Senior Recruiter

Rexel USA is one of the largest distributors of electrical products, data communication, wireless communication and related supplies in the United States. Rexel USA operates its electrical distribution business in the United States through eight Regions that go to market under various banner and trade names, including Rexel, Rexel Automation, Gexpro, Mayer, Talley and Platt Electric Supply. In addition to an online store, Rexel USA has a distribution network of over 460 warehouse storefront locations throughout the U.S. We are looking for a Senior Recruiter to join our Rexel USA team in Dallas, TX! Summary: The Senior Recruiter is instrumental in shaping the talent landscape of our organization. This role will be responsible for sourcing, researching, and implementing effective recruiting and staffing strategies to attract top-tier talent across various disciplines and locations. Collaborating closely with hiring managers and organizational leaders nationwide, the Senior Recruiter will ensure that Rexel fills open positions in a timely manner with qualified candidates who align with our values and contribute to our success. What You'll Do: Recruitment Lifecycle Management: Manage the complete recruitment lifecycle, including conducting hiring manager intake calls, sourcing candidates, reviewing applications, conducting phone screens, giving feedback to candidates, and extending offers, when appropriate, for a variety of positions across multiple disciplines and locations. Execute all recruiting activities with a strong sense of urgency to meet business and hiring needs. Develop and implement a clear hiring strategy for each assigned requisition in partnership with the hiring manager. Serve as the senior point of contact for complex, high-impact, or confidential searches Workforce Planning and Analysis: Partner cross-functionally with HR, business leaders, and other stakeholders to support strategic workforce objectives. Employ effective workforce planning strategies, including operational analysis, trending, benchmarking, and research, to consult with business leaders on staffing projections and needs. Advise leaders on talent availability, market conditions, compensation considerations, and anticipated hiring challenges. Translate workforce data and business objectives into actionable recruiting strategies and long-term talent plans Networking and Candidate Sourcing: Build and maintain a strong network of contacts to identify and source qualified candidates, leveraging industry connections and relationships, job boards, and social media. Participate in career fairs, conferences, and community job fairs on behalf of the company, actively engaging with potential candidates and following up to evaluate the return on investment of these events. Utilize innovative sourcing techniques to build a robust candidate pipeline and proactively present highly qualified candidates to hiring managers. Identify new sourcing channels, assess their effectiveness, and share successful sourcing practices with the broader Talent Acquisition Team Efficiency and Process Improvement: Identify and implement scalable process improvements that support recruiting goals and key performance indicators (KPIs) related to time, cost, and complexity for hiring managers and the Talent Acquisition Team. Manage requisitions and candidate activity with a strong sense of urgency, setting clear expectations, monitoring progress against established timelines, promptly addressing barriers and delays, and driving timely decision-making throughout each stage of the recruitment lifecycle. Streamline the hiring process to ensure a smooth transition from job opening to candidate onboarding while adhering to Talent Acquisition processes, policies, practices, regulations, and legal requirements, including those related to hiring from competitors and managing conflicts of interest. Analyze trends and recommend improvements that enhance the candidate and hiring manager experience Recruitment Marketing and Branding: Use creative and proactive recruitment marketing approaches to strengthen talent pipelines, increase candidate engagement, and support hiring strategies for difficult-to-fill roles. Evaluate campaign results and recommend improvements based on candidate engagement and hiring outcomes Performance Tracking and Reporting: Reduce time to hire. Track metrics to improve performance. Analyze recruitment metrics to assess the effectiveness of sourcing strategies and make data-driven recommendations for continuous improvement while ensuring recruiting activity remains aligned with departmental and organizational goals. Provide regular updates to leadership on recruitment progress, challenges, and successes Relationship Building: Act as a strategic talent advisor and trusted consultant to hiring managers and business leaders. Challenge assumptions when appropriate, provide market-based recommendations, facilitate hiring strategy discussions, and ensure alignment on candidate profiles, interview plans, timelines, and selection decisions Team Leadership and Knowledge Sharing: Serve as a subject-matter expert and resource to Recruiters and Talent Acquisition team members. Share best practices, provide guidance on complex searches and sourcing strategies, support the development of recruiting capabilities, and contribute to the onboarding and mentoring of less-experienced recruiters Other Duties as Assigned: Perform other duties as assigned while demonstrating sound judgment, accountability, initiative, creativity, responsiveness, and a consistent sense of urgency in support of organizational and Talent Acquisition objectives Job Duties Disclaimer: The information contained in this job description is intended to describe the essential job functions required of those assigned to this job. It is not intended to be an exhaustive list of all responsibilities, duties, knowledge, skills, and abilities needed to perform the jo