Recruitment

• Manage end-to-end recruitment process for technical positions including sourcing, screening, interviewing and offer prep and negotiations
• Partner with hiring managers to fully understand key elements of the role and develop a comprehensive recruitment strategy to attract and hire top talent
• Utilize various sourcing techniques, including social, job boards, networking and referrals to engage potential talent, tracking ROI and capturing data insights.
• Fully assess talent to evaluate technical skills and cultural fit against the role requirements
• Maintain knowledge of the industry and current talent landscape and present data to key stakeholders and business leaders to influence and drive awareness of talent market trends
• Serve as an operational expert within the applicant tracking system, ensuring accuracy in processes, reporting to ensure a positive candidate and manager experience
• Lead Recruiting related projects and initiatives to build and enhance the capabilities and practices of the Talent Acquisition function
• Utilize recruitment metrics and analytics to assess the effectiveness of sourcing strategies and make data-driven recommendations for improvement
• Provide guidance and mentorship to junior recruiters and contribute to the overall development of the recruiting team
• Serve as a subject matter expert to team members and internal and/or external stakeholders on complex searches, assignments or projects
• Identify and direct the implementation of process improvements that significantly improve quality across the team, department or business unit
• Direct and enhance organizational initiatives by positively influencing and supporting change management or departmental initiatives.

Senior Talent Acquisition Partner, Technical Recruiting

• Partnering closely with senior recruiting leaders and key stakeholders to drive sourcing strategy
• Execute on proactive outreach strategies to attract passive executive talent
• Develop and execute research strategies to identify target companies and talent pools
• Maintain accurate and high-quality data within recruiting systems and talent databases

Executive Recruiting Sourcer, Researcher

• Provide world class executive recruitment support for key senior searches across the enterprise
• Develop talent pools and bench strength for the strategic needs of the business for Stanley Black & Decker
• Partner with executive leaders and human resources colleagues to drive a comprehensive and progressive in-house executive recruitment process for senior level positions
• Conduct searches for the most senior positions in the organization
• Create comprehensive position specifications that support the definition, desired outcomes, critical qualifications, career-pathing, marketing, attraction and selection of senior level positions
• Source candidates through referrals, networking and robust research using the latest technology tools
• Conduct detailed behavior-based interviews with internal and external candidates
• Provide consultative advice across all aspects of executive recruiting
• Meet the organization’s hiring needs against specific metrics
• Create search strategy documents and customized executive hiring reports
• Partner with Executive Recruiting Coordinator to manage candidate experience through the interview process
• Serve as candidate point of contact for any questions/issues
• Partner with Executive Compensation to provide robust compensation data for all candidates
• Make recommendations as appropriate
• Continually develop, maintain and engage a pipeline of senior leaders in industry competitive roles for future needs
• Liaise with Talent Management to define gaps in succession plans

Executive Recruiting Manager

• Develop Recruitment Strategies: Design and implement innovative strategies to attract top talent for various roles within the organisation.
• Collaborate with Hiring Managers: Partner with hiring managers to understand their staffing needs and develop job descriptions and selection criteria.
• Source Candidates: Utilise various channels, including online platforms and professional networks, to identify and attract potential candidates.
• Manage the Selection Process: Oversee the entire selection process, including screening resumes, conducting interviews, and assessing candidates aligned with our company culture and values.
• Employer Branding: Lead initiatives to enhance the company's employer brand and attract high-quality candidates.
• Track Recruitment Metrics: Monitor and analyse recruitment metrics to measure the effectiveness of strategies and make data-driven decisions.
• Training and Development: Provide training and support to hiring managers on best practices in recruitment and interview techniques.
• Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.
• Utilise ATS: Maintain accurate and up-to-date information in our ATS, Workday.

Talent Acquisition Partner

• Manage the centralized talent acquisition team that supports sourcing, selection, and onboarding activity across the Americas, including annual budget ownership.
• Continually evaluate and improve team capability through targeted development and coaching.
• Participate in the global talent acquisition leadership team to lead cross-regional projects and initiatives.
• Partner with the global TA CoE to select, implement, and enhance the TA technology stack to improve the candidate and hiring manager experience, increase recruiter capacity through automation and best practice sharing, and deliver meaningful data insights.
• Manage vendor and agency contracts including evaluation, selection, and performance management.
• Ownership/ creation of global and local policies and guidance related to the hiring process including referrals, internal talent movement, compliance, job posting requirements, interviewing expectations, offer creation/ approval, and others.
• Own the employer value proposition strategy.
• Profile OTIS as an employer of choice on external communication channels/ platforms to potential talents (social media platform, job board, career fair etc.).
• Ensure a cost-conscious recruitment model transformation, continually seek and develop creative approaches to enable business objectives.
• Benchmark, identify and implement creative avenues for sourcing high quality, diverse talent to support broader organizational talent initiatives.
• Provide consultative feedback about industry benchmarks, external labor market conditions and candidate needs, to influence stakeholders and to drive hiring decisions.
• Leverage recruitment data to drive recruitment efficiency.
• Provide recruitment metrics to drive progress in the timeliness, quality, and candidate/ hiring manager satisfaction.
• Advance the Otis brand across numerous markets and professional communities.
• Provide complete, accurate, and inspiring information to candidates about the company and position.
• Prepare field HR, Hiring Managers, and the TA team to identify the right candidates for the right positions by improving and implementing recruitment procedures as well as processes, including selection techniques, assessment, and guidance.
• Develop proactive candidate pools and sourcing techniques for frequently recruited and difficult to fill positions.
• Lead the local early career strategy including university selection and campus hiring ensuring a future-ready pipeline of talent for the business.
• Continually evaluate the ROI of these partnerships, outreach approaches, and help the organization right-size these programs based on entry-level hiring needs and skill gaps.
• Some travel may be required (<20%)

Director, Talent Acquisition – Americas

• Provides administrative support to the Talent Acquisition Group including preparation of job folders, scheduling of interviews, preparation and distribution of information packets, oversight of background checks, distribution of offer letters, new employee orientation and processing of new hires.
• Oversees the internal non-exempt posting process, which entails coordinating and updating seniority lists with Labor Relations, posting positions, screening candidates, discussing candidates with managers, ensuring labor agreements and past practices are followed and finalizing start dates.
• Processes all related Talent Acquisition transactions and provides reports from the database as required including hiring and termination, new hire turnover and utilization statistics.
• Coordinates the selection and placement of candidates for the Co-Op/Intern Program working closely with both the hiring managers and participating schools.

Talent Acquisition Coordinator

• Develop and execute a multi-year talent acquisition strategy aligned to organizational workforce needs
• Lead the design and evolution of recruitment models, sourcing strategies, and workforce planning initiatives
• Build strong talent pipelines across critical roles and hard-to-fill positions
• Oversee the pre-employment clearance and onboarding process, including occupational health, background checks, licensure verification, and other regulatory requirements
• Ensure clearance processes are timely, compliant, and tightly integrated with onboarding and HR systems
• Build long-term strategic plans for clearance, credentialing workflows, and operational efficiencies
• Define and manage strategies for contingent labor entry into the organization, including process design, policies, and vendor partnerships
• Partner closely with Compensation, HR Systems & Analytics, Occupational Health, Compliance, hiring leaders, and other stakeholders to streamline hiring and onboarding workflows
• Lead and develop a high-performing Talent Acquisition team and clearance specialists

Director, Talent Acquisition

• Lead the design, execution, and continuous improvement of Affirm's Engineering University Programs, including internship, apprenticeship, and new graduate programs.
• Deliver an exceptional experience for early-career talent through engaging programming, events, and development opportunities.
• Partner closely with University Recruiting to ensure a seamless experience from candidate acceptance through program completion.
• Collaborate with stakeholders across Engineering, Talent Acquisition, People, and Learning & Development to align program goals, drive engagement, and measure success.
• Use participant feedback, stakeholder input, and program metrics to identify opportunities for improvement and enhance program outcomes year over year.
• Manage program communications, timelines, logistics, and participant support across multiple initiatives simultaneously.

Talent Acquisition Specialist II

• Build strong relationships with the recruitment team, internal partners, and candidates to ensure a seamless recruiting process.
• Collaborate with hiring managers to gain a comprehensive understanding of job positions, including required skills, education, and the qualities of a successful candidate for the specific team.
• Post job openings, actively source and screen candidates, review resumes/applications, and schedule interviews for hiring managers using various job boards (e.g., LinkedIn Recruiter, Monster, Career Builder, Zip Recruiter, Glassdoor, Dice, Indeed, Handshake, Craigslist).
• Coordinate, manage, and attend virtual job fairs as needed.
• Maintain accurate and organized documentation on all candidates, searches, and recruiting activities, including updates in the applicant tracking system (UKG).
• Keep consistent communication with candidates throughout the recruitment process.
• Review, edit, and update job opportunities in the Applicant Tracking System (ATS), UKG, to attract higher quality and quantity of candidates.
• Coordinate the interview and new hire process between hiring managers and candidates.
• Actively network through social media groups, LinkedIn, and other platforms to share job openings and build a pipeline of interested candidates.
• Ensure a positive candidate experience by maintaining consistent communication throughout the recruitment process.

Seasonal Recruitment Coordinator

• Act as a subject matter expert, provide consultative guidance and advice on recruitment best practices to secure top talent.
• Act as a trusted strategic advisor to hiring managers by possessing strong business acumen, understanding the talent needs required, and a solid grasp of ideal culture alignment.
• Create unique and robust search strategies that will identify and deliver the right talent for the right roles at the right time.
• Source, screen, and manage candidates through the interview process by providing an efficient and high-touch experience for every candidate from the engagement stage to offer.
• Offer alternative sourcing strategies and educate key stakeholders on market dynamics.
• Negotiate complex offers for selected finalists by leveraging your experience of competing for top technical talent.
• Meet or exceed goals and metrics by being an example of top performance.

Talent Acquisition Manager – Power Electronics

• Sourcing Candidates: Utilize job boards, referrals, social media platforms, portfolio sites, networking events, LinkedIn, and internal databases to identify and attract qualified creative, marketing, digital, UX/UI, gaming, and technology professionals for open roles.
• Pipeline Development: Build and maintain a robust pipeline of talent through proactive outreach, networking, relationship-building, and ongoing engagement with candidates aligned to current and future client needs.
• Qualifying Candidates: Conduct comprehensive candidate screenings and interviews to assess qualifications, experience, technical capabilities, career objectives, and overall fit for client opportunities.
• Candidate Submission & Interview Management: Submit qualified candidates to open positions, complete formal submission documentation, coordinate interview scheduling, conduct interview preparation sessions, and facilitate post-interview debrief conversations.
• Offer Management & Candidate Control: Manage compensation discussions, conduct pre-closing conversations, negotiate offers when appropriate, and guide candidates through the offer and acceptance process.
• Candidate & Contractor Management: Provide ongoing support to contractors and candidates throughout the placement lifecycle, including onboarding, compliance, assignment extensions, timecard support, quality control touchpoints, and assignment completion.
• Reference Checking: Gather professional references to validate work history, performance, accomplishments, skills, and areas of improvement while identifying potential market intelligence and business development opportunities.
• ATS & Job Management: Manage job postings within Bullhorn and external recruiting platforms, review inbound applications, promote openings internally, and maintain accurate candidate records and recruiting activity.
• Performance & KPI Achievement: Consistently meet or exceed recruiting KPIs, placement goals, fill ratios, and activity expectations while demonstrating Onward's core values both internally and externally.

Creative – Game Recruiter

• Proactively source technology candidates using job boards, referrals, LinkedIn Recruiter, networking, texting platforms, and AI-powered sourcing tools
• Build and maintain a strong, active pipeline of highly skilled technology professionals across multiple disciplines
• Recruit for roles including: Software Engineers (Frontend, Backend, Full Stack)
• DevOps Engineers
• Cloud Engineers & Architects
• Data Scientists & Data Engineers
• Quality Assurance (QA) Engineers
• Accessibility Specialists
• Product Managers
• UX/UI Designers
• Cybersecurity Professionals
• AI & Machine Learning Engineers
• Conduct high-volume phone and video candidate interviews
• Qualify candidates based on technical expertise, experience, compensation expectations, availability, and cultural fit
• Manage candidates throughout the interview, offer, and placement process
• Build consultative relationships with candidates and serve as a subject matter expert on technology staffing market trends
• Maintain strong candidate relationships to drive engagement, retention, referrals, and redeployment opportunities
• Leverage ATS, CRM, LinkedIn Recruiter, AI tools (including Copilot), sourcing automation, and texting platforms to maximize efficiency and productivity
• Consistently meet or exceed KPIs related to outreach, submissions, interviews, placements, starts, and candidate activity
• Partner closely with sales and client services teams to ensure successful candidate delivery and exceptional client experiences

Tech Recruiter

• Coordinate candidate scheduling, interview logistics, and hiring activities across multiple stakeholders and time zones
• Serve as a primary point of contact for candidates throughout the hiring process, ensuring timely communication and a positive candidate experience
• Support candidate sourcing, resume review, screening activities, and pipeline management as needed
• Assist with offer administration and pre-employment activities
• Maintain accurate candidate records, workflows, and job postings within the Applicant Tracking System (ATS)
• Support recruiting reporting, hiring metrics, and talent acquisition operations
• Coordinate onboarding activities for new employees and contractors from offer acceptance through their first days with the organization
• Manage onboarding communications, scheduling, and cross-functional coordination with hiring managers, IT, and internal stakeholders
• Facilitate background checks, I-9 verification, onboarding documentation, and system access requests
• Coordinate new hire orientation logistics, onboarding resources, and employee welcome activities
• Manage employee swag ordering and distribution
• Ensure new hires have the tools, resources, and support needed for a successful onboarding experience
• Support the administration and optimization of the Applicant Tracking System (ATS) and other talent-related systems and databases
• Maintain recruiting documentation, templates, communication materials, and candidate resources
• Support People & Culture communications, shared inbox management, and employee experience initiatives
• Assist with reporting, data tracking, and operational projects across Talent Acquisition and People & Culture
• Identify opportunities to improve processes, communication, and the overall candidate and employee experience
• Provide flexible support across Talent Acquisition and Employee Experience initiatives based on organizational priorities

• Build Talent Pipelines That Matter
• Source creatively across job boards, social media, professional networks, and community events
• Use Boolean and advanced sourcing
• Engage passive talent
• Read the labor market
• Elevate the Candidate Experience
• Screen for skill and values alignment
• Conduct strong behavioral interviews
• Communicate proactively
• Recommend compensation thoughtfully and equitably
• Ensure every hire is defensible, fair, and aligned

Healthcare Recruiter

• Work with the Talent Acquisition (TA) and Talent Management (TM) stakeholders to provide support for technology enhancements, project management, vendor management and analytics.
• Support the prioritization of initiatives, manage timelines, and influence business partners to meet deadlines and advance critical projects.
• Build and maintain relationships with HR Operations, HR Technology, HR communications, Legal, Employee Relations and Procurement.
• Ensure Recruiting and Talent Management programs and processes are communicated in a strategic, efficient, and effective manner.
• Define key Talent Acquisition and Talent Management operational metrics and monitor trends.
• Participate in the roll out of new functionality in Workday and other HR Technologies including development of requirements and user acceptance testing.
• Provide support for recruiters and Talent Management Practice Leads on the usage of these tools including the development of training as needed.
• Perform other duties as assigned.

Manager, Talent Acquisition – Talent Management Operations

• Partner with hiring managers to determine staffing needs and develop recruiting strategies
• Source for both active and passive candidates using various techniques including social media and job posting boards
• Conduct searches through creative sourcing techniques including networking, job fairs, and campus recruiting
• Keep a team of elite healthcare professionals operational by fulfilling staffing needs

Senior Clinical Talent Acquisition Specialist

• Translate Sun Life U.S. business priorities into TA strategies
• Partner with senior leaders, HR Business Partners, and stakeholders to shape talent strategies
• Lead the delivery of TA outcomes across direct and matrixed teams
• Deliver strategic TA initiatives that evolve tools, processes and ways of working
• Translate market insights into actionable sourcing strategies and mobility approaches
• Oversee TA governance, compliance, vendor management and operational service delivery
• Strengthen Sun Life’s employer brand and candidates experience

• Partners with business leaders to determine staffing needs and facilitates discussion on strategy and service level agreements.
• Proactively develops diverse talent pipeline, seeking out talent, nurturing relationships, assessing talent ahead of business demand to meet strategic talent goals.
• Strategizes and selects sourcing strategies to attract and identify diverse, qualified candidates for consideration.
• Builds valued and trusted advisory relationships with leaders at all levels.
• Interviews and collaborates with hiring managers on feedback with hiring managers to support effective hiring decisions.
• Facilitates and implements the hiring process using established policies and practices as a framework for selection and hiring.
• Participates in process improvement activities and projects or initiatives in partnership with others in TA, HR or other teams.
• Other duties as assigned.

Talent Acquisition Consultant

• Source and identify qualified candidates through various recruiting channels
• Conduct phone screens and candidate interviews
• Coordinate interview scheduling and candidate follow-up
• Build and maintain talent pipelines for current and future hiring needs
• Partner with the Talent Acquisition team to support hiring goals
• Help create a positive candidate experience from first contact through offer stage

Contract Recruiter

• Organize, coordinate, manage, and execute a wide variety of on-campus and virtual UG and Graduate admission events, including Open Houses, Accepted Student Days, Major Specific Open Houses, Daily Information Sessions and Campus Tours, Charger Days, and other specialized visits.
• Serve as primary liaison with faculty, deans, food services, facilities management, external vendors, and student ambassadors to coordinate and effectively implement these events.
• Work with and manage a team of professional staff members and student workers to ensure visitors will have a positive first experience on campus.
• Manage and facilitate execution of logistics for all events, including facility reservations, room reservations, contract negotiations, menu selection, A/V service, and facility set-ups.
• Manage allocated budgets for individual events and programs to ensure financially efficient use of funding while providing the highest quality experience for all prospective students and families.
• Maintain detailed project plans, timelines, and budgets for all on-campus recruiting events.
• Provide administrative support as needed, including but not limited to coordinating and scheduling meetings with current students, faculty, and staff, contacting and confirming speakers and alumni, and assisting in the delegation of duties to appropriate staff and offices.
• Engage in recruiting, training, supervising, and scheduling student tour guides for all campus-based programming.
• Oversee the organization and execution of group and VIP tours.
• Maintain working knowledge of the admissions process, athletics, financial aid, residential life, student affairs, student success, and other university operations.
• Collaborate with the heads of undergraduate and graduate admissions, and marketing to develop and produce high-quality invitations, web pages dedicated to specific events, online registration forms, and supporting materials.
• Manage CRM-related tasks, including event management tools, QR code usage for event check-in, and ensure a high functioning event communication plan for prospective and accepted students and families.
• Develop an evaluation/assessment plan and follow-up action plan for all campus events.
• Prepare reports to show the impact of campus visitation programs, focusing on yield and quality service components.
• Conduct information sessions for prospective students and families when needed.
• Cover conflicts for college fairs and high school visits when necessary.

Recruitment jobs in Connecticut

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Senior Talent Acquisition Partner, Technical Recruiting

Executive Recruiting Sourcer, Researcher

Executive Recruiting Manager

Talent Acquisition Partner

Director, Talent Acquisition – Americas

Talent Acquisition Coordinator

Director, Talent Acquisition

Talent Acquisition Specialist II

Seasonal Recruitment Coordinator

Talent Acquisition Manager – Power Electronics

Creative – Game Recruiter

Tech Recruiter

Talent Acquisition Coordinator

Healthcare Recruiter

Manager, Talent Acquisition – Talent Management Operations

Senior Clinical Talent Acquisition Specialist

Director, Talent Acquisition

Talent Acquisition Consultant

Contract Recruiter

Director of Recruitment Events, Campus Visitations