Recruitment

• Develop and execute a national talent acquisition strategy aligned with business goals and workforce planning needs.
• Partner with executive, operational, and HR leaders to forecast hiring demand and identify future talent needs.
• Establish recruiting priorities, performance objectives, and success measures that support organizational growth.
• Lead, develop, and mentor a high-performing Talent Acquisition team.
• Foster a culture of accountability, collaboration, and continuous improvement.
• Oversee full-cycle recruiting efforts across all regions and business units.
• Standardize recruiting processes, tools, and hiring practices to improve consistency and effectiveness.
• Strengthen and promote W.E. O'Neil's employer brand in partnership with Human Resources and business leaders.

Director of Talent Acquisition

• Own full-cycle recruitment for a broad range of clinical and non-clinical roles, from creative talent pipeline development and sourcing through interview coordination, offer negotiation, offer acceptance, pre-boarding and onboarding.
• Quickly build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to develop and execute effective, role-aligned recruiting strategies.
• Partner closely with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on hiring priorities, and execute search plans that support business goals.
• Develop and execute creative, investigative, and data-informed sourcing strategies using LinkedIn, job boards, referrals, networking, market outreach, and talent communities.
• Deliver a high-touch, empathy-driven candidate experience that reflects Guidehealth’s patient-centered mission and values, clinical culture, and commitment to people at every touchpoint before and after hire, including regular new-hire check-ins to support a strong onboarding transition.
• Manage pre-boarding activities for hired candidates, including background checks, credential verification, licensure review, and pre-hire documentation, while ensuring strict adherence to employment law, healthcare credentialing regulations, state licensure requirements, and internal compliance standards.
• Proactively identify, escalate, and resolve compliance gaps, hiring risks, bottlenecks, and candidate experience concerns, while maintaining meticulous documentation to support audit readiness and to reduce liability.
• Apply a healthcare-informed lens to candidate assessment, using structured interviews, behavioral-based questions, assessment tools, and sound judgment to evaluate technical capability, interpersonal warmth, ethical grounding, patient-first values, and long-term fit consistently and equitably.
• Perform AI-assisted sourcing, screening, scheduling, and leverage assessment tools with accountability for data integrity, candidate equity, process transparency, and human oversight in consequential hiring decisions.
• Utilize applicant tracking systems, assessment tools, reporting platforms, and recruiting technologies to support efficient workflows, while tracking and analyzing recruiting metrics, market insights, and hiring outcomes to drive continuous improvement.
• Educate hiring managers on staffing best practices, structured, behavioral interviewing, candidate assessment, and equitable hiring practices.
• Navigate ambiguity, rapid organizational change, and shifting priorities with resilience, professionalism, and accountability, modeling change agility and a high standard of excellence for hiring partners and team members.
• Collaborate with People Operations and business leaders to support seamless hiring and onboarding, identify internal talent for new or evolving roles, contribute to employer branding and hiring manager capability building, and support broader Talent Acquisition and People Team initiatives as needed.
• Promote Guidehealth’s mission, values, and culture to candidates and external partners, and contribute to reducing regrettable early turnover through strong assessment, onboarding alignment, and hiring quality.

Talent Acquisition Specialist

• Conduct high number of phone interviews to assess minimum qualifications and basic communication skills of applicants
• Meet the set daily and weekly quota for number of phone interview passers to be processed for the next recruitment stage – Minimum 75 Screens a week
• Input necessary and accurate information in process trackers and the applicant database in a timely manner
• Monitor online resume databases and other resources
• Attend team meetings and calibration sessions with the recruitment consultants
• Other duties as assigned

Recruiting Screener – 90 Day Contract

• Act as the trusted advisor on strategic human resources (HR) and other matters which impact business results
• Collaborate with leadership team for assigned segments of the business
• Deliver positive business results through internal consulting and strategy execution

Talent Acquisition Partner III

• Manage the full recruitment lifecycle from intake and sourcing through offer negotiation and onboarding
• Create and execute recruitment strategies to attract top talent across plant operations, operational leadership, and corporate business functions
• Partner closely with plant leaders, corporate hiring managers, and HR partners to understand workforce needs and develop clear requisitions and position profiles
• Provide guidance and best-practice recommendations on recruitment strategy, compensation alignment, candidate assessment, interview structure, and selection decisions
• Deliver an outstanding candidate experience throughout the hiring process
• Support onboarding activities to ensure new hires have a seamless transition into the organization
• Build strong relationships with stakeholders across plants and corporate departments, serving as a trusted talent advisor to the business
• Conduct research on recruitment trends, talent market insights, competitor activity, and workforce planning needs to support proactive hiring strategies
• Contribute to employer branding initiatives and continuous improvement efforts within the Talent Acquisition function

• Manage the full recruitment lifecycle, including intake meetings, job advertising, sourcing, pre-screening, interviews, reference checks, offer management, and contract preparation
• Partner with hiring managers to understand business needs, define role requirements, and develop accurate, compelling position descriptions
• Support new hire onboarding to help ensure a seamless, engaging, and positive candidate-to-employee experience
• Provide guidance on recruitment best practices, including market insights, compensation benchmarking, candidate assessment, and selection strategy
• Build trusted relationships with internal stakeholders and serve as a strategic advisor on talent-related matters
• Develop and maintain proactive talent pipelines for critical roles to support current and future business needs
• Ensure candidates complete all pre-hire requirements, including background checks, assessments, and other role-specific steps
• Maintain compliance with applicable federal, state, and local employment laws and company recruitment policies
• Research recruiting trends, market conditions, and HR topics to support continuous improvement and informed decision-making

Senior Talent Acquisition Specialist

• Own full-cycle recruiting across assigned business functions from role definition through offer acceptance
• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent
• Develop proactive talent pipelines aligned to current and anticipated hiring needs
• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer
• Manage multiple concurrent searches while balancing competing priorities and evolving business needs
• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience
• Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process
• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines
• Advise hiring managers on market conditions, compensation positioning, and candidate availability
• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes
• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution
• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities
• Identify opportunities to improve recruiting processes, interview quality, and operational efficiency
• Independently design, implement, and operationalize recruiting process improvements from concept through execution
• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions
• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making
• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows
• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire
• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments
• Create a thoughtful, responsive, and transparent experience for every candidate
• Represent Boulder Care's mission and values throughout the hiring process
• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

Senior Talent Acquisition Partner

Recruiting Screener

• Develop and execute Neostella’s global talent acquisition strategy.
• Partner with executive leadership and department leaders to forecast hiring needs and workforce plans.
• Align recruiting efforts with business goals, growth initiatives, and organizational priorities.
• Build scalable recruiting processes that support continued global expansion.
• Lead, coach, and develop a global recruiting team across multiple countries.
• Establish recruiting standards, best practices, and performance expectations.
• Conduct regular pipeline reviews, hiring strategy discussions, and recruiter development sessions.
• Foster a culture of accountability, collaboration, and continuous improvement.
• Build proactive sourcing strategies and talent communities across key functional areas.
• Establish sourcing excellence as a core competency within the recruiting function.
• Drive employee referral initiatives and passive candidate engagement strategies.
• Reduce reliance on inbound applicants through strategic talent mapping and pipeline development.
• Serve as a trusted advisor to leaders throughout the hiring process.
• Consult on organizational design, role scoping, interviewing strategies, and market intelligence.
• Partner with hiring managers to ensure a consistent and high-quality candidate experience.
• Help leaders make informed, data-driven hiring decisions.
• Own recruiting metrics, reporting, and performance insights.
• Monitor time-to-fill, source effectiveness, offer acceptance rates, pipeline health, and recruiter productivity.
• Identify trends and opportunities to improve recruiting outcomes and operational efficiency.
• Continuously evaluate and enhance recruiting tools, systems, and workflows.
• Strengthen Neostella’s employer brand across all regions.
• Partner with Marketing and People teams to showcase our culture, values, and career opportunities.
• Develop strategies to increase visibility in target talent markets.
• Represent Neostella at networking events, career fairs, and industry communities when appropriate.

Talent Acquisition Manager

• Administers recruitment and selection activities for assigned programs and positions
• Prepares and posts job announcements and job board postings
• Prepares and administers job-related selection procedures
• Responds to applicant and candidate questions and concerns using applicant tracking system, ADP
• Conduct telephone pre-screenings and interviews
• Helps develop questions to be used for all interview sessions
• Invites applicants and panel members to participate in interviews
• Coordinates or sets up virtual interview meetings
• Counsels current employees and applicants regarding employment opportunities and selection process
• Follows up with candidates and hiring managers to obtain feedback regarding recruiting process
• Ensures candidate activity and status is updated in the applicant tracking system
• Monitors, reviews, and screen applications, resumes and supporting documents received from applicants
• Completes all pre-employment items including but not limited to, background check, reference checks, verification of I9 documentation, payroll paperwork, etc.
• Works with IT on technology access which will encompass both request forms and our ATS system
• Initiates thank you correspondences for applicants not selected for interviews
• Dispositions remaining candidates within the applicant tracking system for every job posting
• Process day to day employee status changes
• Assist HR team with miscellaneous administrative tasks, to include management of personnel files
• Possible occasional travel to team office in Pennsylvania and or San Diego

Recruitment Specialist

• Provides strategic leadership for HCSC's early careers ecosystem
• Oversees the execution and continuous improvement of internship, new graduate and emerging talent programs
• Leads a team responsible for delivering enterprise-wide early careers initiatives
• Collaborates with business leaders and HR partners to build sustainable talent pipelines aligned with organizational workforce needs
• Serves as a key ambassador for HCSC's employer brand
• Drives innovative talent attraction and development strategies that position HCSC as an employer of choice for emerging talent

Manager, Talent Acquisition – Early Careers

• Own the full-cycle recruiting process for primary positions, including Customer Service Representatives, Office Managers, Service Technicians, Route Drivers, and Sales Representatives
• Partner with hiring managers to understand hiring needs, timelines, qualifications, scheduling requirements, and compensation expectations
• Review and maintain job descriptions prior to posting opportunities
• Post and manage job openings across BambooHR, CareerPlug, Indeed, and other recruiting platforms
• Source qualified candidates through multiple recruiting channels
• Review applications and identify qualified candidates for further consideration
• Conduct phone and virtual interviews to evaluate experience, communication skills, cultural fit, and overall qualifications
• Provide candidates with an honest overview of the role, expectations, and company culture
• Present qualified candidates to hiring managers with interview summaries, recommendations, and suggested next steps
• Coordinate interviews and ensure timely communication throughout the hiring process
• Maintain consistent communication with candidates and hiring managers from initial application through start date
• Help reduce candidate drop-off by providing an exceptional candidate experience throughout the recruiting process
• Maintain accurate candidate records, interview notes, ratings, and statuses within BambooHR and CareerPlug
• Support the continued implementation and optimization of CareerPlug while maintaining accurate data between recruiting platforms
• Build and maintain recruiting workflows that improve consistency and efficiency
• Develop and maintain proactive talent pipelines for recurring positions, including Service Technicians, Route Drivers, Customer Service Representatives, Office Managers, and Sales Representatives
• Build relationships with high-quality candidates for future opportunities
• Develop creative sourcing strategies for hard-to-fill positions and competitive labor markets
• Track recruiting metrics

Recruiter

• Lead high-impact searches for senior and executive-level talent aligned to the firm’s most critical growth priorities
• Partner with functional, regional, and line-of-business leaders to understand business needs, shape search strategies, and prioritize urgent hiring demands
• Serve as a trusted talent advisor by providing market insights, competitive intelligence, candidate calibration, and recommendations that support informed hiring decisions
• Build strong, trusted relationships with senior candidates, cultivate long-term candidate networks, and represent the firm’s brand, culture, and growth story in the external market
• Proactively build and maintain talent pipelines for critical growth areas, ensuring qualified candidates can be quickly surfaced to business leaders as urgent or future hiring needs emerge
• Develop targeted sourcing strategies for specialized and emerging skill sets, including technology, artificial intelligence risk, cyber, digital trust, risk analytics, and related growth areas
• Maintain a disciplined focus on requisition prioritization, candidate pipeline health, stakeholder communication, and timely search progress
• Partner with sourcing teams and talent acquisition leadership to ensure the right level of pipeline support for urgent and complex hiring needs
• Provide regular updates to key leadership stakeholders on search status, market trends, risks, and recommended actions
• Use recruiting technology, data, and market intelligence to improve search quality, speed, and stakeholder visibility
• Guide, coach, or influence talent acquisition team members as needed to improve search execution, business alignment, and candidate engagement
• Escalate risks, barriers, or resource needs quickly to Talent leadership to maintain momentum on critical searches
• Consistently operate as a top individual contributor while supporting broader talent acquisition priorities and continuous improvement

Talent Acquisition Manager – Executive Search

• Executes full cycle recruitment processes
• Leverage knowledge of role design
• Improve the effectiveness of sourcing strategies
• Efficiently screen and assess candidates
• Drive client satisfaction and loyalty
• Positioned as an expert in the world of work

Corporate Recruiter – RPO Consultant

• Execute full cycle recruitment processes while providing an exceptional experience and service to our candidates and clients.
• Leverage knowledge of role design and the required competencies, skills and knowledge required for success to more effectively market, screen and present candidates to opportunities.
• Improve the effectiveness of sourcing strategies and build a growing and diverse candidate pipeline through creative research, digital outreach, and attraction campaigns.
• Efficiently and accurately screen and assess candidates in order to advocate on their behalf for career opportunities.
• Drive client satisfaction and loyalty by delivering on commitments and providing an exceptional hiring experience.

• Executes full cycle recruitment processes while providing an exceptional experience and service to our candidates and clients.
• Leverage knowledge of role design and the required competencies, skills and knowledge required for success to more effectively market, screen and present candidates.
• Improve the effectiveness of sourcing strategies and build a growing and diverse candidate pipeline through creative research, digital outreach, and attraction campaigns.
• Efficiently and accurately screen and assess candidates in order to advocate on their behalf for career opportunities.
• Drive client satisfaction and loyalty by delivering on commitments and providing an exceptional hiring experience.

• Conduct recruiting practices in compliance with government regulations, organizational policies, and procedures.
• Attract and source candidates by using platforms and social media.
• Prepare and post jobs to appropriate job boards, universities, and tech schools.
• Access potential applicants with relevant knowledge, skills, soft skills, experience, and aptitudes.
• Participate with Branch Management, Human Resources, and Recruiters in developing recruiting strategies for Sales or any position within a branch while supporting the employment brand.
• Create and maintain recruiting channels through internet and social media.
• Develop talent pipeline strategy through sales schools, military bases, universities and various career events.
• Act as point of contact and build relationships to promote the Company as the preferred employer of choice.
• Maintain awareness of other open positions in the company and source qualified candidates.
• Perform other duties as assigned.

Sales Recruiter

• Source, recruit, and screen qualified company drivers and owner-operators
• Partner with advertising agencies to develop and place job postings across targeted platforms
• Maintain a database of leads and prior applicants for future recruitment campaigns
• Ensure driver applications meet DOT regulations, including a complete 10-year employment history with verified contact information
• Review applications for completeness and notify processing teams when ready for onboarding
• Coordinate new hire paperwork, offer letters, and communicate clinic and training requirements
• Organize and manage orientation schedules, ensuring timely completion of all onboarding steps
• Submit cleared drivers for hire and provide HR with accurate new hire details
• Maintain timely communication with applicants throughout the hiring process
• Conduct follow-up calls with new hires at 7 days, 30 days , 90 days , and 1-year milestones; acknowledge birthdays and anniversaries
• Recognize active drivers for career milestones, including million-mile achievements, clean roadside inspections, and work anniversaries
• Hold monthly meetings with terminal managers to review routes, turnover trends, retention strategies, and survey feedback
• Track and document referral and hiring bonuses; initiate survey follow-ups and action plans as needed
• Network with industry peers and professional organizations to stay informed on market trends and compensation benchmarks

Driver Recruiter

• Manage full life ‑ cycle recruiting for experienced hires
• Partner with hiring managers to understand talent needs
• Source and identify qualified active and passive candidates
• Screen and assess candidates and present recommendations to hiring managers
• Coordinate and participate in interviews and debrief sessions
• Maintain consistent communication with candidates throughout the hiring process
• Keep applicant tracking system updated and ensure job postings are accurate
• Lead the offer process, including preparing and extending offers
• Build strong relationships with internal clients and stakeholders
• Develop and maintain relationships with candidates
• Collaborate with operations teams to ensure smooth candidate communication and documentation

Senior Recruiter, Temporary Consulting

• Supports Cutsforth’s hiring efforts by sourcing, screening, and coordinating candidates across open roles
• Partners with hiring managers and the HR Team to keep the recruiting pipeline moving and to deliver a positive candidate experience from first contact through offer
• Source candidates through job boards, LinkedIn, referrals, and other channels
• Review applications and resumes to screen candidates against role requirements
• Conduct initial phone screens and document candidate qualifications
• Schedule and coordinate interviews between candidates and hiring managers
• Maintain accurate candidate and requisition data in the applicant tracking system
• Draft and post job openings to the careers page and external job board
• Communicate with candidates throughout the process and respond to inquiries promptly
• Coordinate reference checks and pre-employment requirements
• Support offer preparation and new-hire handoff to onboarding
• Track recruiting metrics and provide status updates to the CSOO and hiring managers

Recruitment jobs in Illinois

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Director of Talent Acquisition

Talent Acquisition Specialist

Recruiting Screener – 90 Day Contract

Talent Acquisition Partner III

Talent Acquisition Specialist

Senior Talent Acquisition Specialist

Senior Talent Acquisition Partner

Recruiting Screener

Talent Acquisition Manager

Recruitment Specialist

Manager, Talent Acquisition – Early Careers

Recruiter

Talent Acquisition Manager – Executive Search

Corporate Recruiter – RPO Consultant

Corporate Recruiter – RPO Consultant

Corporate Recruiter – RPO Consultant

Sales Recruiter

Driver Recruiter

Senior Recruiter, Temporary Consulting

Recruiter