Technical Recruiter, Shared Services -Recruiting

Arthur J. Gallagher · Plano

Apply on the company website

Core Responsibilities

• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with the Vice President of Recruiting and Employee Engagement, and the Talent Acquisition Manager to develop and grow a technical recruitment strategy to engage and pipeline a diverse talent pool across all business lines and levels of the company.
• Perform all other duties as assigned.

IT Staffing Development and Strategy

• Establish credibility with hiring managers by delivering high-quality, well-matched candidates with appropriate technical depth quickly and cost-effectively.
• Partner closely with engineering and IT leaders onsite to calibrate candidate profiles and technical requirements.
• Coordinate third-party agency partnerships, candidate submissions, and pipeline activity; identify opportunities to reduce agency reliance and associated recruiting costs.
• Maintain an objective, data-driven list of preferred agency partners and collaborate with hiring managers and IT leadership to guide agency selection and maximize utilization of approved vendors.
• Coordinate with HR and Legal teams, to facilitate candidate immigration and visa paperwork process.

Technical Recruiting Expertise

• Demonstrated ability to engage technical talent and hiring leaders in credible discussions regarding engineering roles, technology stacks, software development disciplines, and labor market conditions.
• Leverage data-driven recruiting practices to monitor pipeline health, optimize sourcing effectiveness, and improve hiring outcomes.
• Acts as a trusted advisor to both hiring managers and candidates by providing transparent guidance on market dynamics, role expectations, and hiring strategies while maintaining a strong employer brand, delivering an exceptional candidate experience, and cultivating long-term relationships within technical talent communities.
• Employs advanced technical sourcing strategies to identify and engage passive talent through specialized channels beyond traditional job boards and LinkedIn, including technical communities, open-source platforms, university admissions and campus recruiting, industry conferences, professional networks, referrals, and market intelligence to build high-quality talent pipelines.

Business Relationships

• Build and maintain strategic relationships with community organizations, universities, colleges, and admissions counselors to identify emerging talent, strengthen talent pipelines, and create opportunities for partnership and collaboration.
• Keep business partners informed of recruitment progress through regular meetings, reporting, and talent market updates; present recruiting initiatives, performance metrics, and emerging workforce trends, anticipating challenges and recommending solutions as appropriate.
• Collaborate with HR, Legal, and hiring managers to ensure compliance with employment laws, regulations, company policies, and visa/immigration requirements related to hiring decisions.
• Serve as the primary point of contact for sponsorship and immigration matters, coordinating documentation and communications with candidates, HR, and Legal.
• Partner with the Talent Acquisition Manager and Recruiting Team to develop recruiting strategies, drive process efficiencies, share best practices, and provide support across business units as needed.
• Represent the organization at virtual and in-person networking, recruiting, university, and community events to expand professional networks and identify prospective talent.
• Deliver an exceptional candidate experience throughout the recruitment lifecycle, ensuring timely communication, professionalism, and a positive representation of the organization.

Vendors

• Foster and maintain relationships with external partners including staffing agencies, specialized technical recruiting partners, universities, community and professional associations, and other relevant groups.
• Assist the Talent Acquisition Manager as needed in the negotiation and onboarding of Staffing Master Service Agreements when requested.
• Evaluate IT staffing vendor performance; assist in the development of staffing vendor scorecards and committed agencies list; hold staffing vendors accountable to established processes and candidate delivery expectations.
• Reduce overall IT agency spend associated with direct placement and contingent worker fees.

• Bachelor's degree or equivalent combination of education and relevant work experience.
• 5+ years of full-cycle talent acquisition experience, including technical recruiting.
• Experience recruiting for a wide range of technical roles, including software engineering, cloud, data, cybersecurity, infrastructure, and others.
• Working knowledge of software development, web development, AI/machine learning, UX/UI design, and common programming languages and technologies (e.g., Python, Java, Ruby, Spark) sufficient to assess technical talent.
• Demonstrated ability to evaluate technical candidates and partner effectively with hiring managers and cross-functional teams.
• Extensive sourcing experience using LinkedIn Recruiter, Boolean search techniques, social media, ZoomInfo, and other internet-based research tools.
• Proven success building candidate pipelines, developing relationships with passive candidates, and hiring top talent in fast-paced, high-growth environments.
• Experience utilizing modern ATS and CRM platforms; iCIMS experience preferred.
• Knowledge of technology staffing and contingent workforce practices; experience managing third-party recruiting vendors preferred.
• Experience ensuring compliance with employment-related regulations and recruiting policies.
• Strong analytical and strategic thinking skills with the ability to interpret data, solve complex problems, and develop effective recruiting strategies.
• Excellent project management, presentation, negotiation, and decision-making skills.
• Exceptional written, verbal, and interpersonal communication skills with the ability to build credibility and trust at all levels of the organization.
• Strong customer-service orientation with a commitment to delivering an exceptional experience for candidates and hiring managers.
• Highly organized and self-motivated, with the ability to manage competing priorities, meet deadlines, and adapt to changing business needs.
• Demonstrated urgency, resourcefulness, professionalism, discretion, integrity, and a collaborative, results-oriented work ethic.
• Proficient in Microsoft Office applications, particularly Excel, Word, PowerPoint, and Outlook.
• Ability to work onsite 3–4 days per week in a collaborative environment.

More jobs at Arthur J. Gallagher · People & Recruiting jobs in Plano