Recruitment

• Navigate the Seas: Own recruiting and employee selection efforts at Pirate Ship for all roles and levels.
• Chart a Course: Reports to the Director of Pirate Experience and partners with Senior Leadership including Sea Suite (C-Suite) to understand their hiring objectives and develop a plan to hit goals & deliver quality and timely results.
• Codify the Process: Manage full-cycle recruiting by creating and executing unique and effective sourcing strategies and techniques to find professionals across a variety of roles.
• Scoping: Consistently generate a healthy pipeline of high quality candidates by driving recruitment initiatives such as branding, events, sourcing, and referrals along with plunderin' the interwebs, LinkedIn, and other channels to seek out the most talented pirates.
• Keep it Shipshape: Scannin' the horizon for new recruitment trends and technologies to ensure our recruitment process stays ahead of the curve.
• Find the treasure: Identify, prescreen, and evaluate both passive and active candidates.
• Turn People to Pirates: Manage candidates in process and provide them with a positive candidate experience.
• Crew Up: Build solid relationships with team leaders and serve as a talent partner before, during, and after the recruiting process.
• Bottle Your Messages: Develop deep business knowledge of Pirate Ship’s organization and the markets it serves.
• Gather Round the Grog: Partner with HR in the areas organizational training and development, compensation, and compliance.
• Uncover hidden treasure: Maintain key recruiting metrics and conduct analysis of recruiting trends to maintain a healthy talent pipeline and drive effective hiring decisions.
• Ride the seas of change: You’ll be comfortable in an environment where there’s lots of change all the time.
• Sail from your port o’ call: You’ll be working from home, but will connect with your crewmates throughout the day over chat, voice, and video.
• Hoist the Jolly Roger: You’ll have the opportunity to share your background, experience and interests with the crew to enhance our fun, progressive culture.
• Collect your booty: Pirate Ship pays competitively compared to other landlubbers because we value your creativity and passion.
• Ride the seas of change: You’re comfortable in a remote environment where there’s lots of change.

Senior Recruiter – Limited Duration/Contract

• Manage full-cycle recruitment for various roles across all lines of business in the insurance industry
• Heavy sourcing of passive insurance candidates through networking, cold-calling, and utilizing a variety of databases: internal HRIS system (Workday), ATS (Phenom), LinkedIn Recruiter, Indeed Resume, Handshake, social media, and other online databases
• Conduct candidate phone screens, provide feedback, schedule interviews, review assessment results, and collaborate with team on hiring decisions.
• Drive the hiring process and decisions with an emphasis on providing positive candidate experience and hiring the best talent for the role
• Successfully build and maintain robust candidate pipelines for current and future job requisitions
• Build strong relationships, acting as a trusted advisor and business partner providing consultative recruitment services to guide the talent strategy
• Manage recruitment process, track and onboard candidates to ensure compliance, adherence to corporate protocol, and the proper measurement of recruiting tactics
• Develop professional relationships with industry groups, local universities, community partners and other organizations to expand sourcing channels
• Track and evaluate the effectiveness of recruitment strategies and adjust as needed
• Successfully manage multiple competing priorities and simultaneous requisitions with aggressive timelines
• Data entry, reporting, and tracking of metrics in partnership with the TA Coordinators
• Involvement in strategic initiatives, internal projects and ongoing process improvements
• Ensure the recruiting process and employment actions are compliant with applicable regulations, executive orders, and other rules by such entities as the Office of Federal Contract Compliance Programs (OFCCP), the Department of Labor (DOL), state and local government, and other relevant governing bodies

Talent Acquisition Partner

• The Talent Acquisition Partner is responsible for handling all aspects of talent sourcing and recruiting for assigned requisitions.
• Coordinates full-cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing, and selection.
• Using traditional and non-traditional resources, sources and entices a qualified pool of both active and passive candidates with creative sourcing techniques.
• Manages candidate engagement, provides a positive candidate experience; maintains responsive communication, and acts as a candidate advocate.
• Follows up with candidates and hiring managers to obtain feedback regarding both the recruiting process and candidate job fit.
• Delivers and negotiates employment offers.
• Maintains tracking system of all requisition and applicant activity.
• Establishes and continuously develops networks through industry contacts, university relations, association memberships, trade groups, and military affiliations to maximize recruitment resources and opportunities.

Talent Acquisition Partner – Field

• Synthesize market intelligence, competitive data, and workforce analytics to advise senior leadership on enterprise hiring strategy
• Design and establish scalable programs (e.g., UR, NTP, PERM, IJOP)
• Partner with TA Ops, HRIS, and vendors to co-design AI-enabled recruiting workflows
• Drive adoption of AI-enabled capabilities across recruiters through playbooks and coaching frameworks

Principal Recruiter

• Serve as strategic owner and administrator of Ashby ATS, including workflows, reporting, automations, integrations, and process governance
• Build and maintain executive recruiting dashboards, funnel analytics, capacity planning models, and operational reporting
• Partner with Talent Acquisition leadership to design scalable recruiting processes supporting rapid organizational growth
• Analyze funnel conversion, sourcing effectiveness, recruiter productivity, pipeline health, and hiring bottlenecks to identify and implement operational improvements
• Develop and maintain recruiting SLAs, process documentation, reporting standards, and operational best practices
• Identify opportunities to improve recruiter efficiency, interview process effectiveness, and hiring manager experience
• Ensure recruiting data integrity, source attribution accuracy, and stage consistency across all recruiting workflows
• Support workforce planning and recruiting capacity forecasting
• Improve operational efficiency across candidate experience, interview workflows, scheduling processes, and reporting accuracy
• Partner cross-functionally with HR, People Operations, Finance, and business leaders on hiring operations initiatives and process improvements

Recruiting Operations Manager

• Manage full-cycle recruiting for assigned positions, including job postings, candidate sourcing, screening, and offer coordination.
• Hold initial (kick-off) meetings with hiring managers to discuss and agree on role expectations and candidate selection criteria.
• Coordinate and schedule interviews; share information with hiring managers on structured interviewing and best practices. Collect and compile interviewer (individual and/or panel) feedback on each candidate.
• Manage candidate communications and feedback loops to minimize drop-off and maintain engagement.
• Represent the company at job fairs, campus recruiting events, and industry networking opportunities.
• Maintain applicant tracking system accuracy and ensure timely updates to candidates and HR.
• Support initiatives such as EVP development, succession planning, critical role assessments, and organizational health reviews.
• Assist with onboarding activities to ensure a smooth new-hire experience.
• Provide administrative support for the HR team and the HR Director, including scheduling, calendar management, reporting, and document management.
• Assist with HR record-keeping and partner with HRIS for reporting standardization efforts as needed.
• Support rhythm-of-business activities.
• Demonstrate behaviors consistent with company policies, values, and code of ethics.
• Actively support the company brand and mission, always seeking opportunities to attract top talent.
• Perform other duties as assigned.

Talent Acquisition – HR Specialist

• Oversee and completely own the end-to-end recruiting function for UMass Global, including requisition intake, job posting oversight, sourcing strategy, applicant review, screening, interview coordination, offer development, and candidate experience management.
• Serve as the primary recruiter, managing a requisition load average of 20-25 positions.
• Conduct intake meetings with hiring managers, reviewing role requirements, timelines, and candidate evaluation practices.
• Review applications and screen candidates to assess qualifications, experience, and alignment with position requirements; present qualified candidates and recommendations to hiring managers.
• Recommend new hire offer amounts within hiring range using established guidelines; seek approval for offers and communicate the University's compensation and benefits package to candidates.
• Manage and improve candidate experience throughout the full hiring lifecycle, maintaining clear communication and a high standard of responsiveness and professionalism.
• Communicate and report recruiting data to relevant stakeholders, including time-to-fill, source effectiveness, pipeline conversion, offer acceptance rate, and diversity-related metrics.
• Utilize professional social media platforms, including LinkedIn, to proactively source candidates, build talent pipelines, and promote job opportunities and the UMass Global employer brand.
• Partner with University Marketing to plan and coordinate recruiting-related content on institutional social media channels (e.g., Facebook, Instagram), ensuring consistent messaging and appropriate branding for open positions and hiring campaigns.
• Administer pre-employment onboarding activities including background check initiation and orientation coordination with HR Operations to close out the hiring process.

• Own full-cycle recruiting for high-volume roles across Sales, Customer Support, and Training
• Build and execute creative sourcing strategies to attract and engage top Operations talent, including passive candidates
• Partner with hiring managers and stakeholders to define hiring needs and develop effective, role-specific recruiting strategies
• Manage and communicate pipeline health, progress, and insights to stakeholders and senior leadership
• Design and maintain fair, efficient, and high-quality hiring processes that deliver strong candidate experiences
• Develop and nurture proactive talent pipelines to support future hiring needs
• Drive the offer process end-to-end, including pre-closing, offer negotiation, and closing candidates
• Contribute to employer branding initiatives and recruiting-related projects that improve how we attract and hire talent

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