Senior Recruitment Officer | Corporate Recruitment

About Us

Full Potential Solutions (FPS) is a performance-based, analytically driven omnichannel solutions organization with operations in Waltham, MA, Chennai, India, Bogota, Colombia, and Manila, Philippines that puts culture and employees first. We are a rapidly growing global company, employing the best people, processes, and proprietary technology to deliver groundbreaking solutions for our clients and fulfilling careers for our employees.

We invest in our people and put culture first because we believe that happy, fulfilled teams deliver breakthrough results. FPS offers a competitive suite of benefits for our employees, including a lucrative compensation program, medical, dental, and vision benefits, and the opportunity for high-potential career growth with a fast-growing company.

Our Core Values:

• Integrity - Do what’s right for everyone: clients, shareholders, partners & colleagues, TEAM is more important than self, and create an atmosphere of mutual respect

• Excellence - Deliver exceptional client results, Reward and recognize performance, and Relentless pursuit of improvement

• Accountability - Act like an owner, take pride in our work, Measure results (your own and our clients), Be passionate

• Grace - Respect and appreciate differences, Care for one another, Humility, Make work personal

Our Mission: To create conditions within which people can thrive!

The Senior Recruitment Officer (Corporate Recruitment) is responsible for driving full-lifecycle talent acquisition across corporate functions (e.g., Finance, Legal, HR, Marketing, Operations, and IT). This role plays a critical part in aligning hiring strategies with business goals, optimizing end-to-end recruitment operations, managing key senior stakeholders, and ensuring an exceptional candidate experience at every touchpoint.

Duties and Responsibilities:

Recruitment Operations & Strategy Execution

• Full-Cycle Recruitment: Manage the end-to-end recruitment process for mid-to-senior corporate roles, from job posting and sourcing to screening, interviewing, offer negotiation, and onboarding handover.

• Sourcing & Talent Pipeline: Utilize direct sourcing channels (LinkedIn Recruiter, job boards, professional networks, and referrals) to proactively build talent pipelines for critical and hard-to-fill corporate positions.

• Process Optimization: Continuously evaluate and streamline talent acquisition workflows, applicant tracking systems (ATS), and interview scheduling processes to reduce time-to-fill and cost-per-hire.

• Data & Analytics: Track, analyze, and report on key recruitment metrics (e.g., funnel conversion rates, sourcing channel efficacy, offer acceptance rates) to make data-driven hiring decisions.

Stakeholder Management & Strategic Advisory

• Business Partnership: Serve as a trusted advisor to hiring managers, department heads, and executives regarding market intelligence, salary benchmarks, and talent availability.

• Intake & Alignment: Conduct thorough brief intake sessions with hiring managers to define role requirements, key competencies, and ideal candidate profiles.

• Structured Interviewing: Train and guide hiring managers on effective competency-based interviewing techniques, diversity hiring, and objective evaluation frameworks.

• Regular Reporting: Provide clear, actionable updates to leadership on hiring progress, SLA achievements, and potential bottlenecks.

Candidate Experience & Employer Branding

• Relationship Building: Deliver a high-touch, transparent, and engaging candidate experience from initial contact through offer presentation and pre-boarding.

• Feedback & Communication: Ensure timely, constructive communication and feedback to all candidates, reinforcing a positive perception of the employer brand regardless of the outcome.

• Employer Value Proposition (EVP): Partner with HR and Marketing teams to promote the company’s employer brand through careers pages, social media, and industry recruitment events.

• Onboarding Handover: Ensure a seamless transition from offer acceptance to onboarding in collaboration with the HR Operations team.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

• With 2-4 years of recruitment experience, with a strong focus on corporate or head-office functions within the BPO environment.

• Proven track record in full-cycle recruitment within a fast-paced corporate environment or top-tier recruitment agency.

• Advanced proficiency with Applicant Tracking Systems (ATS) (e.g., Greenhouse, Workday, Lever, SmartRecruiters).

• Expertise in LinkedIn Recruiter and advanced Boolean searching.

• Proficiency in Excel/Google Sheets for recruitment reporting and metrics tracking.

• Stakeholder Management: Exceptional communication, influencing, and negotiation skills to manage diverse hiring managers.

• Candidate-Centric Mindset: Deep commitment to delivering a polished, empathetic candidate journey.

• Problem-Solving: Strong operational agility and organizational skills to handle multiple open reqs simultaneously.

• Amenable to work in a hybrid setup and in shifting schedules.