Recruiter [Non-Tech]

LinkedIn is the world’s largest professional network, built to help members of all backgrounds and experiences achieve more in their careers. Our vision is to create economic opportunity for every member of the global workforce. Every day our members use our products to make connections, discover opportunities, build skills and gain insights. We believe amazing things happen when we work together in an environment where everyone feels a true sense of belonging, and that what matters most in a candidate is having the skills needed to succeed. It inspires us to invest in our talent and support career growth. Join us to challenge yourself with work that matters.

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.

As a Recruiter, you will lead the end-to-end recruitment process for moderately complex roles, playing a pivotal role in attracting and hiring top talent across the Global Sales Organization. You’ll use a data-driven, strategic, and inclusive approach to recruiting, collaborating closely with hiring managers, interviewers, and cross-functional teams to ensure a world-class candidate experience.

Responsibilities

Suggested Skills

- Communication
- Recruiting
- Data driven approach
- Stakeholder Management

Responsibilities

Leads strategy and kickoff meetings with hiring managers by leveraging data and insights to influence and advise role requirements, business needs, and timelines for complex roles.; Leverages domain expertise to evaluate candidates for senior positions using skills assessments and behavioral interviewing and sources candidates when necessary.; Designs and executes candidate experience strategies for critical/hard-to-fill roles and coaches hiring managers on engagement best practices driving employer brand impact and turning candidates into promoters.; Demonstrates expertise in navigating the hiring process across all members of the hiring team and Global Talent Organization (GTO) partner teams.; Champions recruiting processes and ensures accuracy of data in systems to enable reliable reporting, compliance, and decision-making, addressing gaps and driving consistency.; Proactively plans risk and nurture strategy reviews and facilitates regular meetings to align on pipeline/hiring updates for complex roles.; Utilizes mastery of negotiation techniques using knowledge of candidate motivators to influence decision making.; Monitors and tracks progress against agreed upon core delivery metrics and goals to meet business hiring demand.; Influences and advises hiring managers and interview teams to build a skills-based and inclusive hiring process.; Proactively leverages market data and insights to attract top talent and inform talent strategies.; Analyzes and provides consultation on interview and assessment outcomes to influence hiring decisions, identifying and promoting areas where the candidate meets core needs of team.; Identifies opportunities to improve processes and plays a key role in change efforts by embracing new practices, modeling best behaviors, guiding hiring managers, and sharing knowledge to influence others through transitions.; Evaluates and introduces artificial intelligence (AI) solutions to optimize team workflows, improves data-driven decision-making, and shares best practices to build team fluency.; Leads team participation in Customer Zero initiatives, synthesizes structured feedback, and partners with product teams to validate solutions and surface adoption challenges.; Manages components of projects across the function or business unit.; Regularly strategizes with, and influences, the functional team and key strategic partnerships that influence the talent pipeline.; Actively seeks coaching and mentoring opportunities within and outside of immediate team, focusing on a growth mindset and a willingness to continuously upskill and provides informal guidance to junior individual contributor levels.

Requirements

4+ years of experience in talent acquisition, recruiting or related field; 2+ years of experience in non- technical hiring for functions like sales, marketing, GTM ops, etc

Nice to have

3+ years of experience using HR Systems; 3+ years of experience in a client facing role; 3+ years of experience in function-specific recruiting