data integrity and reporting accuracy for all required ATS and CRM/manual tracker data fields

- x% compliant with all relevant legislation/client compliance/AMS Business Assurance requirements

Job Responsibilities:

Client Stakeholder Relationships:

- Create and maintain trusted partner relationships with Senior hiring managers/stakeholders.

- Independently execute the end-to-end delivery of recruitment services to them, providing counsel, advising through insight and SME knowledge on the recruitment process, and ensuring that timelines are correctly identified and met.

- Lead discussions on attraction strategies, working with Sourcing and hiring managers to correctly identify the approach based on market and hiring demands.

- Make recommendations for best fit and skills profile, coaching hiring managers on what may or may not be achievable.

Internal Stakeholder Relationships:

- Monitor funnel metrics in partnership with Sourcing to ensure bottlenecks are identified and addressed ahead of time.

- Collaborate effectively with relevant teams, such as Sourcing and Administration teams to ensure a smooth client and candidate experience.

- Coach and mentor Recruiters, Sourcers, and Administrators on best practice approaches and client culture, supporting them in achieving success in their roles.

Recruitment Delivery:

- Take full ownership to ensure the recruitment service is delivered in line with contractual obligations and client service level agreements.

- Lead vacancy consultation discussions in partnership with the Sourcer to agree on the recruitment plans with hiring managers - this includes role requirements, sourcing strategy, DEI requirements, pay range, agreed timeframes, responsibilities of all involved, and the selection process.

- Collaborate with the Sourcing team on the iterative process of narrowing down high-quality candidates and jointly review the shortlist with the hiring manager.

- Deliver excellent candidate experience in conjunction with the Sourcer; managing candidate satisfaction with the recruitment experience, from initial interview to start date.

- Support the hiring manager with hiring decisions and guide them in determining an appropriate offer; lead the (often complex) offer process and negotiations to close the candidate.

- Anticipate potential stakeholder issues within own area of expertise, taking action to address, and using judgment to escalate appropriately.

- Proactively manage future demand by facilitating demand planning meetings to discuss forecasts with the client resourcing lead team.

- Support the development of an Assessment Centre plan, where needed.

- Build proactive pipelining strategies and share insights with hiring managers to support strategic decision-making and execution outside of live demand. Report regularly on the progress of Talent Pool.

- Share and implement knowledge gained from other teams to enhance own recruitment delivery.

- Actively participate in, or coordinate projects outside the direct remit of responsibility.

- Outline recommended continuous improvement actions and upselling opportunities to Manager - Client Services, including quantifying impact.

Technology and Compliance:

- Ensure that all changes to a candidate's status and requisition updates are tracked in realtime in all relevant systems (client and AMS).

- Support account contractual management by identifying and flagging scope creep.

- Ensure compliance with legislation affecting the area of work (e.g., age discrimination, employment risks for contractors, OFCCP, data management techniques or similar local legislative requirements).

- Identify and track compliance risks in line with the overall AMS Risk Management Framework and suggest solutions.

Required Skills:

- Critical Thinking - proficiency level 2

- Drives Continuous Improvement - proficiency level 2

- Issue Resolution - proficiency level 2

- Mentors/Coaches others - proficiency level 2

- Accepts and Adapts to Change - proficiency level 3

- Acts Proactively and at Pace - proficiency level 3

- Considers Financial Impact - proficiency level 3

- Effective Communication - proficiency level 3

- Follows Processes and Guidelines - proficiency level 3

- Growth Mindset - proficiency level 3

- Managing Expectations - proficiency level 3

- Partnering with Colleagues - proficiency level 3

- Prioritisation and Capacity Management - proficiency level 3

- Quality and Accuracy - proficiency level 3

- Stakeholder Partnering - proficiency level 3

- Takes and Models Responsibility - proficiency level 3

Technical Skills:

- MS Office - proficiency level 2

- Recruitment Process Outsourcing Expertise - proficiency level 3

- Recruitment Technology Literacy - End User - proficiency level 3

- The role may require additional language proficiency and/or industry knowledge - client, geography or sector