Recruitment

• Partners with Human Resources Business Partners to deliver and maintain appropriate division management staffing levels and on-time Manager in Training (MIT) talent acquisition support for new restaurant growth
• Proactively plans and implements recruitment advertising and sourcing within the budget and strategies outlined
• Manages company career sites and Internet job board postings, engages in current social media networking strategies, participates in college career fair activities, recruiting agency management, and other recruiting strategies
• Proactively sources candidates through LinkedIn, job boards, social media, employee referrals, and other creative channels
• Conducts and facilitates management interviews via video and ensures consistency with the selection process as it relates to applicants and operations directors
• Maintains communication with new MIT through the initial training process
• Facilitates workforce planning for internal candidate population with operations directors to achieve internal hiring goals
• Accurately executes all talent acquisition system responsibilities, sourcing, resume screening, applicant tracking, background checks, candidate communications and new hire administration
• Ensures process compliance to minimize company risk and liability
• Develops strong relationships with and deliver professional talent acquisition services to operations leaders as well as a positive candidate experience to promote brand image and reputation
• Provides support to operations hiring managers in the use of our Applicant Tracking System (ATS); troubleshoots system issues and escalates technical problems to HRIS or vendor support as needed
• Submits timely and accurate expense reports and manages recruitment budget to achieve efficient MIT cost-per-hire goals.
• Subject matter knowledge on all talent acquisition related topics e.g. compensation, benefits, relocation, training, etc.

Talent Acquisition Partner

• Manage end-to-end recruiting for exempt and non-exempt roles across assigned functions
• Execute sourcing strategies aligned to role requirements and hiring timelines
• Manage candidates through the recruiting lifecycle from initial screening through offer acceptance and onboarding handoff
• Partner with hiring managers to understand role requirements, priorities, and timelines
• Participate in intake discussions to align on job scope, required skills, and interview approach
• Coordinate interview scheduling and support compliant, efficient hiring processes
• Source candidates using LinkedIn, ATS, referrals, and other recruiting channels
• Communicate clearly with candidates throughout the hiring process

Senior Talent Acquisition Partner

• Meticulously review and compare candidate documents, including cross-checking resumes against formal applications and verifying employment dates for accuracy and compliance.
• Schedule and manage interviews across various formats (remote/offsite, and onsite) and global time zones.
• Act as the main liaison between candidates, recruiters, and interviewers.
• Maintain accurate, compliant candidate records in Workday, Rooster and other systems.
• Utilize AI tools to streamline document review, communication, and administrative tasks.
• Process candidate travel expenses, upload NDAs to Workday, and issue contingent worker contracts and background checks via DocuSign.
• Maintain strict confidentiality with all sensitive candidate and company information.
• Contribute to data and operational support, helping to streamline TA documentation and Standard Operating Procedures (SOPs).
• Effectively manage relationships and communicate with diverse stakeholders across the global business.

Talent Acquisition Operations Specialist

• Conduct a high volume of daily outreach - 50-100 calls per day - to active and passive candidates.
• Drive fast response times to new applicants—speed is critical to success
• Conduct efficient candidate conversations to assess fit and move candidates forward
• Manage a high-volume requisition load across multiple locations and markets while maintaining strong attention to detail
• Guide candidates through the hiring process from first contact to offer acceptance
• Track activity, outcomes, and progress against daily and weekly goals
• Generate candidate flow through job boards, database mining, referrals, and outbound sourcing
• Complete behavioral-based phone screens and quickly assess candidate fit
• Maintain consistent pipeline movement from application to offer
• Partner closely with hiring managers to meet weekly hiring targets
• Track and manage recruiting activity, including call volume, submissions, interviews, and hires
• Maintain accurate and up-to-date candidate data in the ATS
• Ensure a positive, efficient candidate experience while moving at speed

Recruiter

• Act as subject matter expert and strategic talent advisor to leadership at all levels
• Develop sourcing models and plans to generate talent pools, networks and pipelines; create and execute robust search strategies, calibrate candidates with hiring managers
• Develop prospects into candidates. Engage, sustain relationships, screen and interview
• Collaborate, coach and develop other members of the Talent Acquisition Team
• Partner with hiring managers, business unit leaders and other members of Team Blue by leading and participating in scoping discussions, weekly tag ups and candidate debriefs
• Prepare/contribute to search status reports and lead/participate in client update meetings on active searches
• Dive deep with an inquisitive mindset into the technical requirements of the requisitions and business units you will be supporting

Recruiter – Fixed Term

• Work with other recruiters to fill the talent pool and place jobs
• Act as a career coach and ally to each candidate within your network
• Review resumes daily, matching candidates with roles that fit them best
• Regularly write and post new job opportunities
• Email candidates for job roles using email templates provided
• Search job pools and recruiting portals for available jobs
• Make suggestions and share ideas on how to better find talent
• Conduct phone interviews; properly assess talent then go to the next steps
• Document candidate qualifications, salary expectations, capabilities, and other details
• Prepare candidate and job-fit summaries for submission of candidate profiles
• Update, create, and manage jobs in your job board

Talent Acquisition Specialist

• Manage remote and onsite interviews across multiple global time zones • Act as the primary point of contact for candidates and internal teams • Maintain accurate, compliant candidate records in Workday, Rooster and other systems • Process candidate travel expenses, upload NDAs, and issue contingent worker contracts and background checks via DocuSign • Help streamline our TA documentation and Standard Operating Procedures (SOPs) • Initiate and monitor background checks and onboarding process for new hires • Maintain strict confidentiality and manage ad-hoc projects as needed

Talent Acquisition Coordinator

• Works with hiring manager to document requirements of job openings as required opening requisitions
• Determines appropriate recruiting sources for advertising and posting positions
• Promotes the company image to candidates and external service providers
• Surfaces candidates and develops networks of people and processes to support a strong pipeline of qualified candidates
• Pre-screens resumes and evaluates effectiveness of electronic candidate evaluation tools
• Documents candidate evaluation and interview process
• Effectively partners with hiring manager to better understand business needs and assess position goals and requirements
• Uses various cost effective sourcing strategies, such as internet job boards, networking, resume mining, social networking, cold calling, college/university recruiting and job fairs to attract a diverse pipeline of candidates
• Prescreens all applicable candidates, then recommends candidates to hiring manager based on detailed requirements of position and competencies; provides manager with reasoning for advancing candidate
• Establishes credibility and remains engaged with hiring manager and senior management to stay abreast of hiring process
• Arranges management interviews by coordinating schedules, arranging travel, lodging meals, and escorting applicant to interviews
• Ensures recruitment activity is updated in an accurate, compliant and timely manner within the applicant tracking system
• Creates offers, reviews and participates in negotiation and re-negotiation of salaries in coordination with offer
• Responsible for all onboarding activities to include: references, new hire paperwork, backgrounds check, I9, payroll forms and drug test
• Tracks, reports and supports future staffing initiatives
• Serves as role model/mentor to other staff members
• Proactively works with hiring manager and human resources business partner regarding future organizational structure
• Takes a systematic and proactive approach with hiring managers across all business lines regarding recruitment cost controls
• Maintains proactive partnership with HR business partners when an employee or hiring manager issue is identified
• Continues to recommend improvements for full life cycle recruiting strategies
• Leads and collaborates on projects/reports related to ongoing corporate recruitment initiatives as required
• May provide assistance to junior level staff with more complex tasks that require a higher level of understanding of functions
• May escalate issues to supervisor/manager for resolution, as deemed necessary
• Reviews and complies with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations
• Assists with various projects as assigned by a direct supervisor
• Other duties as assigned

Senior Healthcare Recruiter

• Build strong partnerships with hiring managers and business leaders to understand their talent needs and provide strategic guidance on recruitment best practices
• Develop tailored recruitment strategies for each role
• Utilize AI technology and cutting-edge tools to identify, attract, and engage high-caliber candidates proactively
• Proactively source and attract top-tier candidates using job boards, social media, professional networks, and other channels
• Deliver extraordinary service throughout the recruitment journey with transparent communication, timely updates, and personalized interactions
• Manage the end-to-end recruitment process from initial requisition creation to onboarding
• Conduct thorough candidate assessments, including resume reviews, interviews, and skills evaluations
• Stay informed about industry trends, labor market conditions, and competitor insights to make informed recommendations to hiring teams
• Enhance Lennar's employer brand by promoting our unique culture and career opportunities and participating in branding initiatives and events
• Use data and metrics to track recruitment performance, identify areas for improvement, and optimize the recruitment process continually

• Deliver standout experiences — provide top‑tier service that turns first placements into long‑term partnerships.
• Build strong relationships — connect with healthcare professionals through calls, texts, social, job boards, and referrals.
• Be a trusted advisor — interview, screen, and guide clinicians toward roles aligned with their goals.
• Own your business — build and manage a candidate pipeline to support hiring from start to finish.
• Drive results — bring grit, resilience, and a competitive edge to exceed monthly goals.
• Collaborate to win — partner with support and client teams to ensure shared success.
• Champion retention — maintain lasting clinician relationships through extensions and new opportunities.
• Lead with positivity — contribute to a winning culture.

Healthcare Recruiter

• Lead full-cycle recruitment across a variety of functions, with a primary focus on U.S.-based hiring
• Partner closely with hiring managers and HR leaders to drive efficient, high-quality hiring processes
• Develop creative sourcing strategies to identify and engage top active and passive talent
• Build strong candidate pipelines for specialized and hard-to-fill roles within the medical device and healthcare space
• Deliver an exceptional candidate experience from initial outreach through offer and onboarding
• Serve as a trusted advisor to business leaders on talent market trends, hiring strategy, and competitive recruiting practices
• Manage offer negotiations and support successful candidate closing strategies
• Help strengthen employee referral initiatives and external talent networks
• Coordinate and support onboarding, background checks, and pre-employment processes
• Ensure recruiting operations and communication remain organized, responsive, and data-driven

Recruiter – Medical Device

• 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

Talent Acquisition Partner II

• Manage full-cycle recruiting for all assigned positions.
• Partner with hiring managers to develop recruiting strategies and hiring plans.
• Create and manage job postings across multiple platforms.
• Source passive candidates through networking, social media, referrals, and outreach campaigns.
• Screen resumes and conduct initial interviews.
• Coordinate hiring manager interviews and candidate assessments.
• Facilitate offer presentation and negotiation.
• Maintain accurate recruiting documentation and ATS records.
• Develop relationships with trade schools, technical colleges, military transition programs, and workforce development organizations.
• Build talent pipelines for production, technician, leadership, and corporate roles.
• Maintain candidate pools for future hiring needs.
• Attend career fairs, networking events, and industry functions.
• Promote Velocity's culture and career opportunities through social media and recruiting events.
• Partner with Marketing on recruitment campaigns.
• Create content supporting employment branding efforts.
• Gather candidate feedback to improve recruiting processes.
• Ensure consistent communication throughout the hiring process.
• Deliver a professional and engaging candidate experience.
• Coordinate interview logistics and scheduling.
• Conduct candidate surveys and analyze feedback.
• Track recruiting KPIs including: Time-to-fill, Cost-per-hire, Source effectiveness, Offer acceptance rates, New hire retention.
• Provide monthly recruiting reports and recommendations.

• Effectively manage and fill/close acquisition requests from area managers
• Assist contractors with basic questions regarding home warranty procedures and policies
• Consistently overcome contractor objections and take every opportunity to partner with perspective contractors
• Make outbound calls to contractors across the U.S. to market and sell the benefits of joining our contractor network
• Setup both physical and digital contractor profiles
• Follow up with all parties necessary to obtain required paperwork including contractors, license boards, and insurance companies
• Assist contractors with first-time billing through First American’s online contractor portal
• Negotiate pricing with contractors within First American guidelines
• Ensure contractor coverage for territories by continually monitoring reports to identify volume and potential contractor hiring needs
• Train all new employees in First American’s procurement processes and procedures
• Track and keep current all state license requirements
• Assist existing contractors with processing company name changes including both physical and digital profiles
• Assist team with verifying all documentation of the contractor hiring package is completed prior to going to the CRM’s for approval
• Research and distribute leads to the team regarding hard to hire areas
• Assist the Manager in streamlining the process flows as well as documentation of Falcon changes and reporting tools
• Work with Marketing Department on creating new ways to market First American to contractors
• Assist the Manager in daily and monthly reporting on production

Trades Contractor Recruiter

• Collaborates with hiring managers and HR teams to develop comprehensive talent acquisition strategies aligned with the organization's goals and objectives
• Partners with stakeholders to identify hiring needs, define job requirements, and create job descriptions that attract qualified candidates
• Utilizes a variety of sourcing methods, including job boards, social media platforms, professional networks, and direct sourcing techniques, to identify and engage with potential candidates
• Conducts thorough assessments of candidates, including resume screening, phone and in-person interviews, and reference checks, to evaluate qualifications, skills, and cultural fit
• Ensures a positive and engaging candidate experience throughout the recruitment process, from initial contact to onboarding, by providing timely communication, personalized attention, and addressing candidate concerns
• Establishes and maintains strong relationships with hiring managers, HR partners, and external stakeholders to foster collaboration and ensure a thorough understanding of their recruitment needs
• Tracks and analyzes recruitment data, including sourcing channels, time-to-hire, candidate quality, and diversity metrics, to identify trends, evaluate effectiveness, and make data-driven recommendations for process improvement
• Conducts research and analysis on talent trends, competitor landscapes, and industry best practices to stay informed and provide insights and recommendations for talent acquisition strategies
• Ensures compliance with applicable laws, regulations, and diversity initiatives throughout the recruitment process and promote diversity and inclusion within the organization's talent pool

Talent Acquisition Consultant

• Secure leads and applications through field recruitment efforts.
• Attend community events and informational fairs to inform families and build brand awareness for Bridgeprep Academy
• Execute off-site presentations at daycares, housing authorities, community centers, youth groups, parent networking events, and other community organizations
• Build relationships with community-based organizations (CBOs) to engage with families in the community
• Coordinate outreach events with community based organizations to table or host information sessions
• Organize and conduct cold calling campaigns.
• Provide answers to frequently asked questions and offer in-person & virtual opportunities to see our schools and hear from current parents & staff.
• Assist families with completing a paper or online application.
• Capture pictures and videos of the school events and manage school communication platforms.
• Implement applicant nurture engagements and maintain communication with prospective families throughout the recruitment process converting families from step to step such as lead to applicant.
• Tailor outreach messages and content to individual applicants, addressing their unique needs and interests.
• Conduct regular follow-up calls, emails, or messages to answer questions, provide updates, and build a positive applicant experience.
• Track applicant interactions, maintain detailed records, and schedule follow-up tasks.
• Identify opportunities for process improvement and implement changes to optimize the applicant nurture experience.
• Identify when applicants have become uninterested in BridgePrep Academy and manage the process to re-engage.
• Complete application verification calls and update application system as needed.
• Ensure applicant data is accurate and captured in a timely manner.

Student Recruiter

• Partner with senior leadership to identify workforce planning strategies and talent needs for the assigned region or specialty
• Collaborate with hiring managers, interviewing teams, and senior leadership on hiring initiatives
• Establish and maintain relationships with hiring managers and P&O Business Partners to understand current and future hiring needs
• Manage the full-cycle recruiting process from sourcing to final stage negotiations and hiring, ensuring a positive candidate experience
• Proactively source candidates through referrals, networking, innovative research tactics, and databases
• Attend conferences to build a talent pipeline and establish relationships with universities for future talent needs
• Provide consultation on recruitment strategies, ensuring alignment on role specifications and hiring best practices
• Train hiring managers and newly acquired hospitals on the recruiting process
• Maintain confidentiality and screen applicants, making hiring recommendations when appropriate
• Coordinate interviews and travel arrangements as necessary
• Conduct reference and background checks, advising managers on recruiting policies and procedures
• Lead, coach, and mentor other recruiters and hiring managers
• Drive continuous improvement using recruitment analytics and scorecards
• Engage in detailed discussions with candidates about compensation, leveraging strong negotiation skills
• Maintain accurate records of negotiation outcomes, ensuring compliance with company policies and legal standards
• Discuss clinical specialties and advanced veterinary procedures with DVM/VMD candidates, demonstrating a thorough understanding of the field

Senior DVM Talent Acquisition Partner – Emergency

• recruit agents via phone to either get contracted or move their existing contract to our firm
• achieve benchmark goals and quotas
• build value quickly and set appointments for further conversations with MCC sales staff
• work collaboratively and efficiently as a team member

Recruiting Specialist

• Create and implement comprehensive recruitment strategies to identify, engage, and hire top executive talent.
• Conduct proactive market mapping and benchmarking to stay ahead of talent trends in key functional areas.
• Cultivate a pipeline of high-caliber candidates for critical executive roles.
• Develop and implement comprehensive executive recruiting strategies aligned with business goals.
• Collaborate with senior leadership to understand the company's growth objectives and executive hiring needs.
• Deliver quarterly talent intelligence briefings that inform leadership decisions on organizational capability, competitive talent positioning, and emerging market trends impacting executive availability.
• Conduct in-depth interviews and thorough assessments of executive candidates to evaluate qualifications, leadership capabilities, and cultural fit.
• Present comprehensive candidate reports and recommendations to senior leadership.

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