Overview
As a Professional Recruiter focused on professional hiring, you will play a key role in attracting, assessing, and hiring top talent for PepsiCo.You will collaborate with hiring managers, HR business partners, and stakeholders to develop and execute strategic hiring plans while ensuring a seamless and engaging candidate experience.This role requires a blend of strategic talent sourcing, stakeholder management, employer branding, data[1]driven decision-making, and process excellence to support our talent acquisition goals.
Responsibilities
Recruitment Consulting, Advisory & Partnership
- Partner with hiring managers to conduct recruitment strategy meetings, analyze hiring needs, define job requirements, and craft customized recruitment plans.
- Provide market intelligence and competitive insights on talent availability, salary benchmarks, and industry hiring trends.
- Act as a trusted talent advisor, guiding hiring managers on interviewing best practices, inclusive hiring strategies, candidate experience standards, and the effective use of assessment tools.
- Align recruitment efforts with workforce planning, strategic TA initiatives, and business priorities.
- Build and maintain strong, collaborative relationships with hiring managers, HR, and other key stakeholders.
- Provide regular updates and proactive communication throughout the recruitment lifecycle, ensuring alignment and transparency.
Candidate Sourcing, Attraction, and Engagement
- Develop and execute proactive sourcing strategies to identify and attract both active and passive talent using job boards, social media, employee referrals, and networking.
- Build and maintain talent pipelines for critical and recurring roles to reduce time-to-find and time[1] to-accept.
- Leverage PepsiCo’s employer branding and recruitment marketing to enhance talent attraction, including writing compelling job descriptions, optimizing job postings, and engaging candidates through our established EVP messaging.
- Deliver a consistent, high-touch candidate experience, ensuring timely communication and engagement at every stage of the hiring process.
End-to-End Recruitment Process Management & Execution
- Manage the full recruitment lifecycle, from job requisition creation to offer acceptance, ensuring efficiency, quality, and a seamless and positive candidate experience while adhering to all established process standards
- Conduct structured interviews and behavioral assessments applying the company's established interviewing framework and standards to evaluate candidate qualifications, skills, and culture add.
- Facilitate hiring manager debrief sessions and provide structured feedback to support data-drivenhiring decisions.
- Manage the offer process, including extending offers and negotiating compensation packages inpartnership with HR, Total Rewards, and Hiring Manager.
Data-Driven Recruitment, Compliance & Continuous Improvement
- Track and analyze key recruitment metrics (e.g., time-to-find, time-to-accept, candidate experiencescores) to continuously improve hiring outcomes.
- Utilize external labor market data and talent analytics to refine sourcing strategies and hiring decisions.
- Ensure adherence to global hiring policies, DEI standards, and local employment laws.
- Stay updated on industry best practices, recruitment technology advancements, and innovativehiring trends.
- Effectively utilize the Applicant Tracking System (ATS) and other recruitment technologies to manage the recruitment process.
Process Adherence and Data Management
- Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS) and CRM platforms.
- Follow established recruitment process standards, ensuring consistency, compliance, and data integrity.
Specialized Responsibilities Based on Recruiter Type
- Focus on hiring for corporate/professional roles in Finance, HR, Marketing, IT, R&D, and other business functions.
- Source specialized talent through LinkedIn Recruiter, professional associations, networking events, and industry-specific job boards.
- Manage longer-cycle, strategic hiring with structured interview processes and leadership engagement.
- Provide data-driven insights and talent intelligence to support workforce planning.
- Work closely with senior leaders and HRBPs to align hiring strategies with business goals.
Qualifications
Required Qualifications:
- 6+years of experience managing the full recruitment
- lifecycle, from sourcing to offer management within a corporate or agency environment
Education:
Recruitment Expertise:
- Solid understanding of talent assessment methodologies and interviewing techniques (e.g., behavioral, competency-based).
- Proven experience with recruitment marketing principles and various channels (e.g., social media platforms, job boards).
Technology:
- Demonstrated experience using Applicant Tracking Systems (ATS) and other recruitingtechnologies.
- Strong proficiency in Microsoft Office Suite (Excel, Word, PowerPoint).
- Analytical Skills: Ability to analyze recruitment data and metrics to inform hiring strategies and drivedata-driven decisions.
- Organizational & Time Management Skills: Highly organized with the ability to manage multiplepriorities, work independently, and consistently meet deadlines in a fast-paced environment.
- Communication & Interpersonal Skills: Excellent written and verbal communication skills, with aproven ability to build strong relationships with candidates, hiring managers, and stakeholders at all levels.
- Problem-Solving & Decision-Making: Ability to analyze situations and identify potential solutions.
Preferred Qualifications:
- Knowledge of employment law, regulations, and compliance related to recruitment.
- Experience using talent intelligence tools to inform talent acquisition strategies.
- Experience working in a multinational or global organization.
- Experience recruiting within a Global Shared Services environmentdmake sound judgments.
- Adaptability & Flexibility: Ability to thrive in a dynamic environment and adapt to changing priorities.
Results Orientation:
- Driven to achieve recruitment targets and contribute to team success.
Language Proficiency:
- Fluency in English (additional languages may be required depending on the location and market supported)
