Senior Recruiter - Supervising Associate | ErnstYoung Job

Job Description

At EY, you’ll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we’re counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all. 

Senior Recruiter - Supervising Associate 
Role Purpose and Accountabilities 
The Lead Recruiter is responsible for hiring complex, niche, more senior, sensitive, or 
strategically significant roles, as well as oversight of recruitment delivery across their 
assigned business area. 
The role acts as a trusted advisor to senior stakeholders, combining recruitment expertise, 
market intelligence, business context, and data-driven insight to provide evidence-based 
recommendations on talent availability, recruitment strategy, market feasibility, and 
delivery priorities. 
Key Responsibilities 
Complex, Senior and Strategic Hiring 
• Lead recruitment for complex, niche, senior, sensitive, or strategically significant 
roles. 
• Lead intake discussions for these roles and shape the appropriate recruitment 
approach. 
• Advise on market feasibility, sourcing strategy, assessment design, and realistic 
delivery expectations. 
• Lead senior, critical, or sensitive candidate engagement. 
• Advise hiring managers on assessment and selection decisions. 
• Use market intelligence, funnel performance data, and candidate insights to identify 
recruitment risks, recommend interventions, and improve hiring outcomes. 
Stakeholder Advisory 
• Act as the trusted advisor for the assigned business area or portfolio. 
• Build credible relationships with hiring managers and senior stakeholders. 
• Understand business priorities, workforce requirements, and critical hiring needs. 
• Provide evidence-based advice on market conditions, evolving current and future 
skills requirements, talent availability, recruitment feasibility, and hiring approach. 
• Challenge requirements, expectations, or timescales where this will improve 
outcomes or manage risk. 
• Agree priorities and material trade-offs with stakeholders and maintain strategic 
visibility across the assigned recruitment area. 
• Engage specialist teams as advisers where their expertise strengthens recruitment 
strategy, attraction planning, market analysis, or stakeholder recommendations. 
Workforce Planning and Recruitment Insight 
• Work with the Recruitment Manager and relevant stakeholders to understand 
current and anticipated hiring demand. 
• Translate agreed workforce demand into an effective recruitment response. 
• Interpret vacancies, pipeline, sourcing, and market information to identify risks, 
issues, trends, opportunities, and recommended actions. 
• Consolidate operational insight with workforce, pipeline, and market information to 
produce meaningful business area insight and evidence-based recommendations. 
• Use recruitment insights to recommend priorities and interventions. 
• Advise stakeholders on the sequencing, feasibility, and likely implications of 
recruitment requirements. 
• Ensure recruitment activity remains aligned as demand and business priorities 
change. 
Area Oversight 
• Maintain appropriate oversight of business area aligned Recruiter(s), active roles, 
pipeline health, delivery risks, and significant decisions. 
• Provide coaching, guidance, and feedback to business area aligned Recruiter(s) on 
sourcing, candidate management, assessment, stakeholder communication, and 
use of market insights and data-informed decision-making. 
• Maintain appropriate oversight of quality, recruitment insight, and risk management 
across business area aligned Recruiter(s), intervening where additional support or 
direction is required. 
• Support consistent recruitment standards across the business area and escalate 
material portfolio, capability, capacity, or governance risks and issues. 
Quality, Inclusion and Continuous Improvement 
• Promote fair, inclusive, and evidence-based recruitment decisions. 
• Adhere to and oversee the appropriate application of recruitment policies, 
assessment standards, and process controls. 
• Ensure significant decisions, interventions, and exceptions are appropriately 
documented. 
• Challenge unnecessarily restrictive or unsupported recruitment requests. 
• Identify opportunities to improve recruitment quality, efficiency, candidate 
experience, and stakeholder service through process improvement, technology 
adoption, and insight-led interventions. 
• Lead or make significant contributions to talent acquisition projects and the 
adoption of new processes, technology, and ways of working. 
Key Stakeholders and Partnerships 
The role will work closely with: 
• Hiring Managers 
• Senior Business Stakeholders 
• Recruitment Manager 
• Recruiters 
• Resourcing and Operations Stakeholders 
• Scheduling, Systems and Support Teams 
• Talent Intelligence 
• Candidate Engagement 
• Talent Shared Services 
• Employer Brand 
• Candidates and Talent Communities 
Skills and Capabilities 
• Strong stakeholder management, advisory, and influencing capabilities. 
• Significant experience in complex, senior, or specialist hiring. 
• Ability to translate recruitment insight and market intelligence into clear stakeholder 
recommendations. 
• Strong sourcing, assessment, and candidate management expertise. 
• Ability to challenge constructively and manage material hiring trade-offs. 
• Coaching, feedback, and mentoring capabilities. 
• Strong commercial judgment, risk awareness, and problem-solving abilities. 
• Ability to work effectively across distributed or global teams. 
• Strong commitment to fair, inclusive, and evidence-based recruitment. 
• Capability to utilise AI and recruitment technologies to improve efficiency, generate 
insight, and support better recruitment outcomes. 
Experience 
• Significant experience delivering end-to-end recruitment. 
• Experience managing complex, specialist, senior, or strategically important hiring. 
• Experience advising and influencing hiring managers and senior stakeholders. 
• Experience using recruitment insight, market intelligence, and talent data to 
influence hiring approaches and stakeholder decisions. 
• Experience coaching, mentoring, or providing guidance to recruiters. 
• Experience working collaboratively across teams, locations, or geographies. 
• Experience in resolving complex candidate, stakeholder, or delivery issues. 
• Experience contributing to or leading recruitment improvement initiatives. 
Measures of Success 
• Strategic Alignment: Recruitment strategies are aligned with workforce and 
business priorities. 
• Recruitment Delivery: Effective delivery against agreed recruitment requirements 
and timescales for assigned business areas. 
• Stakeholder Advisory: Credible advice that supports timely and informed 
stakeholder decisions. 
• Business Area Insight: Meaningful recruitment insight that supports, informs, and 
influences stakeholder decisions and positions Talent Acquisition as a trusted 
advisor to the business. 
• Risk Management: Early identification and management of significant recruitment 
risks and issues. 
• Stakeholder Satisfaction: Positive stakeholder feedback on the quality of 
recruitment advice, insight, and constructive challenge provided. 
• Technology and AI Adoption: Effective adoption of technology and AI-enabled 
solutions that improve recruitment outcomes. 
• Recruiter Development: Improved capability of aligned recruiters through coaching 
and guidance. 
• Candidate Experience: Highly positive candidate experiences throughout the 
recruitment journey. 
• Quality and Governance: Consistent recruitment quality, governance, and inclusive 
practices. 
• Continuous Improvement: Effective improvements resulting from talent acquisition 
projects and interventions. 
• Pipeline Health: Healthy and actively managed candidate pipelines for assigned 
business areas. 

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