Full Life Cycle Recruiter - AWS Networking, AWS Infrastructure Services (AIS) TA

Requirements

• partner with hiring managers to refine sourcing and closing strategies, providing market intelligence on telecom talent availability, competitive landscape, compensation trends, and effective engagement strategies.
• prepare candidates for success by coaching them on behavioral interviewing techniques and close qualified candidates by negotiating offers, addressing concerns, and articulating aws's value proposition to secure acceptances for seattle and arlington locations.
• own recruiting projects that improve hiring effectiveness and metrics (pipeline activity, conversion rates, candidate experience, cycle time) by educating hiring managers on sourcing methodologies, phone screen training, and interviewing best practices.
• refine recruiting processes by identifying and mitigating risks, clearing blockers (interview availability, lack of calibrated interviewers), and driving timely decisions to accelerate progress.
• monitor external talent pipeline and trends in the telecommunications industry (competition, costs, productivity, retention) to engage hiring managers in discussions about sourcing opportunities and process improvements.
• drive positive candidate experiences by influencing hiring teams to follow recruiting best practices, including writing effective job descriptions, providing clear value propositions, an

Additional Information

Would you like to be part of a recruiting team that is responsible for fueling the rapid growth of AWS? Do you thrive in high growth ambiguous environments? Are you a process-oriented data driven leader that loves to dive deep to identify, engage, and close top technical talent with telecom industry expertise? The Amazon Web Services (AWS) Infrastructure Services Recruiting team is seeking a talented, customer focused Full Lifecycle Recruiter II to join our global recruiting organization. You will support AWS technical teams to manage end-to-end recruiting for Technical Infrastructure Program Managers and International Business Developers - Tech roles, from sourcing through offer acceptance and onboarding. Success in this role requires deep understanding of the telecommunications industry and the ability to identify candidates with relevant telecom backgrounds. Successful Full Lifecycle Recruiters on this team utilize their experience in candidate identification, assessment, closing, and relationship management. They thrive in an innovative, fast-paced environment, can roll up their sleeves, work hard, and have fun to get the job done. They draw on extensive knowledge of sourcing tools, interviewing techniques, closing strategies, and telecom talent markets, building strong relationships with hiring managers and cross-functional teams. We are looking for a Full Lifecycle Recruiter II to help grow and scale hiring in Amazon Web Services (AWS). The Full Lifecycle Recruiter II will own the complete recruiting process for Technical Infrastructure Program Manager and International Business Developer - Tech roles, managing multiple requisitions across teams while executing sourcing strategies targeting candidates with telecommunications backgrounds, conducting interviews, closing candidates, and driving hiring effectiveness improvements. You will deliver high-quality hires for technical roles within AWS Infrastructure Services. The ideal candidate must be able to earn trust and collaborate effectively with hiring teams and stakeholders. They must be able to plan and prioritize recruiting activities across multiple teams, manage candidate pipelines from initial outreach through offer acceptance, and have demonstrated ability to use metrics to track recruiting effectiveness and show results, while remaining calm in times of high volume and ambiguity. Thriving in a growth environment and having strength in creative sourcing within the telecommunications industry and effective closing will be critical to success in this role. The best candidate will draw on extensive knowledge of sourcing methodologies for telecom talent, interviewing best practices, closing strategies, and talent markets while building effective partnerships with hiring managers and cross-functional teams. Key job responsibilities - Own end-to-end recruiting for Technical Infrastructure Program Manager and International Business Developer - Tech roles, managing requisitions from intake through offer acceptance and onboarding, leveraging telecommunications industry knowledge to identify, assess, and close qualified candidates. - Proactively source passive tech candidates with telecom backgrounds using Boolean, LinkedIn Recruiter, and other tools to identify candidates with experience in telecommunications infrastructure, carrier partnerships, network deployment programs, and international business development. - Conduct phone screens and technical assessments to evaluate candidate qualifications, compensation expectations, and skill level while setting accurate expectations on the interview process, compensation, and leveling. - Partner with hiring managers to refine sourcing and closing strategies, providing market intelligence on telecom talent availability, competitive landscape, compensation trends, and effective engagement strategies. - Prepare candidates for success by coaching them on behavioral interviewing techniques and close qualified candidates by negotiating offers, addressing concerns, and articulating AWS's value proposition to secure acceptances for Seattle and Arlington locations. - Own recruiting projects that improve hiring effectiveness and metrics (pipeline activity, conversion rates, candidate experience, cycle time) by educating hiring managers on sourcing methodologies, phone screen training, and interviewing best practices. - Refine recruiting processes by identifying and mitigating risks, clearing blockers (interview availability, lack of calibrated interviewers), and driving timely decisions to accelerate progress. - Monitor external talent pipeline and trends in the telecommunications industry (competition, costs, productivity, retention) to engage hiring managers in discussions about sourcing opportunities and process improvements. - Drive positive candidate experiences by influencing hiring teams to follow recruiting best practices, including writing effective job descriptions, providing clear value propositions, an

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