Recruitment

• Support candidates and hiring managers through the recruitment and selection process, ensuring a fair, unbiased, positive experience and adherence to Lush’s diversity and equity practices.
• Conduct intake meetings and help determine interview steps and interview panels for each Shop Manager and retail support role
• Coordinate job postings on appropriate channels internally and externally to build candidate pipeline, connect with community partners, universities, and colleges
• Partner with retail leadership team to ideate, create and deliver best in class training content specific to the recruitment life cycle
• Support hiring managers where needed in the sourcing and shortlisting of open positions and determine relevance of experience to position criteria
• Conduct specific headhunting, foot recruiting and online searches where needed for hard to fill management and retail support positions
• Partner with Retailer group to plan, coordinate and deliver market visits specific to TA focused training - both onsite and remotely
• Conduct interviews as needed to further determine appropriate culture add of candidates
• Build and maintain hiring program content, processes and workflows that support each market’s unique business needs
• Organize interview steps, schedule interviews and ensure each candidate is set up for success at every interview step
• Complete reference checks, create offers and support the onboarding of new employees
• Partner with broader Talent Acquisition teams to ensure consistency and alignment between business units with regards to the entire recruitment lifecycle

Talent Acquisition Partner – Retail

• Partner with hiring managers to understand hiring needs and support effective, efficient recruiting strategies.
• Source and screen candidates through various channels including job boards, social platforms, and referrals.
• Provide timely updates and feedback to hiring teams, ensuring alignment and strong communication throughout the process.
• Deliver a thoughtful and engaging candidate experience from outreach to offer.
• Carry a full slate of 8–10 requisitions at a time, managing competing priorities with strong organization and follow-through.
• Contribute to improving recruiting workflows and documentation across business functions.
• Collaborate with coordinators and other recruiters to ensure a smooth and streamlined process.

Business Recruiter

• Delivering high quality service to customers and facilitating the placement of candidates by executing customized recruiting strategies that respond to the client's needs.
• Acting on behalf of Nelson Connects, independently builds a client base through networking, leads, referrals, cold calling efforts, past clients, and other avenues; consistently develops and grows new and existing client base.
• Provides specialized recruiting skills in the following areas: general support, sales, management and executive position placement.
• Secures detailed job descriptions from clients to ensure quality placements.
• Is a SME and educates clients regarding labor market, trends, wages, benefits, and realistic expectations in today's market.
• Educates and convincingly "sells" clients on the services of staffing unit and/or company’s lateral staffing divisions.
• Reviews employment applications and interviews candidates to evaluate work history, "can-do/will-do" characteristics, skills, competencies, education and training, compensation needs, and other qualifications.
• Performs reference and background checks on candidates.
• Schedules, conducts, and scores evaluations for candidates.
• Prepares candidates to present themselves professionally by assisting them in the development of a marketable resumé and in the refinement of their interviewing skills.
• Counsels and advises candidates regarding their objectives and career goals.
• Sets candidate interview appointments with clients and follows up with both parties regarding outcome of the interview.
• Independently negotiates pay rates and contract fees on behalf of Nelson Connects.
• Communicates candidate sourcing needs to the Recruiting & Retention Team.
• Writes and places cutting-edge advertisements to attract top-quality candidates in conjunction with the corporate Marketing Department.
• Tracks placements, fall-offs, candidates and clients in applicable database. Reviews Accounts Receivable aging files and coordinates collection efforts with Accounts Receivable Specialist.
• Works independently and in a team environment
• Performs other duties as assigned by manager

Executive Recruiter

• Partner with hiring managers on open requisitions from drafting of the job description, through posting, sourcing, assessment and closing of candidates
• Use a variety of tools to source, screen, and track qualified candidates (LinkedIn, Indeed, etc.)
• Build relationships and introduce WORLD / Novatae to passive candidates to build a pipeline of talent across a variety of roles
• Source and screen targeted passive candidates through networking, cold calling, and complex internet searches through various job boards (LinkedIn Recruiter, Indeed, etc.)
• Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements and business need
• Ensure all recruiting activities are accurately recorded and tracked
• Schedule and coordinate high volume of candidate interviews across North America
• Collect feedback for candidates, passing on feedback in a constructive, professional and timely manner
• Work in partnership with Hiring Managers and HR Team to build creative strategies around sourcing and attracting the best talent in a highly competitive market
• Manage offers to candidates, negotiating and handling queries where appropriate
• Draft offer letters and non-disclosure agreements and send out to candidates at the time offer
• Be a culture ambassador creating a positive, inclusive experience at all touch points in the initial attraction and recruiting process

Senior Talent Acquisition Specialist – Wholesale Insurance

• Manage the hiring and onboarding process for all entry level positions in Community Management and Facilities.
• Establish a candidate base for future hires.
• Interviewing candidates for placement.
• Ensure candidate profiles are optimized for ideal candidate placement.
• Engage in training and facilitation as needed.
• Provide support to other Operations Staff Services departments as needed.
• Monitor and achieve KPIs that lead to success within the role.
• Consistently assess and evaluate opportunities within hiring processes.
• Identify and carry out strategic solutions to solve opportunities in hiring.
• Collaborate closely with Recruiting, Talent Development, Trainer Specialist, Community Management Leadership, and Facilities Leadership.
• Exercise discretion as it relates to confidential resident, property and company information.
• Compliance with company standards as defined in the Human Resources Policy Manual, E-Way Processes and Procedures, and applicable laws, e.g., Fair Housing, Landlord Tenant, Local Building Codes, OSHA, and EEOC.
• Complete all assignments timely and accurately.

Senior Training Specialist, Staffing Support

• Drive and direct all recruitment efforts and processes including screen, interview, document, and present qualified candidates to hiring managers, as required.
• Source and engage candidates across multiple industries, with a focus on utilities and energy sector talent.
• Proactively build and maintain a pipeline of qualified talent by leveraging multiple recruiting resources including networking through industry contacts, association memberships, conferences, recruiting events, virtual career fairs, social media, and our own employees.
• Manage a consistent, high-volume flow of qualified candidates through active and passive sourcing methods.
• Be an exceptional leader and have a strong commitment to the collective and individual success of the organization.
• Demonstrating to candidates a positive reflection of our brand and company.
• Recruit talent through multiple social media platforms including LinkedIn Recruiter.
• Develop and track measurable facets of the recruiting and hiring process so that the processes are transparent and measurable.
• Set continuous improvement goals.
• Maintains compliance with EEO and OFCCP regulations.
• Review applicants, evaluate position requirements, conduct prescreening interviews, assist in performing reference and background checks for potential employees.
• Design job descriptions and interview questions that reflect the candidate profile.
• Maintain accurate and fully compliant documentation on all candidates search and selection processes within the internal ATS.
• Document and present detailed progress reports of recruiting campaigns.
• Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations.
• Train and supervise hiring managers in correct company processes.
• Assist our social media team with postings and ads various media sources.
• Create and maintain job description library and database of potential candidates to lower time-to-hire requirements.
• Adherence to fair employment laws and practices, staying up to date on labor relations and state posting requirements.
• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
• Administrative duties, recordkeeping, and other duties as assigned.

Talent Acquisition Specialist

• Drive and direct all recruitment efforts and processes
• Source and engage candidates across multiple industries
• Proactively build and maintain a pipeline of qualified talent
• Be an exceptional leader and have a strong commitment to the success of the organization
• Recruit talent through multiple social media platforms including LinkedIn Recruiter
• Develop and track measurable facets of the recruiting and hiring process
• Review applicants, evaluate position requirements, conduct prescreening interviews
• Document and present detailed progress reports of recruiting campaigns

• Manage full-cycle recruiting for up to 10+ positions concurrently across multiple departments
• Build relationships with staff hiring managers to understand business needs, identify recruitment challenges, and execute innovative strategies to overcome them
• Develop a deep understanding of the firm’s culture, values, and strategic objectives, including an understanding of general business concepts and changing needs of the legal industry as a whole
• Think creatively to attract top legal talent through innovative sourcing and branding strategies
• Review and analyze candidate materials, assess their suitability, and gather information for managers to make informed and equitable hiring decisions
• Conduct initial screening interviews to assess candidate’s basic qualifications, confirm interest/motivation, manage expectations, and enhance candidate experience
• Keep hiring managers, candidates, and other stakeholders informed about recruitment progress, challenges, and outcomes in a timely manner
• Under the advisement of the staff talent acquisition recruiting manager, skillfully negotiate offer terms between candidates and hiring managers, draft offer letters, and work to influence a mutually positive outcome for both the firm and the candidate
• Support firm-wide talent acquisition branding by encouraging staff and attorneys to leverage their personal social media networks for talent acquisition purposes by sharing job openings, referrals, and testimonials to expand the firm’s reach and attract qualified candidates
• Contribute innovative ideas, business solutions, and new perspectives to continuously raise the bar for recruitment performance
• Seek opportunities to optimize recruitment processes and improve efficiency
• Maintain a fair, objective, and equitable approach throughout the recruitment process
• Demonstrate honesty, transparency, and ethical behavior in all interactions
• Protect candidate and firm confidentiality throughout the recruitment process
• Comply with legal requirements and adhere to the firm’s policies and procedures
• Partner with attorney talent acquisition team to assist with overflow work and projects as needed

Freelance Recruiter, Staff Talent Acquisition

• Own full-cycle recruiting across a variety of functions and hiring levels
• Proactively source, engage, and nurture candidates through outbound recruiting efforts
• Build and manage strong talent pipelines using LinkedIn, job boards, referrals, networking, and creative sourcing strategies
• Develop compelling outreach campaigns that drive candidate engagement and conversion
• Screen, interview, and assess candidates against role requirements and company culture
• Partner closely with hiring managers to understand hiring needs, align on candidate profiles, and drive hiring decisions
• Manage recruiting pipelines, hiring metrics, and candidate funnel performance
• Track and report recruiting performance metrics, pipeline health, and hiring forecasts
• Deliver an exceptional candidate experience throughout the recruiting process

In-house Recruiter

• Lead the full recruitment lifecycle from intake and strategy alignment through sourcing, assessment, offer negotiation, and transition to onboarding.
• Develop and execute innovative sourcing strategies to identify, attract, and engage top-tier talent—including passive candidates and maintain strong talent pipelines for recurring or hard ‑ to ‑ fill Corporate roles.
• Serve as a trusted talent advisor to senior leaders across Corporate functions.
• Partner closely with key partners including Business Leaders, HR, Finance, Compliance, and TA Operations.
• Deliver a best‑in‑class candidate experience through proactive communication, timely updates, and thoughtful engagement at every stage.
• Drive operational excellence by ensuring process accuracy, compliance, and effective use of ATS/CRM tools, leveraging data and dashboards to prioritize work and communicate progress.
• Track and report recruiting metrics to highlight progress, identify bottlenecks, and uncover opportunities for continuous improvement.
• Manage all recruitment activities, including requisition creation and posting, sourcing, screening, interview facilitation, pre-employment checks, offer development, and coordination with HR, Finance, and other partners.
• Lead the development and refinement of job requisitions and descriptions, ensuring clarity of requirements and alignment with business needs before posting.
• Collaborate with hiring leaders to understand team culture, business goals, and role specifications, providing expert insight on market trends, candidate profiles, and selection strategies.
• Contribute to Talent Acquisition initiatives, including process improvements, technology enhancements, and employer brand efforts.
• Oversee candidate evaluation processes, reviewing resumes and credentials, conducting pre-screens, coordinating interviews and assessments, and providing timely feedback and follow‑up.
• Coordinate background checks and verification processes in partnership with internal stakeholders and external vendors.
• Provide data-informed hiring recommendations based on qualifications, interviews, references, and overall candidate alignment; facilitate debrief sessions and guide teams toward cohesive, equitable hiring decisions.

Senior Recruiter, Corporate Talent

• Support high school guidance counsellors and Independent Educational Consultants (IEC)
• Liaise and build relationships with prospective students and their families
• Plan and execute recruitment and outreach events for students, their parents and counsellors
• Advise and assist UBC in identifying opportunities to increase brand awareness, market visibility and raising awareness about studying in Canada at UBC
• Assist UBC in the provision of effective advisory services by phone, email, virtual platforms, and in person to prospective students, parents and counsellors

International Student Recruitment Advisor

• Own full-cycle recruiting across GTM: Sales (AEs, SDRs, SDR leadership, sales management), Marketing (demand gen, PMM, brand, organic), Customer Success, and Partnerships
• Run high-volume SDR and SDR leadership searches alongside senior individual contributor and management roles; you are comfortable with both velocity hiring and precision senior searches in the same week
• Partner with GTM leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans; you push back when a brief is wrong, you advise, you don't just take orders
• Build sourcing strategies that consistently surface top-quartile talent: direct sourcing, referrals, networking, and creative outbound. You do not wait on inbound or rely on agencies
• Run sharp, candidate-respecting interview processes: intakes, scorecards, debriefs, offers, and close
• Use data to drive decisions: Greenhouse pipeline health, conversion rates, time-to-fill, quality-of-hire. Come ready to discuss your funnel metrics from memory
• Coach hiring managers on interviewing, calibration, and selling the company
• Represent the client's culture credibly to candidates; you understand what high-bar, direct, fast-moving teams feel like and can sell that authentically
• Continuously improve the GTM hiring playbook: rubrics, interview kits, sourcing motions, employer brand

Principal GTM Recruiter – Contract

• Partner with senior leaders and hiring managers to define role requirements and build clear, effective hiring strategies
• Design and execute creative, data-driven sourcing strategies across platforms, events, and outreach to attract diverse talent
• Lead thorough candidate assessments and guide hiring managers through structured, consistent selection processes
• Own the offer process end-to-end — from compensation negotiation to closing — while delivering an exceptional candidate experience
• Track and analyze recruiting metrics to optimize processes, surface trends, and inform stakeholder decisions
• Challenge assumptions with confidence, using market data and insights to drive better hiring outcomes
• Champion Airwallex's employer brand in competitive markets, staying sharp on industry trends and labor market dynamics
• Continuously improve recruiting workflows to increase speed, quality, and compliance

Talent Acquisition Partner, Business and GTM

• Build strong partnerships with hiring managers and business leaders to understand their talent needs
• Collaborate to develop tailored recruitment strategies for each role
• Utilize AI technology to identify, attract, and engage candidates
• Proactively source candidates using job boards, social media, and professional networks
• Deliver extraordinary service throughout the recruitment journey
• Manage the end-to-end recruitment process from requisition creation to onboarding
• Conduct thorough candidate assessments including resume reviews and interviews
• Stay informed about industry trends and labor market conditions
• Enhance Lennar's employer brand by promoting our culture and career opportunities
• Use data to track recruitment performance and optimize processes

Recruiter

• Drive key talent acquisition programs, ensuring standard processes and change controls across the organization
• Partner with key stakeholders to implement, track and measure results of supported programs, measuring impact and ROI
• Drive and support Talent Acquisition technologies, such as ATS, CRM and Sourcing tools, to improve functionality and processes, in partnership with IT
• Manage Talent Acquisition programs, including job boards, AI initiatives and vendor relationships while supporting programmatic and administrative needs
• Design and update training and support materials, to include program guides, job aids and e-Learning videos
• Create project plans, communications, and stakeholder alignment
• Analyze operational data to identify trends, issues, and opportunities

Advisor, Global Talent Acquisition Programs

• Partner with senior leaders to design and execute hiring strategies that scale with BetterUp’s growth
• Serve as a strategic thought partner to hiring managers and executives, driving proactive talent planning, role scoping, and calibration conversations
• Manage full-cycle recruiting across individual contributor through VP+ level, including confidential and executive-level searches
• Build inclusive, high-performing pipelines through creative sourcing, strong networks, and sharp market intelligence
• Navigate shifting priorities and ambiguous situations with composure—context-switching fluidly between roles, functions, and stakeholder needs
• Use data and insights to inform recruiting strategy, improve process efficiency, and influence decision-making
• Deliver a world-class candidate experience that reflects BetterUp’s mission at every touchpoint—human-centered, never transactional
• Champion DEIB through sourcing practices, assessment frameworks, and interview team calibration
• Collaborate across People Ops, HRBPs, and Total Rewards to support seamless hiring and onboarding

Senior G&A Recruiter

• Support the recruitment strategy for the HUB Pacific Super Region
• Act as a strategic, full-life cycle recruiting business partner
• Balance talent acquisition responsibilities and heavy sourcing with onboarding duties
• Conduct candidate phone screens and provide feedback
• Schedule interviews and review assessment results
• Collaborate with team on hiring recommendations
• Assist with offer, onboarding, and background check monitoring
• Build and maintain robust candidate pipelines for current and future requisitions across the Pacific Region
• Build strong relationships as a trusted advisor and business partner
• Source candidates for account management, administrative, customer service, and other positions of varying experience levels in insurance
• Manage the recruitment process and track candidates through Workday and Excel
• Develop professional relationships with industry groups, local universities, and civic organizations

Senior Talent Acquisition Partner

• Develop a deep understanding of Mercury’s values, brand, products, and business model
• Work closely with hiring managers and interviewers to design interview panels, proactively network within the industry, source strong candidates who meet the needs of the business, and close candidates by positioning Mercury as an innovative fintech leader in the Risk and Compliance space
• Shape what success looks like on a newly formed recruiting team, and hold a high culture and hiring bar to ensure we’re able to attract and retain best-in-class Risk and Compliance talent
• Position yourself as a true strategic partner to the GRC teams by keeping abreast of fintech and banking industry trends and talent market, and building a deep understanding of the U.S. banking and financial regulatory environment
• Be a strong advocate for building inclusive, diverse teams across all levels and Risk and Compliance skill sets, and guide hiring teams towards unbiased hiring decisions
• Identify and engage top talent through both passive and active channels, and deliver an exceptional candidate experience as an embodiment of Mercury’s culture and values
• Have the opportunity to lead 0 > 1 recruiting efforts as Mercury expands our business and products, which will require hiring Risk and Compliance professionals with niche skill sets and regulatory knowledge
• Be comfortable working with data and interpreting the story it tells into actionable insights, business recommendations, performance improvements, and recruiting process enhancements

Senior Recruiter – Compliance

• Source, evaluate, and review potential marketing and creative candidates utilizing cold calls, job boards, social networking and internal database
• Interview prospective candidates via video, phone and/or in person to assess skill set, work history, and salary requirements
• Develop and maintain a strong pipeline of qualified marketing and creative talent to submit to current and future client base
• Select well-matched candidates to fulfill client job orders and maintain ongoing contact with marketing and creative professionals currently on contract assignments to ensure exceptional customer service
• Resolve any customer service issues quickly and efficiently to maintain the highest level of customer satisfaction
• Generate leads and market intelligence to enhance new client development efforts
• Maintain relationships with candidates to gain industry knowledge and obtain referrals and new business opportunities
• Meet and exceed weekly business development goals

Senior Recruiter, Marketing & Creative

• Perform full cycle recruiting utilizing various recruitment methods for mid-level positions in traditional business functions
• Intermittently sources passive talent to meet NFCU's hiring needs
• Guide hiring managers through the recruitment process to ensure compliance with applicable federal, state and industry laws, regulations, and guidelines
• Partner with internal and external resources to build networks and relationships in support of our military and diversity hiring with guidance from team leaders and senior peers
• Contribute to Talent Acquisition initiatives including process improvements and projects
• Partner with senior peers and team leaders to stay abreast of changes related to relevant human resource disciplines specifically employment law, policy, and procedure
• Regularly provide solutions to recruiting related challenges and appropriately escalate to a senior peer or team lead
• Perform intermediate technology navigation to include relevant recruitment software and programs
• Keep candidates continually informed with predictable communication throughout the hiring process
• May participate in recruitment events and communities to support candidate generation
• Present and negotiate competitive total compensation packages, collaborating with Compensation &Benefits as needed, while maintaining a fiduciary responsibility to NFCU.
• Partner with hiring leaders and HR stakeholders to identify gaps in hiring processes and recommend and implement recruitment solutions.
• May participate in training new or developing team members
• When appropriate, partners with internal recruiting and talent development teams to identify internal recruitment solutions
• As applicable, maintain consistent communication efforts with talent pipelines.
• Stay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelines
• Perform other duties as assigned

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