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 driven decision-making, and process excellence to support our talent acquisition goals.

I. 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.

II. 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-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.

III. 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-driven hiring decisions;
• Manage the offer process, including extending offers and negotiating compensation packages in partnership with HR, Total Rewards, and Hiring Manager.

IV. Data-Driven Recruitment, Compliance & Continuous Improvement

• Track and analyze key recruitment metrics (e.g., time-to-find, time-to-accept, candidate experience scores) 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 innovative hiring trends;
• Effectively utilize the Applicant Tracking System (ATS) and other recruitment technologies to manage the recruitment process.

V. 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.

VI. Specialized Responsibilities Based on Recruiter Type

• Focus on hiring for corporate/professional roles in Finance, HR, Procurement, 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.

• 3+ Years of Experience (years of experience depending on location) managing the full recruitment lifecycle, from sourcing to offer management within a corporate or agency environment;
• Education: Bachelor's degree.

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 recruiting technologies;
• Strong proficiency in Microsoft Office Suite (Excel, Word, PowerPoint);
• Analytical Skills: Ability to analyze recruitment data and metrics to inform hiring strategies and drive data-driven decisions;
• Organizational & Time Management Skills: Highly organized with the ability to manage multiple priorities, work independently, and consistently meet deadlines in a fast-paced environment;
• Communication & Interpersonal Skills: Excellent written and verbal communication skills, with a proven ability to build strong relationships with candidates, hiring managers, and stakeholders at all levels;
• Problem-Solving & Decision-Making: Ability to analyze situations, identify potential solutions, and make 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).

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 environment.