Senior Recruiter (Aberdeen or Glasgow)

Location : Aberdeen or Glasgow/Renfrew (up to 3 days / week in office). Other UK Baker Hughes locations may be considered for the right candidate.

Job Type & Duration

Permanent – Full Time

Global, inclusive and innovative - welcome to AMS, where talent connects across cultures and backgrounds to shape the future of work.

We work with leading organisations to design and deliver talent strategies that bring together people, process, data and technology, helping millions of people find meaningful work every year.

Our diverse, connected community collaborates to create results for clients and opportunities for our people to learn, grow and make an impact.

At AMS, we look for people who bring more than experience, and we welcome different perspectives and ways of thinking.

We are looking for a Senior Recruiter to support Baker Hughes with filling their vacancies to target start dates, ensuring all quality thresholds and SLA/KPIs are met.

The role will deliver excellent recruitment services to the client in line with agreed service levels, acting as the custodian of candidate quality and the hiring manager experience, working in conjunction with colleagues in teams such as Sourcing and Administration.

Senior Recruiters will be aligned to high-touch client business units or stakeholder groups that require additional attention.

This may involve more rounds of interviews, more data/insight-led consultation, more complex offer negotiation, intricate reward structures, or interfacing with more senior hiring managers.

They will follow a high-touch workflow, investing more time at each stage of the recruitment process than a Recruiter.

• Key Accountabilities
• Client Stakeholder Relationships
• Create and maintain trusted partner relationships with Senior hiring managers/stakeholders.

Independently execute the end-to-end delivery of recruitment services to them, providing counsel, advising through insight and SME knowledge on the recruitment process, and ensuring that timelines are correctly identified and met.

• Lead discussions on attraction strategies, working with Sourcing and hiring managers to correctly identify the approach based on market and hiring demands.
• Make recommendations for best fit and skills profile, coaching hiring managers on what may or may not be achievable.
• Internal Stakeholder Relationships
• Monitor funnel metrics in partnership with Sourcing to ensure bottlenecks are identified and addressed ahead of time.
• Collaborate effectively with relevant teams, such as Sourcing and Administration teams to ensure a smooth client and candidate experience.
• Coach and mentor Recruiters, Sourcers, and Administrators on best practice approaches and client culture, supporting them in achieving success in their roles.
• Recruitment Delivery
• Take full ownership to ensure the recruitment service is delivered in line with contractual obligations and client service level agreements.
• Lead vacancy consultation discussions in partnership with the Sourcer to agree on the recruitment plans with hiring managers – this includes role requirements, sourcing strategy, DEI requirements, pay range, agreed timeframes, responsibilities of all involved, and the selection process.
• Collaborate with the Sourcing team on the iterative process of narrowing down high-quality candidates and jointly review the shortlist with the hiring manager.
• Deliver excellent candidate experience in conjunction with the Sourcer; managing candidate satisfaction with the recruitment experience, from initial interview to start date.
• Support the hiring manager with hiring decisions and guide them in determining an appropriate offer; lead the (often complex) offer process and negotiations to close the candidate.
• Anticipate potential stakeholder issues within own area of expertise, taking action to address, and using judgment to elevate appropriately.
• Proactively manage future demand by facilitating demand planning meetings to discuss forecasts with the client resourcing lead team.
• Support the development of an Assessment Centre plan, where needed.
• Build proactive pipelining strategies and share insights with hiring managers to support strategic decision-making and execution outside of live demand.

Report regularly on the progress of Talent Pool.

• Share and implement knowledge gained from other teams to enhance own recruitment delivery.
• Actively participate in, or coordinate projects outside the direct remit of responsibility.
• Outline recommended continuous improvement actions and upselling opportunities to Manager – Client Services, including quantifying impact.
• Technology and Compliance
• Ensure that all changes to a candidate’s status and requisition updates are tracked in real time in all relevant systems (client and AMS).
• Support account contractual management by identifying and flagging scope creep.
• Ensure compliance with legislation affecting the area of work (e. g., age discrimination, employment risks for contractors, OFCCP, data management techniques or similar local legislative requirements).
• Identify and track compliance risks in line with the overall AMS Risk Management Framework and suggest solutions.

Skills & Requirements

• Strong end-to-end recruitment experience across a high-volume and fast-paced environment ideally within an in-house or RPO environment.
• Prior recruiting experience from junior and blue-collar positions through senior engineering management roles within energy, oil & gas, power, heavy industry or other technical/industrial environments.

Transferable experience from similar sectors will also be considered.

• Demonstrable ability to manage a high volume of requisitions simultaneously, prioritising competing demands and delivering quality shortlists at pace.
• Strong end-to-end recruitment and sourcing capability, with the confidence to proactively identify and engage talent independently.
• Excellent stakeholder management and influencing skills, with the ability to build trusted relationships with hiring managers and provide credible market advice.
• Ability to use market intelligence, recruitment analytics and sourcing insights to inform decisions and influence stakeholders.
• Comfortable working with Applicant Tracking Systems (ATS) and recruitment technology. Experience with Workday would be advantageous.
• Strong understanding of talent markets and sourcing strategies, with the ability to quickly identify suitable talent in niche or challenging markets.
• Norwegian or French language skills would be a great advantage.

Why AMS?

At AMS, we come from every walk of life - and that’s what makes us unique.

Our culture is open, inclusive and built on trust.

We empower our people with the flexibility and autonomy to work in ways that bring out their best.

We offer career opportunities in every direction you want to explore.

• We offer
• Growth and development focused on your strengths
• The opportunity to develop a career within one of the world’s leading organisations specialising in talent and workforce solutions.
• A team that values being Passionate, Bold, and Authentic
• Supportive communities such as our Employee Resource Groups (ERGs)
• Volunteer day - you getone additional paid day off each year to volunteerfor a cause that matters to you
• A competitive reward and benefits package*
• Flexibility in how and where you work*
• Hybrid model

*Details may vary slightly depending on your location, local labour law, etc.

Our statement

We’re committed to creating an environment where everyone feels a sense of belonging.

We welcome applicants from all backgrounds and encourage people with diverse skills, perspectives, and experiences to apply.

We do not discriminate based upon age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, or any other applicable legally protected characteristic.

If you require any accommodations or have any accessibility needs, please reach out via email Talent@weareams. com or make a member of our Talent Acquisition team aware at any time.

We take pride in being Disability Confident.

This helps to ensure that you can be interviewed fairly if you have a disability, long- term health conditions, or are neurodiverse.

You will be shortlisted based on minimum criteria for the role and will be offered support and/or adjustments for the recruitment process if you wish.

#J-18808-Ljbffr