Recruiter

About this role

Who we are : Founded in 2001, Vivid Seats (NASDAQ: SEAT) is a leading online ticket marketplace committed to becoming the ultimate partner for connecting fans to the live events, artists, and teams they love. We believe in the power of experiences and are fiercely dedicated to building products that inspire human connections. Named as one of Built In's top places to work in 2025 , we believe that our People are our greatest competitive advantage. To support our People, we have built a company culture that empowers our employees to embrace challenges, encourages unity through collaboration, and seeks to constantly evolve by leveraging data and inspiring innovation.

We believe in harnessing emerging technology to power performance and unlock creativity. As part of our culture of innovation, we actively embrace the use of AI tools to enhance decision-making, improve workflows, and produce better outcomes for our customers .

The Opportunity: At Vivid Seats, we believe the quality of our people is our greatest competitive advantage. As a Corporate Recruiter, you'll play a direct role in shaping the future of our business by identifying, attracting, and hiring exceptional talent across our corporate, technology, and customer experience teams.

Success in this role means balancing urgency with quality. You'll own searches from kickoff through offer acceptance while partnering closely with hiring managers to define hiring strategies, challenge assumptions, improve interview quality, and raise our hiring bar. You'll have the autonomy to influence decisions, experiment with new approaches, and help evolve how we attract and assess talent.

If you're energized by solving complex hiring challenges, using data to influence decisions, leveraging AI to improve your effectiveness, and building meaningful relationships across the business, you'll thrive here.

How your role contributes to the success of Vivid Seats:

Strategic Partnership

• Partner with hiring managers to understand business objectives, workforce plans, and hiring needs while developing thoughtful recruiting strategies.

• Serve as a trusted talent advisor by providing market insights, coaching interview teams, and influencing hiring decisions.

Talent Acquisition & Assessment

• Own full-cycle recruitment from intake through offer acceptance.

• Build proactive talent pipelines through creative sourcing strategies and relationship building.

• Deliver an exceptional candidate experience while maintaining speed and quality.

• Design structured interview processes and scorecards.

• Coach interview teams to evaluate candidates consistently against role expectations and our operating principles.

Operational Excellence

• Manage multiple searches while maintaining strong communication and organization.

• Use recruiting data, AI, and process improvements to increase efficiency and improve hiring outcomes.

• Contribute to broader Talent Acquisition initiatives and employer branding efforts.

How your role expectations will progress as a Recruiter in the first 30, 90, and 180 days:

30 days in

• Complete new hire orientation, gaining the resources you need to be successful.  

• Develop a strong understanding of Vivid Seats' business, operating principles, and talent philosophy while building relationships with hiring managers and key partners.

• Successfully own your first searches and confidently navigate our recruiting process from intake through offer.

90 days in

• Contribute to our approaches, methods, or technologies that support overall business goals and drive team efficiencies.

• Identify talent assessment gaps, create solutions to close opportunity areas, and coach team members to better outcomes.

• Independently manage a portfolio of searches while serving as a trusted recruiting partner to hiring managers.

180 days in

• Partner with the broader people team to identify and drive the improvement of key talent assessment, acquisition, engagement, and retention themes

• Leverage relationships across multiple teams to hone your business acumen, sharing your learnings internally and externally.

• Influence hiring strategies across multiple business functions.

• Identify opportunities to improve recruiting processes and candidate experience.

• Leverage data and market insights to raise hiring quality.

• Champion adoption of AI and scalable recruiting best practices across the Talent Acquisition team.

What You’ll Bring:

• 3+ years of in-house recruiting experience, with a preference for hiring across corporate, technology, and customer experience organizations within a fast-paced, digital product-focused company.

• Demonstrated success managing the full recruitment lifecycle, including sourcing, screening, interview planning and facilitation, debrief discussions, offer development and negotiation, and candidate closing.

• Strong talent assessment skills with the ability to evaluate both technical qualifications and behavioral competencies, establish clear hiring criteria, and coach interviewers to make thoughtful, consistent hiring decisions.

• Proven ability to build trusted partnerships with hiring managers and cross-functional stakeholders by influencing hiring decisions, setting clear expectations, leveraging market insights, and driving alignment throughout the recruiting process.

• Deep sourcing expertise with the ability to develop proactive talent strategies, build diverse pipelines, and identify, engage, and convert passive candidates through creative sourcing techniques and market intelligence.

• Strong understanding of the Chicago talent market, including where and how to identify and attract top technical talent across a variety of skill sets.

• Highly proactive and intrinsically motivated, with a bias toward action and a willingness to take ownership, remove roadblocks, and adapt quickly to evolving business priorities while contributing to broader Talent Acquisition initiatives.

• Exceptional comm

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