Senior Recruiter

Owens Corning

. Serve as a trusted Talent Acquisition advisor to HR Business Partners and senior leaders, aligning recruiting strategies to workforce plans, organizational design, and long-term business priorities .

Posted 10/6/2026full-timeRemote • Ohio • United StatesSeniorWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in full lifecycle recruiting, particularly for engineering and technology roles, while effectively partnering with senior leaders to align talent strategies with business objectives. Proficient in passive candidate sourcing, talent pipeline development, and delivering a high-quality candidate experience.

Highest-signal resume keywords

Full Lifecycle RecruitingPassive Candidate SourcingTalent Pipeline DevelopmentStrategic Talent AdvisoryStakeholder Communication

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

End-To-End RecruitmentWorkforce PlanningAssessment ProcessesData-Driven RecruitingLeadership Competencies

Soft Skills

Influencing SkillsRelationship BuildingConsultative ApproachCommunication SkillsBusiness Acumen

Tools & Technologies

Recruiting TechnologyHRIS Functionality

Industry Keywords

Talent AcquisitionSenior-Level SearchesNiche TalentExecutive NetworkingContinuous Improvement

About the role

Key responsibilities & impact

Serve as a trusted Talent Acquisition advisor to HR Business Partners and senior leaders, aligning recruiting strategies to workforce plans, organizational design, and long-term business priorities
Lead advanced talent conversations focused on leadership capability, succession risk, niche skill gaps, and future-ready talent needs
Influence role design, hiring approach, and selection strategy for complex and senior-level searches
Lead the end-to-end recruitment lifecycle for high-impact, niche, and senior-level roles, from search kickoff and workforce planning alignment through offer negotiation and onboarding partnership
Define success profiles, leadership competencies, and enterprise-level expectations
Design and manage rigorous, equitable assessment and selection processes
Proactively identify, engage, and cultivate senior-level engineering and niche talent through passive sourcing, executive networking, referrals, and external partnerships
Build and sustain strategic talent pipelines for critical leadership and hard-to-fill roles
Provide market intelligence and talent insights to HRBPs and leaders
Deliver a consultative, white-glove candidate experience
Partner with senior leaders to guide decision-making and manage expectations
Contribute to Talent Acquisition transformation and adopt new TA practices, technology, tools, and operating models
Advise the HRIS team on recruiting technology functionality and emerging technologies
Use data and outcomes to improve recruiting effectiveness, quality of hire, and stakeholder satisfaction
Mentor and coach Talent Advisors
Partner across HR and TA to standardize approaches and deliver an enterprise-wide talent experience

Requirements

What you’ll need

7-10 years of experience in full lifecycle recruiting within a matrixed or complex organization
5+ years of experience owning end to end recruitment for engineering, R&D, and Technology positions
Experience in leading sourcing or pre-boarding teams to enable the efficiency of the TA team
Strong experience partnering with HR Business Partners and senior leaders in a strategic, consultative talent role
Proven expertise in passive candidate sourcing, executive networking, and proactive pipeline development
Ability to translate business strategy into actionable talent and hiring strategies
Exceptional influencing, relationship-building, and communication skills with senior stakeholders
High level of business acumen, discretion, and comfort operating with ambiguity
Passion for proactive workforce planning, talent advisory, and continuous improvement