FLEX HQ Recruiter

Talent Acquisition at Marriott is positioned to fuel company performance by scaling an in-house talent acquisition team to identify, attract and hire world-class talent. This integral talent function directly impacts and supports business performance, driving the organization’s priorities around growing great leaders, investing in our associates, and providing access to opportunity. Through our innovative total talent model, which combines Full time equivalent (FTE) recruitment, contingent, contract, and gig labor, and by enhancing our internal talent marketplace approach, we believe we can profoundly impact the organization, fostering a vibrant and inclusive workplace where excellence thrives.

The HQ Recruiter is a strategic leader responsible for driving the recruitment process, developing innovative talent acquisition strategies, and ensuring a seamless experience for candidates and hiring managers.

Success in this role requires strong negotiation skills, market insight, and the ability to build and maintain effective relationships with stakeholders.

FLEX is a temporary full-time position with an initial assignment of six months and the possibility of extension based on performance and business needs.

This is a remote position, and we’re open to any location and time zone in the United States.

CANDIDATE PROFILE  

Education and Experience  

Required

BA/BS degree  

5+ years' experience as a recruiter 

Masterful negotiating skills that work on behalf of the company and the talent 

Knowledgeable pulse on the hiring market and understand how to use that data to improve our hiring strategy 

Highly resourceful with strong problem-solving and analytical skills 

 

Preferred

Recruiting experience in an agency/search firm or highly matrixed business environment 

CORE WORK ACTIVITIES

Recruitment Strategy: Be a strategic partner to HR and Hiring Manager by providing talent mapping, guide the compensation process, offering market insights, analyzing recruiting metrics, and developing strategies to improve the efficiency of the recruiting funnel 

Talent Sourcing: Develop creative recruiting strategies and proactively build a robust pipeline of top talent at all levels through research, social media, cold calls, referral generation, events, and sourcing campaigns to accomplish hiring goals 

Hiring Manager Collaboration: Partner with hiring managers during the collaboration session to identify known candidates, encourage referrals, gather input to further develop the sourcing strategy and align further on need + interview process. 

Candidate Screening: Review resumes, conduct phone screens, and assess candidates' qualifications and fit for the role. 

Candidate Slating: Provide a slate of qualified candidates in alignment with defined SLAs and disposition candidates as appropriate throughout. 

Interview Coordination: Oversee and participate in the interview process, ensuring a smooth and efficient experience by preparing candidates, assessing their suitability, and providing ongoing feedback. 

Interview Materials: Distribute interview materials and prepare the interviewers and gather completed documents for filing. 

Compensation:  Manage compensation expectations throughout the selection process, guide the compensation process from analysis to offer and negotiation, craft a detailed compensation analysis (reviewed and approved by HR/Compensation/Hiring Managers), deliver initial offer, and conduct final negotiations. 

Relationship Building: Develop and maintain strong relationships with hiring managers, HR partners, and candidates to ensure a positive recruitment experience. 

Employer Branding: Promote Marriott International as an employer of choice by showcasing our company culture, values, and career opportunities. 

Data Management:?Maintain accurate and up-to-date candidate information in the applicant tracking system (ATS) and provide regular recruitment reports.   

Communication:  Provide ongoing daily or as-needed communication with hiring managers and candidates and conduct weekly/bi-weekly meeting updates with HR discipline leaders. 

 

Skills/Attributes

Possesses leadership presence and professional demeanor; a leader who collaborates and resolves issues; influences without authority 

Is a team player with credibility who works with a high degree of independence 

Is results oriented; delivers results under difficult conditions and demonstrates balanced judgment under pressure; persistent-- drives ideas 

Develops and maintains effective relationships with a broad group of stakeholders, whether in person or via phone/email, in order to foster trust and influence key decisions 

Excellent written and verbal communication skills that conveys key information, recommendations, etc. concisely to an executive audience and thoroughly to individuals supporting the recruiting process 

Makes decisions in a timely manner, sometimes with incomplete information 

Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data 

Possesses strong organizational skills and ability to manage multiple tasks 

Strong mediation skills to facilitate a constructive approach to deal with conflict  

Quickly builds rapport and trust to influence stakeholders, vendors, and project teams; sells ideas persuasively, settling differences and winning concessions without damaging relationships; can be both direct and assertive while remaining diplomatic.   

Maintains a positive attitude, especially if strategy and process improvement recommendations are met with resistance and disagreement; effective at addressing difficult issues and guiding others toward the accomplishment of identified goals. 

Proficient in the “mechanics” of applicant tracking system(s); computer literate (sound understanding of databases and supporting systems)  

Stays current with Talent Acquisition trends and best practices 

High degree of integrity in dealing with sensitive and confidential information in accordance with the company’s global data privacy regulations (GDPR) 

Integrates and balances priorities, work activities and resources for the benefit of multiple key stakeholders 

Active learner -- enhances personal, professional, and business growth through new knowledge and experiences; pushes the organization to learn from other industries’ standards and practices 

 

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates.  We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. 

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