Senior Sales Recruiter

The Senior Sales Recruiter is a strategic, consultative Talent Acquisition partner responsible for delivering full lifecycle recruitment for niche, complex, and people leader roles. This role works directly with HR Business Partners and senior business leaders to shape talent strategies, anticipate future capability needs, and influence workforce decisions. As a key contributor to Talent Acquisition transformation, the Senior Sales Recruiter helps elevate recruiting from execution to enterprise talent advisory, bringing market intelligence, thought leadership, and proactive pipeline strategies to the business.

Strategic HRBP & Business Partnership

• 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.
• Act as a thought partner to HRBPs, ensuring talent decisions support broader people, culture, and business outcomes.

Full Lifecycle Talent Advisory

• Lead the end‑to‑end recruitment lifecycle for high‑impact, niche, and senior‑level roles, from search kick off and workforce planning alignment through offer negotiation and onboarding partnership.
• Conduct deep, strategic search kick off calls to define success profiles, leadership competencies, and enterprise‑level expectations.
• Design and manage rigorous, equitable assessment and selection processes that prioritize long‑term impact and leadership effectiveness.
• Navigate ambiguity and competing priorities while maintaining quality, speed, and candidate experience.

Proactive Sourcing & Pipeline Development

• Proactively identify, engage, and cultivate senior‑level and niche talent through advanced passive sourcing, executive networking, referrals, and external partnerships.
• Build and sustain long‑term, strategic talent pipelines aligned to critical leadership and hard‑to‑fill roles.
• Provide market intelligence and talent insights to HRBPs and leaders, including availability, competitive landscape, and emerging skill trends.
• Shift the organization from reactive hiring to proactive talent readiness through forward‑looking pipeline development.

Candidate & Hiring Manager Experience

• Deliver a highly consultative, white‑glove candidate experience appropriate for senior‑level and specialized talent.
• Partner closely with senior leaders to guide decision‑making, manage expectations, and ensure alignment throughout the hiring process.
• Serve as a visible ambassador of the organization’s leadership brand and values in all external and internal interactions.

Talent Acquisition Transformation & Continuous Improvement

• Act as a key contributor to the evolution of the Talent Acquisition function, modeling advisory‑based recruiting and enterprise thinking.
• Influence and adopt new TA practices, technology, tools, and operating models aligned to transformation goals.
• Advise HRIS team on functionality of the current recruiting technology stack as well as emerging technologies.
• Use data, insights, and outcomes to continuously improve recruiting effectiveness, quality of hire, and stakeholder satisfaction.
• Mentor and coach Talent Advisors, sharing best practices in sourcing strategy, stakeholder management, and consultative recruiting.
• Partner across HR and TA to standardize approaches, elevate capability, and deliver a consistent, enterprise‑wide talent experience
• Other duites as needed

• 7-10 years of Sales recruiting experience in full lifecycle recruiting within a matrixed or complex organization.
• Ability and willingness to flex across other areas of the organization when needed, to help lead search efforts outside of Sales and Marketing.
• Experience leading sourcing and/or pre-boarding team members, ensuring the efficiency of the search. 
• Proven experience partnering with HR Business Partners and senior leaders in a strategic, consultative talent role.
• Expertise in passive candidate sourcing, executive networking, and proactive pipeline development, utilizing multiple forms of sourcing techniques and tools.
• Ability to translate business strategy into clear, actionable talent and hiring strategies that inform executive decision-making.
• Exceptional influencing, relationship‑building, and communication skills with senior stakeholders.
• Demonstrated executive presence with ability to navigate and resolve difficult conversations, challenge assumptions, and guide leaders toward broader business-aligned talent decisions.

About Owens Corning  

Owens Corning is a residential and commercial building products leader committed to building a sustainable future through material innovation. Our products provide durable, sustainable, energy-efficient solutions that leverage our unique capabilities and market-leading positions to help our customers win and grow. We are global in scope, human in scale with more than 25,000 employees in 31 countries dedicated to generating value for our customers and shareholders and making a difference in the communities where we work and live. Founded in 1938 and based in Toledo, Ohio, USA, Owens Corning posted 2024 sales of $11.0 billion. For more information, visit www.owenscorning.com. 

Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.