Senior Recruiter

POSITION SUMMARY

Under the direction of the Director of Human Resources (HRD), the Senior Recruiter serves as a strategic talent acquisition partner responsible for leading full-cycle recruiting across Burbank Housing.

The Senior Recruiter partners closely with hiring managers and organizational leaders to understand current and future workforce needs, develop effective recruiting strategies, identify and attract qualified talent, and guide leaders through consistent, equitable, and effective hiring practices.

This position manages the recruiting lifecycle from workforce planning and requisition development through sourcing, screening, interviewing, candidate selection, offers, pre-employment requirements, onboarding, and early new-hire integration. The Senior Recruiter serves as a subject matter resource to hiring managers regarding sourcing strategies, candidate assessment, interviewing practices, labor market considerations, and recruiting best practices.

The Senior Recruiter is expected to develop creative sourcing strategies and talent pipelines for high-volume, specialized, and hard-to-fill positions while continuously evaluating recruiting processes, technology, candidate experience, and hiring outcomes.

The position also coordinates new-hire onboarding in partnership with hiring managers, IT, Training, Office Management, Yardi, and other departments to ensure an organized and positive transition into Burbank Housing.

The successful candidate is a highly skilled recruiter, trusted advisor, strong communicator, and proactive problem-solver who can independently manage competing priorities while maintaining a high level of professionalism, organization, confidentiality, and candidate service.

KEY RESPONSIBILITIES

Strategic Recruiting & Workforce Planning

• Lead full-cycle recruiting for positions across the organization, including high-volume, specialized, professional, and hard-to-fill roles.

• Partner with hiring managers and leaders to understand workforce needs and develop effective recruiting strategies.

• Consult with hiring managers regarding position requirements, qualifications, competencies, compensation ranges, schedules, hiring timelines, and selection criteria.

• Review approved job descriptions and position requirements prior to initiating recruitment.

• Ensure required hiring approvals and documentation are completed before positions are posted.

• Provide recruiting guidance regarding labor market conditions, candidate availability, sourcing challenges, and competitive hiring considerations.

• Develop proactive recruiting strategies and maintain talent pipelines for anticipated and recurring workforce needs.

• Identify recruiting challenges and recommend solutions to the HRD and hiring managers.

Sourcing & Talent Pipeline Development

• Develop and execute sourcing strategies designed to attract highly qualified active and passive candidates.

• Utilize job boards, professional networks, social media, associations, community organizations, employee referrals, and other appropriate recruiting resources.

• Build and maintain talent pipelines for recurring, high-volume, specialized, and difficult-to-fill positions.

• Identify new recruiting channels and partnerships based on organizational hiring needs.

• Develop creative outreach strategies to expand candidate pools.

• Participate in and coordinate job fairs, community outreach activities, networking opportunities, and recruiting events.

• Establish appropriate application timelines and candidate communication practices.

• Evaluate sourcing effectiveness and adjust recruiting strategies based on results.

Candidate Screening & Selection

• Develop job-related screening criteria, knockout questions, interview questions, and candidate evaluation tools.

• Review applications against established minimum qualifications and position requirements.

• Conduct phone and virtual screening interviews through Paycom.

• Conduct structured, behavioral, situational, and competency-based interviews.

• Assess candidates based on qualifications, competencies, experience, and documented job-related criteria.

• Advance or disposition of candidates using consistent and documented selection criteria.

• Maintain timely and professional communication with candidates throughout the recruiting process.

• Coordinate interviews between candidates, hiring managers, and interview panels.

• Develop and support structured interview processes, scoring tools, and selection criteria.

• Ensure interview documentation and candidate evaluations are completed and appropriately maintained in Paycom.

• Coordinate candidate accommodations as needed throughout the recruiting process.

• Facilitate finalist and selection discussions with hiring managers.

• Guide hiring managers in comparing candidate qualifications and interview evidence against established position requirements.

Hiring Manager Partnership & Consultation

• Serve as a trusted recruiting advisor to hiring managers and organizational leaders.

• Provide guidance regarding recruiting strategy, sourcing, candidate evaluation, interviewing, selection, and candidate experience.

• Coach hiring managers on structured, behavioral, and competency-based interviewing techniques.

• Guide hiring managers in developing job-related interview questions and candidate evaluation criteria.

• Promote consistent, equitable, and documented hiring practices across the organization.

• Provide regular updates regarding recruiting progress, candidate pipelines, sourcing results, challenges, and recommended next steps.

• Proactively identify recruiting barriers and work with hiring managers to develop solutions.

• Escalate significant recruiting delays, concerns, or process issues to the HRD as appropriate.

Offers & Pre-Employment Process

• Prepare and communicate conditional verbal offers to selected candidates.

• Confirm approved position title, compensation, FLSA classification, supervisor, anticipated start date, and applicable employment terms.

• Coordinate reference request documentation and required background-check authorization paperwork.

• Prepare written offer letters following established approval processes.

• Ensure offer letters accurately reflect approved employment terms and applicable benefits information.

• Coordinate reference checks, background checks, and other approved job-related pre-employment requirements.

• Maintain appropriate recruiting and pre-employment documentation.

• Coordinate with hiring managers regarding anticipated start dates and position-specific requirements.

• Maintain candidate engagement throughout the offer and pre-employment process.

Onboarding & New-Hire Integration

• Collaborate with the Training Department to manage the recruiting-to-onboarding transition from accepted offer through the employee's initial employment period.

• Confirm start dates and coordinate onboarding readiness with hiring managers, IT, Yardi, Office Management, Property Management, and other departments as appropriate.

• Prepare and monitor onboarding requirements through Paycom.

• Coordinate HR-related onboarding and initial new-hire training.

• Ensure new employees receive required orientation and assigned training.

• Manage the Learning Management System (Yardi-Aspire) to assign and track required new-hire and ongoing training.

• Partner with hiring managers to support 30-, 60-, and 90-day new-hire integration and evaluation activities.

• Coordinate evaluation reminders and processes through Paycom.

• Document relevant onboarding feedback and coordinate follow-up with the hiring manager or HRD when appropriate.

Applicant Tracking System & Recruiting Administration

• Serve as a subject matter resource for recruiting functions within the Paycom Applicant Tracking System.

• Create and manage requisitions, candidate records, recruiting workflows, interview documentation, and hiring activities within Paycom.

• Ensure recruiting documentation is accurate, complete, organized, and maintained in accordance with established procedures.

• Support and coach hiring managers regarding appropriate use of recruiting tools and workflows.

• Develop and maintain recruiting templates, interview guides, screening tools, scoring rubrics, checklists, and related resources.

• Identify opportunities to streamline recruiting workflows and improve the hiring manager and candidate experience.

Recruiting Metrics & Continuous Improvement

• Track and analyze recruiting metrics, including time-to-fill, source effectiveness, candidate experience, quality of hire, and new-hire retention and performance indicators.

• Analyze recruiting data to identify trends, bottlenecks, and opportunities for improvement.

• Evaluate sourcing channels and recruiting strategies based on hiring outcomes.

• Review recruiting and onboarding feedback to identify opportunities for continuous improvement.

• Support efforts to identify and reduce potential bias within recruiting and selection practices.

• Prepare recruiting reports, trends, and quarterly insights for the HRD.

• Recommend improvements to recruiting processes, technology, sourcing strategies, candidate communication, and hiring workflows.

• Stay informed regarding recruiting trends, sourcing strategies, talent acquisition practices, and emerging recruiting technology.

Employee Support & Benefits

• Provide employees and candidates with general information regarding available benefit programs and appropriate benefits resources.

• Assist with annual open enrollment activities as needed.

OTHER DUTIES

• Participate in Human Resources projects and organizational initiatives as requested.

• Provide recruiting expertise and support for special projects, workforce initiatives, and organizational hiring needs.

• Perform other duties as assigned.