Minimum qualifications:

• Bachelor's degree or equivalent practical experience.
• 3 years of experience in recruiting, human resources, business development, business operations or account management.
  

Preferred qualifications:

• 8 years of full cycle recruitment experience in core technical or product industries.
  
• 5 years of experience negotiating compensation packages, or a related negotiation.
  
• 5 years of experience in the execution of technical recruiting, or a related technical field.
  
• Experience in leading projects.
  

Google's known for our innovative technologies, products and services -- and for the people behind them. As part of our recruiting team, you're charged with finding the most interesting candidates who bring an entrepreneurial spirit and a diversity of thought to all they do. You're responsible for guiding candidates through our hiring process and connecting them to the magic of working at Google. You are creative and driven, which allows you to develop lasting relationships with both candidates and hiring managers. You're also comfortable with numbers and drawing insights from analytics to make our hiring process smarter and more efficient.

Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. You’ll play an essential role advancing a more diverse, accessible, equitable, and inclusive Google through our hiring, promotion, retention, and inclusion practices.

• Develop talent by leveraging recruiting processes and tools, and gathering role requirements and recommendations.
• Create an excellent experience, supporting talent assessment, evaluating skills and client needs, and driving the interview and offer process.
• Influence hiring managers on their hiring strategy and provide status updates on open roles.
• Partner with key business, staffing, and hiring stakeholders to build solutions for diversity, equity, and inclusion objectives.
• Identify team alignment based on an understanding of the organization/function and role profiles.