• Manage the full end-to-end lifecycle recruitment process providing excellent recruiting support for internal client groups • Use a combination of recruiting techniques to build and engage networks, assess, and hire top talent • Work across the robotics engineering space hiring for perception, motion planning, controls, hardware, and software engineering • Act as an advocate for both hiring managers and candidates throughout the hiring process; establishing regular touch points and providing diligent follow-through resulting in a best-in-class candidate and hiring manager experience • Collaborate with engineering recruiting teams to share competitive intelligence, prospective candidate leads, and placement of talent • Source candidates through online channels (e.g. LinkedIn, professional networks, and portfolio sites) • Proactively contribute to ongoing process development projects and other strategic initiatives • Prioritize the candidate experience at the forefront of everything you do

• Looking for an experienced US Non-IT recruiter to join our core US recruitment team • Proven experience in US Non-IT recruitment cycle • Must have worked extensively on W2 requirements • Good exposure working with direct clients • Familiarity with US work Visa process • Strong domain knowledge on the US Non-IT recruitment lifecycle • Excellent communication skills in both verbal and written • Willing to work in US shifts.

• Support the full-cycle recruiting process—from job posting to offer—across roles in software and hardware engineering • Work with senior recruiters and hiring managers to understand role requirements and build effective sourcing strategies • Source candidates using online tools like LinkedIn and other platforms • Help schedule interviews and coordinate communication with candidates throughout the process • Ensure a great experience for all candidates by staying organized and responsive • Keep our ATS and tracking systems up to date • Learn and contribute to process improvements, recruiting projects, and team-wide initiatives

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Senior Talent Acquisition Partner is the most advanced recruiting role on the Talent Acquisition team and serves as a strategic advisor, execution lead, and pipeline architect for high impact hiring needs across the organization. This role designs and leads complex, full-cycle searches for Service Technicians, Corporate functions, Business Service Center roles, and specialty positions, delivering a white-glove hiring experience at every step. This position functions as a Team Lead by providing daily guidance, mentorship, and process alignment for Talent Acquisition Partners. The Senior TA Partner helps drive organizational change as we transition to a market-embedded, strategic, and data-driven talent model. This includes building external talent pipelines, influencing hiring leaders through new expectations, and elevating hiring outcomes across markets. Responsibilities - Lead full-cycle recruitment for Service Technicians, niche, and business-critical roles across assigned region comprised of 50-70 stores. - Create and execute high-volume sourcing strategies that are scalable. - Partner with HRBPs and business leadership on workforce planning, demand forecasting, and upcoming pipeline needs. - Serve as the strategic advisor for talent trends, market data, and hiring best practices. - Act as the primary support and escalation point for Talent Acquisition Partners and Coordinators. - Coach the team through intake quality, structured interviews, sourcing strategy, time management, and process adoption. - Model leadership presence: give direction with diplomacy, respectfully, and influence as a player-coach. - Build sustainable, ongoing pipelines for Service Technicians through various partnerships and community hiring channels. - Create scalable recruiting events, programs, and pipelines. - Drive adoption of modern TA processes with tact, respect, and emotional intelligence. - Address objections with data, labor insights, and strategic recommendations. - Consult leaders with varying readiness levels toward GP1 standards. - Maintain strong relationships while setting expectations to safeguard candidate experience. - Regularly analyze funnel metrics, aging roles, pipeline health, and conversion gaps. - Present data-backed recommendations to leaders to drive performance improvements. Qualifications - Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience). - 7+ years talent acquisition experience. - High volume recruitment experience required. - Proven ability to mentor recruiters and influence cross-functional partners. - Advanced sourcing skillset: Boolean, talent mapping, passive outreach, competitive market research, etc. - Advanced emotional intelligence, diplomacy, business acumen, and the strength to influence leaders who are evolving at different speeds. - Experience creating talent pipelines and external market partnerships. - Data fluency: able to tell the story behind the numbers. Requirements - Compensation: $105K-$110K/yr. - All applicants must pass pre-employment testing to include: background checks, and drug testing in order to qualify for employment. Company Description Group 1 Automotive is an Equal Employment Opportunity employer and participates in E-Verify.