Senior Recruiter, People Operations
$146,000–$149,000 year
On-siteCosta Mesa, California, United States
Job Summary
Own end-to-end full-cycle recruiting across People Operations, managing diverse searches spanning compensation, HRIS, payroll, and benefits. Develop tailored sourcing strategies for each sub-function and conduct functional screens to assess depth and organizational fit. Manage the interview process from intake through close, calibrating with hiring managers and driving offers to signature. Partner with People Operations leaders to understand hiring needs and advise on market conditions, compensation benchmarks, and role design. Maintain data integrity in the ATS/CRM and implement improvements to recruiting processes and interview practices. This role requires managing multiple concurrent searches while maintaining quality and candidate experience.
Required Qualifications
- 5-8+ years of full-cycle recruiting experience in a fast-paced, high-growth environment
- Direct experience recruiting People Operations, HR, or related functions (compensation, HRIS, payroll, benefits, or similar)
- Demonstrated ability to manage multiple concurrent searches across different functional areas while maintaining quality and candidate experience
- Strong stakeholder management skills with the ability to advise, calibrate, and build trust with hiring managers across levels
- Data-informed mindset: you track pipeline metrics, use conversion data to diagnose search health, and present market intelligence to influence decisions
- Clear, effective communication with candidates and hiring teams, with the ability to build rapport and assess fit across a range of People Ops disciplines
- Ability to move fast and prioritize without letting quality or candidate experience slip
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities
Desired Qualifications
- Experience recruiting in defense, aerospace, or a related high-tech industry where cleared talent and mission-driven positioning are factors
- Experience recruiting across multiple People Ops sub-functions rather than a single specialty
- Experience working in a matrixed or dual-reporting organizational structure
- Track record of improving recruiting processes, interview design, or assessment frameworks
- Familiarity with the People Operations talent market, including where top candidates concentrate and what motivates lateral moves
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