Salary: $75,600.00 - $103,950.00 Annually
Location : Las Vegas, NV
Job Type: Full Time
Job Number: LVPC3041_111326
Department: People and Culture
Section: People and Culture Operations
Opening Date: 11/13/2026
Closing Date: 12/8/2026 5:00 PM Pacific
The Role:The Senior Recruiter leads recruitment strategy and execution for key and high-impact roles across the organization. They operate as an expert-level talent acquisition partner to senior leaders, managing all open roles, supporting the broader recruitment team, and maintaining a proactive pipeline that strengthens organizational capability as the subject-matter expert in recruitment.
What You'll Do:Keep in mind that this list is not all-inclusive.
Drive Advanced Talent Sourcing & Pipeline Management- Develop and execute proactive, market-informed sourcing strategies for hard-to-fill and senior-level roles, including leading recruitment events with community partners, colleges, and other external organizations.
- Use multiple channels and the ATS to build and monitor a strong talent pipeline of ready-now and emerging talent, providing clear recruiting metrics and insights to leaders.
Own Full-Cycle Recruitment & Candidate Management- Lead full-cycle recruitment across the organization, including complex and high-impact roles, from requisition intake through offer, establishing and exemplifying best practices and standards to guide and develop recruitment team performance.
- Design and facilitate structured interviews, guide hiring panels, and prepare and coach candidates while representing the organization's brand and values.
- Continuously scan recruitment best practices and tools and pilot new approaches to improve sourcing effectiveness, candidate experience, and recruiter efficiency.
Partner on Internal Talent, Career Growth & Process Improvement- Advise leaders and People and Culture staff on workforce needs, internal mobility, and succession-related hiring, acting as a primary talent acquisition advisor.
- Support internal career development by identifying internal candidates and improving processes that enhance efficiency and experience for candidates and hiring managers.
Lead Reporting, Auditing & Compliance in Recruitment- Provide concise weekly recruitment updates and monthly reports that highlight progress, risks, and recommendations, and contribute to an enterprise view of hiring performance, and translate data into actionable insights for senior leadership on pipeline health, time-to-fill, and quality of hire.
- Own recruitment audits to ensure data accuracy, documentation, and compliance, and verify that candidates meet role and eligibility requirements.
Demonstrate Our Values- Demonstrate "Do the Right Thing," "Vegas for All," and "Be Extraordinary" by leading fair, transparent, and inclusive hiring practices that build trust, deliver a high-quality experience for internal and external candidates, and strengthen LVCVA's employer brand.
What We're Looking For:- Bachelor's degree in human resources, business, or related field preferred; equivalent experience considered.
- Minimum of seven years of recruiting experience, including demonstrated success filling senior-level and specialized roles, leading cross-functional recruiting initiatives, and supervisory experience preferred.
- Strong understanding of employment laws and core HR principles, with sound judgment on when and how to escalate complex or sensitive issues.
- Advanced sourcing and relationship-building skills, including expert use of LinkedIn or LinkedIn Recruiter and other modern recruiting tools.
- Proven ability to manage multiple high-priority requisitions and stakeholders while meeting service, quality, and timeliness expectations.
- Strong analytical skills and proficiency with ATS, HRIS, and Microsoft Office (especially Excel) to interpret data, identify trends, and adjust strategies.
- Forward thinking, consultative mindset with a focus on continuous improvement; professional recruiting or HR certification (e.g., PHR, SPHR, SHRM CP/SHRM SCP, AIRS, LinkedIn Recruiter, or similar) strongly preferred.
PROFESSIONAL-CLASS BENEFITSTotal compensation at the Authority consists not only of the salary paid, but also of the various benefits offered, such as group health and life insurance and retirement plan. Depending on the type of insurance selected, adding these benefits increases an employee's total compensation from between 30 to 40 percent.
NEVADA PERS RETIREMENT PROGRAMNO SOCIAL SECURITY TAXES WITHHELDINSURANCE - 100% Employer Paid- Medical/Dental/Vision/Rx Insurance (employees and dependents)
- Life Insurance - $15,000 plus an amount equal to your annual base salary up to a max of $125,000
- Long-Term Disability (LTD) Insurance
VOLUNTARY INSURANCE - Employee Paid - Life Insurance
- Supplemental Insurance
- Long-Term Care Insurance
- Flexible Savings Accounts (FSA & Dependent Care FSA)
- Pet Insurance
PAID HOLIDAYS - 13 per year, includes birthday
PERSONAL TIME OFF (PTO)ANNUAL MERIT INCREASE - July - Ambassadors are eligible for an increase to base pay based on achievement of performance measures.
ANNUAL PERFORMANCE INCENTIVE - Ambassadors are eligible for a performance bonus based upon achievement of goals and successes.
DEFERRED COMPENSATION (IRS Section 457)OTHER - Employee Assistance Program
NOTE: Benefits subject to change based on the discretion of management
01
Each applicant must complete this supplemental questionnaire as a part of the application screening and selection process. The information you provide will be reviewed and used to determine your eligibility to move forward in the selection process. Incomplete responses, false statements, omissions, or partial information may result in disqualification from the selection process. "See Resume" is not a substitute for any of the required employment history fields in the application process.Do you agree to answer each supplemental question truthfully, thoroughly and that your responses can be verified from information included within the application?
02
Do you have a Bachelor's degree in a human resources, business, or a related field?
03
Do you have demonstrated experience in full-cycle recruitment, including demonstrated success filling senior-level and specialized roles? If so, how many years of experience do you have in full-cycle recruitment?
- 0-4 years of experience
- 4-7 years of experience
- More than 7 years of experience
- I do not have experience in full-cycle recruitment
04
Do you have previous human resources supervisory experience?
05
Do you have a proven ability to manage multiple high-priority requisitions and stakeholders while meeting service, quality, and timeliness expectations?
06
Are you proficient with Applicant Tracking Systems (ATS), Human Resources Information Systems (HRIS), and Microsoft Office (especially Excel), with demonstrated ability to track and report on recruiting and Human Resources metrics?
07
Do you have one or more of the following professional certifications: PHR, SPHR, SHRM-CP, SHRM-SCP, AIRS, LinkedIn Recruiter or another similar certificate? If so, please list your certification below. If you do not have these (or a related) certification, please type 'N/A'.
08
Do you have a strong understanding of employment laws and core HR principles, with sound judgment on when and how to escalate complex or sensitive issues?
09
Do you have advanced sourcing and relationship-building skills, including expert use of LinkedIn or LinkedIn Recruiter and other modern recruiting tools?
10
Do you have a forward thinking, consultative mindset with a focus on continuous improvement?
11
What is your desired salary for this role?
12
Have you led a cross-functional recruiting initiative, such as a hiring event, a college or community partnership, or a high-volume hiring project?
13
Tell us about a time you led or improved a recruitment process for a team. What wasn't working, what changes did you make, how did you guide other recruiters or coordinators through the change, and what was the result?
14
Tell us about a time you filled a hard-to-fill, senior-level role. How did you source candidates, how did you keep the hiring manager in the loop, and what was the result? Please include time-to-fill or other metrics if you have them.
15
I have reviewed the attached job description. I understand its provisions, and I attest I am able to:• Perform the essential job functions and responsibilities with or without a reasonable accommodation• Meet the position, customer service and safety expectations of the roleFurther, I agree I possess the expected competencies outlined in the job description necessary to be successful in the position.
Required Question
