Recruitment

• 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

• Interview respondents over the telephone using a scripted questionnaire
• Accurately record their responses in an Excel database
• Invite those who qualify to participate in focus groups or other market research forum types

Market Research Recruiter, Spanish Bilingual

• 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

• Interviewing respondents over the telephone using a scripted questionnaire
• Accurately recording their responses in an Excel database
• Inviting those who qualify to participate in focus groups or other market research forum types

Market Research Recruiter

• 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

• Consult with Hiring Managers and HR Business Partners to understand job requirements and develop strategic sourcing strategies.
• Conduct active searches of candidates for the designated jobs, while reviewing incoming applicants.
• Build networks and community relationships to attract passive applicants.
• Deliver a high-touch candidate and stakeholder experience.
• Ensure excellent communication with candidates & hiring managers throughout the process.
• Oversee candidate process flow, ensuring timely scheduling and feedback.
• Maintain recruiting Key Performance Indicators/Service Level Agreements and be proactive in achieving the expectations of customers/employees.
• Ensure that work performed is in accordance with procedures of the parent company, PerkinElmer, corporate HR, and delivered within a specified timeframe.
• Ensure compliance with federal, state, and local regulations concerning employment and the interviewing process, including pre and post hire employment documentation.
• Perform other HR or recruiting tasks as required by Leadership.

• Utilize various sourcing strategies, including networking, Linkedin recruiter outreach, job boards, and social media, to identify and engage top engineering candidates.
• Conduct thorough screening and evaluation of candidates to ensure they meet technical and cultural fit requirements. Assess candidates on their relevant technical experience, problem-solving skills, and ability to align with BuildOps' core values.
• Partner with key stakeholders to understand hiring needs and contribute to the design of role-specific job descriptions, interview processes, and candidate evaluations.
• Build and maintain a robust talent pipeline, fostering relationships with candidates and providing an exceptional candidate experience.
• Regularly report on recruitment metrics such as time-to-hire, candidate conversion rates, and offer acceptance rates. Use data to refine recruitment strategies and ensure a consistent pipeline of top talent.
• Partner with Recruitment Managers and HR to extend offers, negotiate terms, and ensure a smooth onboarding process for new hires.

Senior Recruiter, GTM – 6 month contract

• Efficiently manage high-volume candidate pipelines and the full recruitment life cycle to consistently meet internal customer capacity needs within a Key Performance Indicator-driven environment.
• Collaborate with internal hiring managers and external candidates across multiple geographic regions to build consultative partnerships and deliver timely hiring results.
• Ensure compliance with organizational standards by maintaining consistent applicant engagement and nurturing candidates through complex processes.

Recruitment jobs in Kentucky

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Senior Talent Acquisition Partner

Market Research Recruiter, Spanish Bilingual

Driver Recruiter

Market Research Recruiter

Seasonal Recruitment Coordinator

Senior Talent Acquisition Partner

Senior Recruiter, GTM – 6 month contract

Talent Acquisition Partner – Frontline, High Volume