Senior Recruiter, Lion Holdings

Can you find exceptional talent before everyone else does?

You understand that recruiting is part sales, part marketing, part research, and part business strategy. You know the best candidates are not always applying. You know a job posting is not a sourcing strategy, and you know hiring managers need more than resumes. They need a recruiting partner who understands the business, challenges assumptions, knows the market, and can turn a hiring need into a talent strategy.

If you’re curious enough to learn almost any business function, creative enough to find talent others overlook, and competitive enough to keep searching until you find the right person, start here.

The Opportunity
We are building a rapidly growing company with a flywheel business model across three interconnected operating verticals: Media, Consulting, and Technology . Each business strengthens the others, creating an environment where new ideas, products, audiences, and opportunities can move quickly across the organization.

Growth creates one unavoidable challenge: we need exceptional people to build it.

As a Senior Recruiter , you will help us find them. You will recruit across a remarkably diverse portfolio of corporate and operational functions, including Accounting & Finance, Technology & Engineering, Marketing, Studio Production, Events, Facilities, Operations, and other critical support functions.

This is not a transactional recruiting role. We are looking for someone who can operate as a talent advisor, researcher, salesperson, project manager, and relationship builder. You will partner directly with leaders to understand what they are trying to accomplish, translate business needs into talent requirements, develop sourcing strategies, assess candidates, and provide ongoing market intelligence and hiring advisement.

What You’ll Do

• Own Full-Cycle Recruiting: Manage searches from intake and sourcing through interviews, selection, offer, and close while creating an exceptional candidate experience.
• Understand the Business: Learn how our Media, Consulting, and Technology businesses operate, how they connect, and what talent each function needs to achieve its goals.
• Recruit Across Functions: Lead searches spanning Accounting & Finance, Engineering, Marketing, Studio Production, Events, Facilities, Operations, and other corporate disciplines.
• Build the Search Strategy: Partner with Talent Acquisition leadership and hiring leaders to define the candidate profile, determine sourcing strategies, identify target markets, and establish an effective interview process.
• Find Talent Others Miss: Go beyond traditional job boards and LinkedIn searches. Identify new communities, professional networks, associations, schools, competitors, events, databases, social platforms, referral channels, and unconventional sources of talent.
• Sell the Opportunity: Understand the motivations of high-performing candidates and communicate our opportunity, culture, expectations, and growth story in a compelling and credible way.
• Advise Hiring Leaders: Provide ongoing guidance on talent availability, compensation, candidate expectations, competitive activity, sourcing challenges, interview strategy, and market conditions.
• Build Relationships Before Requisitions: Develop pipelines and long-term relationships with high-performing professionals, industry contacts, universities, associations, vendors, and other external talent communities.
• Strengthen Internal Partnerships: Build credibility with hiring managers and business leaders by understanding their functions, anticipating needs, communicating consistently, and delivering on commitments.
• Assess for Performance: Conduct structured interviews that evaluate experience, accomplishments, business judgment, communication, curiosity, motivation, and demonstrated performance.
• Manage the Process: Treat every search as a project. Establish timelines, coordinate stakeholders, manage interviews, remove bottlenecks, maintain candidate momentum, and drive searches toward a decision.
• Use Data to Improve: Track funnel activity, sourcing effectiveness, conversion rates, time-to-fill, time-to-hire, and other recruiting metrics to identify what is working and where adjustments are needed.
• Improve How We Hire: Identify friction in the recruiting process and recommend better tools, sourcing approaches, interview practices, workflows, and candidate experiences.

What We’re Looking For
You are a recruiter who understands that great recruiting starts with great questions.

You want to know how the business makes money. You want to understand why the position exists, what success looks like, what separates an average performer from an exceptional one, and where those exceptional people are likely working today.

You should bring:

 

• 5+ years of full-cycle recruiting experience , preferably in a fast-paced or high-growth organization
• Demonstrated experience recruiting across multiple corporate disciplines, including several of the following: Finance & Accounting, Technology/Engineering, Marketing, Media/Production, Events, Operations, or Facilities
• Strong direct-sourcing and passive-candidate recruiting capabilities
• Experience developing sourcing strategies beyond traditional job postings
• Strong business acumen and the ability to quickly learn unfamiliar functions and industries
• A sales mindset with demonstrated ability to engage, influence, and close high-performing candidates
• Experience advising hiring managers and senior leaders throughout the recruiting process
• Strong project management skills with the ability to manage multiple searches, priorities, stakeholders, and deadlines simultaneously
• Experience using social media and professional networks for recruiting and talent research
• Strong working knowledge of Applicant Tracking Systems, recruiting technology, databases, and sourcing tools
• Comfort using recruiting metrics and market intelligence to influence decisions
• Exceptional written, verbal, presentation, and interpersonal communication skills
• Intellectual curiosity, resourcefulness, urgency, and a willingness to challenge conventional sourcing approaches
• Bachelor’s degree in Business, Human Resources, Communications, or a related discipline preferred

How You’ll Make an Impact
Success will not be measured by how many résumés you send.

It will be measured by your ability to understand the business, identify exceptional people, build relationships, create new sources of talent, influence hiring decisions, and consistently move critical searches forward.

We want a recruiter who walks into an intake meeting asking:

What problem are we trying to solve?
What does exceptional performance look like?
Where are those people working today?
And what will it take to get their attention?

If your instinct is to research, build, source, advise, and close , we want to meet you.

Compensation: Salary, Performance-Based Bonus, Comprehensive Benefits Package. Final compensation will be determined based on experience and skills and may vary from the range listed above.

Valuetainment is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, religion, color, sex, gender, national origin, age, United States military veteran’s status, ancestry, sexual orientation, marital status, family structure, medical condition including genetic characteristics or information, veteran status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law.