PURPOSE OF THE JOB
The Senior Technical Recruiter is a strategic, consultative Talent Acquisition partner responsible for delivering full lifecycle recruitment for niche and complex reseach and development and technical roles. This role partners 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 Recruiter helps elevate recruiting from execution to enterprise talent advisory-bringing market intelligence, thought leadership, and proactive pipeline strategies to the business.
JOB RESPONSIBILITIES
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 engineering 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.
JOB REQUIREMENTS
- 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
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About Owens Corning
Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages - including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position - to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). 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.
