Senior Recruiter

At MISUMI Americas, we're hiring a Senior Recruiter to own full-cycle hiring across Sales, Marketing, Technology, Operations, Customer Service, and other business-critical functions.

You'll be the person hiring managers come to before a role is even fully defined — someone who can turn a vague headcount request into a sharp candidate profile, build a real pipeline against it, and close strong candidates without losing the plot on candidate experience along the way.

This role is built for someone with 5–7 years of recruiting experience who wants breadth, not a single lane. One week it's a Sales Director search, the next a technical hire — and you bring the same rigor to both.

You will report to the Global Talent Acquisition Manager.

What You'll Do

• Run full-cycle recruiting across multiple functions. Sourcing, screening, interview coordination, stakeholder alignment, offer negotiation — for roles spanning Sales, Marketing, Customer Success, Operations, Corporate Functions, and Technical positions.
• Build talent maps and source proactively. Use LinkedIn Recruiter, job boards, referrals, and outreach strategies tailored to each function — not a one-size-fits-all script.
• Lead intake meetings that actually shape the search. Define the candidate profile, advise hiring managers on where to flex and where not to, and keep them aligned as the process moves.
• Keep pipelines warm ahead of need. Ongoing outreach and relationship-building across functions, not just reacting to open reqs.
• Own the candidate journey. From first outreach through onboarding, representing the company authentically at every touchpoint.
• Track and act on recruiting metrics. Time-to-fill, pipeline health, conversion rates, source effectiveness — and use that data to actually change how you recruit, not just report on it.
• Find and fix the friction. In interview processes and workflows, so hiring stays fast without cutting corners on quality.
• Partner cross-functionally. Work with People Operations and leadership on hiring priorities and workforce planning.
• All employees are expected to maintain and contribute to the QMS.

What You'll Bring

Experience

• 5–7 years of full-cycle recruiting or talent acquisition, ideally spanning multiple functions (Sales, Marketing, Operations, Tech, Customer Support)
• Experience recruiting technical roles (Engineering, Product, IT, Data) strongly preferred
• Track record in fast-paced, high-growth, or startup environments preferred
• Proven ability to run multiple diverse requisitions at once, without one function's hiring stalling because another one's on fire

Technical Skills

• Greenhouse ATS or a comparable system, including structured interview processes and reporting
• Strong hands-on proficiency with LinkedIn Recruiter and other sourcing tools
• Working knowledge of U.S. talent markets, compensation trends, and hiring norms across the functions above
• Fluent with AI tools in the recruiting workflow — sourcing, screening, drafting outreach, and surfacing insights from pipeline data — and knows where to apply judgment instead of automation

Soft Skills & Attributes

• Stakeholder management that goes beyond scheduling — able to actually influence a hiring manager's decision when the data says something different than their gut
• Candidate-first mindset, with an inclusive process as the default, not an afterthought
• Organized enough to juggle competing searches without dropping any of them
• Analytical — comfortable using data to drive decisions, not just to build a slide
• Adaptable, and genuinely energized by variety rather than worn down by it

Work Environment

Remote position; standard computer-based work with extended periods of sitting. Reasonable accommodations are available for individuals with disabilities to perform the essential functions of this role. Travel expectations for this role are 0–10%.