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Job Description
• Manage full cycle recruitment efforts for both U.S. and Canada-based roles (from initial role request through to offer).
• Facilitate in-depth intake discussions with hiring managers regarding recruitment process, candidate profiles, strategy, timelines, etc. Ensure proper organizational approvals are in place prior to initiating recruitment or extending offers.
• Write/revise and post inclusive job descriptions in alignment with LEO culture and values. Represent LEO values and branding through all recruitment marketing campaigns and sourcing initiatives.
• Leverage internal and external resources (current employees, employee referrals, the LEO career site, LinkedIn Recruiter, your professional network), to ensure an adequate pipeline of qualified candidates is generated for each position.
• Proactively source a robust and qualified pool of passive candidates for hard-to-fill openings.
• Conduct phone screens and facilitate behavioral interviews to ensure candidates meet position qualifications and LEO competencies.
• Provide detailed candidate summaries and make recommendations on qualified candidates to hiring managers.
• Gather hiring team feedback in a timely fashion. Provide continuous coaching and guidance to hiring teams regarding best practices and behavioral interviewing techniques.
• Prioritize candidate experience: remain the primary point of candidate communications throughout the hiring process, delivering courteous, professional, and timely updates as decisions are made.
• Initiate salary offer recommendations; draft, deliver, and negotiate offers. Recommend adjustments needed to attract talent based on knowledge of position, market feedback, and role level, taking into consideration both internal/external equity.
• Coordinate with internal colleagues (HR, Benefits, Sales Training, IT, etc.) regarding start dates, onboarding, and new hire processes. Partner with the Senior TA Manager to provide onboarding support as needed.
• Help continually evaluate the effectiveness of recruitment processes. Work with the Senior Manager to implement changes that will improve processes, reduce time-to-fill, and positively impact cost savings.
• Keep abreast of industry and workforce trends. Make suggestions and/or recommend initiatives that will ensure a necessary pipeline of talent to meet short and long-term business objectives.
• Report on the status of all open requisitions weekly. Collaborate across the North American TA team to overcome roadblocks and creatively solve problems.
• Maintain recruitment documentation and ensure information in ATS and employee files is complete, accurate, legally compliant, and secure.
• Facilitate in-depth intake discussions with hiring managers regarding recruitment process, candidate profiles, strategy, timelines, etc. Ensure proper organizational approvals are in place prior to initiating recruitment or extending offers.
• Write/revise and post inclusive job descriptions in alignment with LEO culture and values. Represent LEO values and branding through all recruitment marketing campaigns and sourcing initiatives.
• Leverage internal and external resources (current employees, employee referrals, the LEO career site, LinkedIn Recruiter, your professional network), to ensure an adequate pipeline of qualified candidates is generated for each position.
• Proactively source a robust and qualified pool of passive candidates for hard-to-fill openings.
• Conduct phone screens and facilitate behavioral interviews to ensure candidates meet position qualifications and LEO competencies.
• Provide detailed candidate summaries and make recommendations on qualified candidates to hiring managers.
• Gather hiring team feedback in a timely fashion. Provide continuous coaching and guidance to hiring teams regarding best practices and behavioral interviewing techniques.
• Prioritize candidate experience: remain the primary point of candidate communications throughout the hiring process, delivering courteous, professional, and timely updates as decisions are made.
• Initiate salary offer recommendations; draft, deliver, and negotiate offers. Recommend adjustments needed to attract talent based on knowledge of position, market feedback, and role level, taking into consideration both internal/external equity.
• Coordinate with internal colleagues (HR, Benefits, Sales Training, IT, etc.) regarding start dates, onboarding, and new hire processes. Partner with the Senior TA Manager to provide onboarding support as needed.
• Help continually evaluate the effectiveness of recruitment processes. Work with the Senior Manager to implement changes that will improve processes, reduce time-to-fill, and positively impact cost savings.
• Keep abreast of industry and workforce trends. Make suggestions and/or recommend initiatives that will ensure a necessary pipeline of talent to meet short and long-term business objectives.
• Report on the status of all open requisitions weekly. Collaborate across the North American TA team to overcome roadblocks and creatively solve problems.
• Maintain recruitment documentation and ensure information in ATS and employee files is complete, accurate, legally compliant, and secure.