Stryker
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What you will do:
Help shape the future of commercial talent within Stryker’s Trauma & Extremities business by building pipelines that connect high-impact sales talent to meaningful opportunities. In this role, you will lead recruiting strategy, market research, sourcing, and candidate engagement to support current hiring needs and future growth across a dynamic commercial organization.
Develop and execute recruiting strategies for sales and sales leadership roles across the Trauma & Extremities business, aligning talent plans with current hiring priorities and future growth objectives.
Build trusted partnerships with hiring managers, Human Resources Business Partners, and business leaders by providing market insights, recruiting consultation, and guidance throughout the hiring process.
Source, qualify, and interview candidates for open and strategic positions, leveraging talent mapping, market research, networking, referrals, and direct outreach to identify top talent.
Generate and engage talent pipelines through professional networking, social networking, competitive intelligence, and proactive outreach to passive and active candidates.
Conduct direct outreach and cold calling to industry professionals, competitor organizations, and targeted talent pools to expand candidate pipelines and convert leads into qualified candidates.
Leverage recruiting technology including applicant tracking systems, customer relationship management tools, sourcing platforms, and talent databases to manage candidate activity, track leads, and build long-term talent communities.
Lead employment branding and talent marketing initiatives that strengthen Stryker's presence within key talent markets and promote a consistent employer brand across commercial talent communities.
Represent Trauma & Extremities within the broader Talent Acquisition Center of Excellence, sharing best practices, contributing to enterprise projects, and driving continuous improvement initiatives across recruiting processes.
Monitor talent market trends, industry developments, and recruiting best practices to identify opportunities for innovation, process optimization, and improved hiring outcomes.
Train and coach hiring managers on interviewing techniques, candidate assessment, recruiting processes, and sourcing strategies to improve hiring effectiveness and consistency.
As the successful candidate, you will:
Build strong relationships with hiring managers, HR partners, and business leaders to influence hiring decisions and deliver talent solutions.
Take ownership of recruiting outcomes while effectively managing multiple searches, stakeholders, and priorities in a fast-paced environment.
Proactively identify, engage, and convert top talent through sourcing, networking, market research, and direct outreach strategies.
Drive continuous improvement by leveraging recruiting best practices, market intelligence, and innovative sourcing approaches to enhance hiring results.
What you need
Required qualifications
Bachelor’s degree or equivalent 6+ years of experience required
4+ years of work experience required
Preferred qualifications
2+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred
Experience recruiting for Sales and commercial roles preferred
Negotiation experience with the ability to influence preferred
Experience in leveraging technology, sourcing, and marketing platforms to manage candidates and build proactive pipelines (Workday, CRM, LinkedIn Recruiter, etc.)
Work Arrangement: Remote, with a preference for candidates based in the Eastern or Central time zones.
United States of America Pay Ranges:
View the U.S. work location and transparency guide to find the pay range for your location.
Travel Percentage: 20%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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