SR RECRUITER TECHNOLOGY - Full-time / Part-time

POSITION PURPOSE - 

Do you want to be part of a thrilling revolution influenced by technology? We are the largest home improvement retailer in the United States, a $90+ billion business-focused environment where you can contribute in a variety of functional areas covering all aspects of the consumer value chain. We are currently managing leading software packages and technology platforms to deliver creative results to our business partners and customers.

We are looking for a TECH ‘sniper’/recruiter who will be focused on engineering and development. You’ll be tasked with building qualified applicant pipelines of hard-to-find candidates. We like to hire the best, which isn’t easy. We get that. That’s why we need you.

The Senior Recruiter TECHNOLOGY is responsible for managing the recruitment efforts for assigned areas of The Home Depot Enterprise. Their role is to provide the support, knowledge and tools needed for successful job placement. In partnership with HR Leaders and Talent Acquisition leadership, this role will develop talent acquisition strategies to attract and hire the best in class for functional areas of the business. The Senior Recruiter TECHNOLOGY will manage the full lifecycle for all hires. Key responsibilities include working with Store Support Center functional groups to create recruitment strategies to fit their needs, and monitoring selection processes when appropriate to ensure The Home Depot is making the best hiring decisions. It is also the responsibility of the Senior Recruiter TECHNOLOGY to facilitate new recruitment initiatives and complete special projects as assigned. Communicating with others, at all levels, building relationships and planning projects are critical skills for successful performance in this position. 

MAJOR TASKS, RESPONSIBILITIES AND KEY ACCOUNTABILITIES -

Use strategic planning information to implement an innovative, function-specific talent acquisition plan to develop a strong external bench of talent that supports The Home Depot's talent acquisition strategy. Acquire industry knowledge and competitive market data and use this information to drive potential changes to the staffing plan.

NATURE AND SCOPE -
Typically reports to Manager, Talent Acquisition TECHNOLOGY -

ENVIRONMENTAL JOB REQUIREMENTS -

MINIMUM QUALIFICATIONS - 

EDUCATION REQUIRED -
The knowledge, skills and abilities typically acquired through the completion of a high school diplomas and/or GED. 

YEARS OF RELEVANT WORK EXPERIENCE - 5

PHYSICAL JOB REQUIREMENTS -
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. 

PREFERRED QUALIFICATIONS - 
5 plus years of corporate Talent Acquisition experience
Strong sourcing’s background in software engineering (Java, API, Cloud, Cassandra, Microservice, UX/UI etc)
Exceptional customer service focus.
Very strong computer skills – including intermediate excel
Proficient in ATS technologies
Strong experience with Social Media: LinkedIn Recruiter, Facebook, Twitter, etc. 
Strong communication, interpersonal, and teamwork skills. Self-directed, creative and resourceful problem-solver with a passion for finding just the right candidate. 

KNOWLEDGE, SKILLS, ABILITIES AND COMPETENCIES -
Strong customer service orientation in order to build and maintain a strong candidate pool including negotiation skills.
Creative and innovative in recruitment activities including the understanding of successful candidate traits, demographic characteristics, and talent management inputs
Knowledge of employment laws and regulations, equal opportunity laws and other applicable federal and state regulations including, but not limited to EEO and OFCCP.
Senior level leadership, negotiation and influence skills to serve as a staffing expert and internal advisor
Effectively handle multiple and changing priorities in a fast paced environment while achieving staffing targets
Three plus years experience in administering behavioral interviews