Senior Recruiter Remote

JOB REQUIREMENTS: Join the Team That Fuels Your Favorite Beverages You Don't Wait for Applicants. You Go Find Them. The best salaried talent isn't scrolling job boards. They're succeeding somewhere else and not thinking about leaving. We need a Senior Recruiter who knows how to find those people, start real conversations, and convince them Wis-Pak is worth the move. If you measure yourself by the quality of the hires you close, not the number of resumes you push, keep reading. Who We Are Wis-Pak is the force behind some of the country's most recognized beverage brands, including Pepsi-Cola, Mountain Dew, Lipton Iced Tea, Aquafina, Vita Ice, Klarbrunn, and Bubbl'r. We're a billion-dollar organization growing fast, and that growth depends on putting the right leaders, engineers, and professionals in the right seats. That's where you come in. The Role As our Senior Recruiter, you'll own full-cycle hiring for salaried roles across departments and locations. This is a hunter's seat. You'll build pipelines from scratch, go after passive candidates, and act as a trusted advisor to hiring managers who rely on you to deliver. You'll have the autonomy to run your desk your way, and you'll be accountable for results. What You'll Own Proactive sourcing. Find and engage passive talent through LinkedIn Recruiter, advanced Boolean and X-ray searches, competitor mapping, referrals, and your own network. Job postings are a supplement, not your strategy. Hiring manager partnership. Run intake meetings that sharpen the profile, set realistic expectations on market and timeline, and push back when needed. Candidate pitch and selling. Turn cold outreach into real conversations, and real conversations into accepted offers. Full-cycle execution. Screen, assess, coordinate interviews, manage offer negotiation, and hand off a smooth start to onboarding. Pipeline building. Keep warm benches for recurring and critical salaried roles so we're never starting from zero. Pipeline diversification. Tap colleges, military transition programs, professional associations, and community partnerships to widen the funnel. Data and improvement. Track time-to-fill, cost-per-hire, source effectiveness, and offer acceptance rate, and use that data to recommend smarter ways to hire. Compliance. Keep every search aligned with employment law and company policy. What Success Looks Like In your first 90 days, you've learned our business, built credibility with hiring managers, and filled your first salaried roles with candidates you sourced directly. By the end of year one, hiring managers come to you first, your pipelines are ready before reqs open, and your metrics show it. You Bring 5+ years of recruiting or talent acquisition experience with a strong focus on salaried, professional, or leadership hiring. A track record of filling hard-to-fill roles through direct sourcing, not just inbound applicants. Expert-level... For full info follow application link. Equal Opportunity Employer ***** APPLICATION INSTRUCTIONS: Apply Online: ipc.us/t/3EAF0B3D84804A8A