Sr Recruiter

About the role

Department: Talent & Org Strategy Our Company Promise We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer. Job Description: The Senior Recruiter serves as a trusted advisor to the business, guiding hiring decisions and driving talent outcomes across a broad range of roles. They'll partner closely with Hiring Managers, Leaders, and Stakeholders to define hiring needs, facilitate recruiting strategies, and manage the full recruiting lifecycle while delivering a high ‑ touch, People ‑ first experience. They'll serve as a subject matter expert in applicant tracking systems, candidate sourcing methodologies, and recruiting effectiveness, while providing market insight, progress reporting, and guidance to support informed decision ‑ making. The Senior Recruiter builds strong, trust ‑ based relationships at all levels, leveraging influence, adaptability, and stakeholder partnership to drive alignment, support critical searches, and deliver high ‑ quality talent outcomes for the business. Additional Details The culture of Southwest Airlines means we value the camaraderie, collaboration, and innovation that occurs when we come together and interact face-to-face at our vibrant Corporate Campus. Due to the nature of this role, you would be required to work from our Dallas, TX headquarters facility during business hours. U.S. citizenship or current authorization to work in the U.S. required and no current or future work authorization sponsorship available . We're committed to fair hiring practices and to making employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, military or veteran status, disability, genetic information, or other legally protected characteristics. Responsibilities Recruit and source for Director level and above and complex roles across all of Talent Acquisition, regardless of Customer and/or Department Leading recruiting pods to effectively and efficiently address urgent hiring needs and manage high-volume recruitment efforts Screening, assessing, and conducting interviews with candidates for job fit and skills, level of interest, qualifications, and salary expectations Accountable for forecasting recruitment needs, aligning and executing recruitment efforts, influencing Customers, and strategically partnering with Sourcing, Pipelines, Programs, and other teams to build proactive recruiting plans to meet organizational goals Advocate for new Talent Acquisition processes and initiatives with an emphasis on proactive pipelining, driving the adoption of tool usage, and mentoring and coaching team members across Talent Acquisition to create more agility and efficiencies in the day-to-day work Partner with HRBPs and Compensation to craft, present, and negotiate employment offers, including complex compensation components, to the Executive level Develop reporting dashboards to track hiring and communicate to Talent Acquisition leadership and Customer leadership proactively Lead Talent Acquisition projects that expand beyond their pillar and support long-term continuous improvement Participates in Station staff meetings and/or workforce planning meetings as necessary Demonstrate agility to be called upon to work similar activities across all Talent Acquisition pillars May perform other job duties as directed by Employee's Leaders Knowledge, Skills and Abilities Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources Deep industry knowledge and employment market awareness for specific departments, market segments, disciplines, and roles Skilled expertise in recruiting leadership-level talent Skilled in using Applicant Tracking Systems and Microsoft Office Suite Ability to work with, and influence, multiple facets of the organization (i.e. across function, level, location, etc.) and tailor communication based on the audience Ability to communicate complex data into comprehensive narratives Ability to consider the relative costs and benefits of potential actions to choose the most appropriate one Ability to collaborate, influence, and communicate information and ideas across the organization to develop strategies, demonstrate solutions to meet needs and gain buy-in and action Ability to apply general rules to specific problems to produce

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