Corporate Recruiter II

Description

The Corporate Recruiter II leads all aspects of the recruitment process, from sourcing and attracting top talent to finalizing successful hires, ensuring alignment with organizational goals. This role collaborates closely with the Talent Manager and hiring managers to identify candidates through diverse channels, including professional networks, industry groups, and social media. By conducting thorough assessments and actively discerning between candidates with similar qualifications, the Corporate Recruiter II ensures the selection of the best and brightest individuals to join our team.

• Assists with the interview process, attending and conducting interviews with managers, directors, and other stakeholders.
• Develop relationships and create new relationships with recruiting contacts in the community.
• Identify opportunities and work to improve the quality and efficiency of the recruitment process and practices.
• Collaborates with the hiring manager and Director of Talent during the offer process, identifying and recommending salary ranges, incentives start dates, and other pertinent details.
• Ensure all requisition/candidate activity data is captured in the applicant tracking system.
• Develops, facilitates, and implements all phases of the recruitment process.
• Pipeline Development: Build, maintain, and develop a pipeline of qualified candidates for current and future staffing needs.
• Proactive Talent Sourcing: Actively seek out top-tier talent using innovative sourcing methods such as job boards, social media platforms, networking events, referrals, and direct outreach. Stay updated on industry trends and best practices in talent acquisition.
• Attends and participates in job fairs and recruiting sessions. Partners with select colleges to develop feeder programs for potential interns and new hires.
• Participate in Talent Acquisition operational duties such as training and monitoring of ATS system, actively participates in audits, reporting, analysis of data, refining standard operating procedures, and social media and marketing strategies.
• Interview Process Leadership: Lead the hiring process from prescreening to final interviews in collaboration with the Talent Manager and key stakeholders. Develop tailored interview questions, including analytical follow-ups, and assess candidate behaviors to identify and secure top talent.
• Maintain and develop a pipeline of eligible candidates for future open positions
• Screens applications and selects qualified candidates based on interview feedback, assessment results, and resume review.
• Identifies and implements efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization.
• Candidate Evaluation Expertise: Skillfully assess nuanced differences in qualifications, experience, and cultural fit to ensure the selection of candidates who best align with organizational needs and values.
• Participate in recruiting and talent management related and additional HR projects/initiatives.
• Preparation of interview questions and other hiring and selection materials.

Requirements

• Strong communication, relationship-building, and problem-solving skills in a fast-paced environment.
• Bachelor’s degree in Business Administration, Communications, Organizational Management, Marketing, or a related field preferred
• Be proactive in networking, cold calling, and “deep diving” into passive candidate networks throughout various markets.
• Experience leading recruitment strategies and mentoring team members.
• Proven ability to source, assess, and hire top corporate talent across multiple functions while consistently meeting or exceeding organizational hiring goals.
• 7–10+ years of full-cycle recruiting experience with at least 3+ years in an in-house/corporate talent acquisition role.
• Demonstrates strong abstract reasoning skills: Effectively identifies patterns, relationships, and underlying principles in complex situations to craft innovative recruitment strategies and solve challenging hiring scenarios.
• Proficiency in ATS, LinkedIn Recruiter, and other sourcing tools.

Benefits

$90,000 – $110,000/year. Pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements dependent on the position offered.

Training + Development

Interview process

Visa Sponsorship

Security clearance