Corporate Recruiter - IT & Digital

Skechers was built on better questions. About comfort. About value.

About what people actually needed from their shoes. Then we engineered the answers. Slip-ins reimagined how people put on shoes.

Arch Fit brought podiatrist-certified support to everyday footwear. GO WALK made comfort accessible to millions.

The result is one of the great growth stories in consumer brand history. A company that started in a small Manhattan Beach office in 1992 is now the world's third-largest footwear brand. More than $9 billion in annual sales, products in over 180 countries, and double-digit growth, all while the rest of the industry fights for single digits.

None of it happened by waiting for permission. It happened because the right people treated the business as their own, moved fast, and worked together toward outcomes that showed up in the market. That's the standard we hire to.

We're not managing a legacy. We're building one.

Technical recruiting is hard. The best candidates aren't always looking, and they're being pursued by everyone else, too. At Skechers, the stakes are higher than a filled requisition.

We're scaling our technology and digital capabilities at a pace that demands a recruiter who can move fast, think strategically, and win talent that other companies lose. This role covers the full spectrum of technical hiring; IT, Cybersecurity, Data and Analytics, Digital, and sits at the center of how Skechers builds the teams powering its next decade of growth.

If you've built pipelines in competitive markets, closed in demand candidates, and genuinely understand the IT space, keep reading.

• Own full-cycle recruiting across Technology, Cybersecurity, and Digital from the first intake conversation with a hiring manager to the moment a candidate signs.
• Source with precision and creativity using LinkedIn Recruiter, talent intelligence platforms, and direct outreach to find people who aren't browsing job boards.
• Bring market data into every conversation, comp benchmarks, candidate feedback, pipeline trends, and use it to push for decisions that actually close talent.
• Build relationships with candidates before roles exist, so when a critical position opens, you're not starting from zero.
• Develop a high-level understanding of various tech stacks and frameworks to effectively represent and assess engineering and data roles.

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience preferred.
• 3+ years of full-cycle technical recruiting experience, either in-house or in a staffing environment, with a clear track record of closing competitive candidates across cybersecurity, engineering, data, or related disciplines.
• Enough fluency in technology to have credible conversations with both candidates and hiring managers.
• The ability to turn pipeline data and market intelligence into a point of view, and the confidence to push back when a hiring approach isn't working.
• Proven experience navigating ambiguous, high-volume environments without losing rigor.
• Familiarity with Workday or a comparable ATS.