Recruitment

• Participate in all aspects of the College’s off-campus recruitment program.
• Manage an extensive travel schedule for an assigned geographic territory.
• Schedule and attend high school and career & technical education center visits and classroom presentations, college fairs, transfer fairs, and other recruitment-based events.
• Develop data-driven strategies for recruitment in assigned territory.
• Evaluate the effectiveness of the various approaches taken and make recommendations for adjustments where appropriate.
• Coordinate specialized programming for the assigned territory.
• Explore and recommend new initiatives to cultivate relationships with secondary school counselors, community-based organizations, and other individuals with influence in the college search process.
• Design and deliver presentations to groups of prospective students and their supporters off campus.
• Monitor, understand, and analyze data and reports to track progress towards meeting enrollment goals.
• Develop, manage, and recommend to the Director a budget for recruitment activities.
• Provide complete support and follow-up to prospective students and their supporters via multiple modes of communication.
• Develop and implement effective strategies to manage and drive inquiries and applicants through the admissions funnel.

Regional Admissions Recruiter

• Lead the full recruitment lifecycle from intake and strategy alignment through sourcing, assessment, offer negotiation, and transition to onboarding.
• Develop and execute innovative sourcing strategies to identify, attract, and engage top-tier talent—including passive candidates and maintain strong talent pipelines for recurring or hard ‑ to ‑ fill Corporate roles.
• Serve as a trusted talent advisor to senior leaders across Corporate functions.
• Partner closely with key partners including Business Leaders, HR, Finance, Compliance, and TA Operations.
• Deliver a best‑in‑class candidate experience through proactive communication, timely updates, and thoughtful engagement at every stage.
• Drive operational excellence by ensuring process accuracy, compliance, and effective use of ATS/CRM tools, leveraging data and dashboards to prioritize work and communicate progress.
• Track and report recruiting metrics to highlight progress, identify bottlenecks, and uncover opportunities for continuous improvement.
• Manage all recruitment activities, including requisition creation and posting, sourcing, screening, interview facilitation, pre-employment checks, offer development, and coordination with HR, Finance, and other partners.
• Lead the development and refinement of job requisitions and descriptions, ensuring clarity of requirements and alignment with business needs before posting.
• Collaborate with hiring leaders to understand team culture, business goals, and role specifications, providing expert insight on market trends, candidate profiles, and selection strategies.
• Contribute to Talent Acquisition initiatives, including process improvements, technology enhancements, and employer brand efforts.
• Oversee candidate evaluation processes, reviewing resumes and credentials, conducting pre-screens, coordinating interviews and assessments, and providing timely feedback and follow‑up.
• Coordinate background checks and verification processes in partnership with internal stakeholders and external vendors.
• Provide data-informed hiring recommendations based on qualifications, interviews, references, and overall candidate alignment; facilitate debrief sessions and guide teams toward cohesive, equitable hiring decisions.

Senior Recruiter, Corporate Talent

• 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

• 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

• Perform full life cycle recruitment from requisition through offer acceptance, ensuring an outstanding candidate experience throughout.
• Proactively source candidates using job boards, social media, referral networks, and recruitment events.
• Evaluate resumes, conduct initial phone/video screens, and coordinate interviews with hiring managers and teams.
• Build and maintain active pipelines for qualified candidates for current and future hiring needs.
• Create compelling job postings and promote Cloudforce’s opportunities across multiple platforms (LinkedIn, Indeed, Handshake, etc.).
• Maintain strong relationships with hiring managers to understand talent needs and provide guidance on hiring best practices.
• Support and facilitate offer discussions, ensuring competitive compensation packages.
• Maintain accurate recruiting records, status reports, and documentation of recruitment activities.
• Coordinate employment verification for candidates, as needed.
• Represent Cloudforce at career fairs and recruitment-focused events; network with local education institutions to attract junior talent.
• Maintain and report on open requisition statuses.
• Assist in the coordination of internship programs, including intern recruitment.
• Periodically review recruitment practices for efficiency and scalability.
• Assist with other human resources related tasks and employee engagement events.

Talent Acquisition Specialist

• Create talent acquisition plans and strategies
• Develop and execute innovative recruiting strategies
• Lead client update meetings with executives
• Evaluate trends in workforce populations and develop strategic workforce plans
• Drive a seamless recruiting experience
• Lead strategic recruiting strategy discussions
• Review candidate resumes and credentials
• Interview and assess candidates using behavioral techniques
• Ensure adherence to effective recruitment processes
• Create recruitment marketing and branding campaigns
• Maintain positive relationships with key clients
• Provide feedback to internal and external candidates
• Craft new hire offers and report compensation trends
• Ensure compliance with local country guidelines

Talent Acquisition Manager – Technical Functions

• 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

• Responsible for proactively attracting, sourcing and integrating top talent to the organization
• Effective onboarding and immersion of internal and external candidates
• Support for HR-related duties on a professional level
• Manage full-cycle recruiting process for external and internal candidates
• Foster internal and external candidate through interview, selection and hiring process
• Develop, implement and execute hiring strategies
• Collaborate with management to understand job qualifications and candidate fit
• Participate in job fairs and other recruiting activities
• Provide support to Human Resources department in annual initiatives
• Analyze and use HR metrics to determine appropriate actions
• Assists in the maintenance, development, and administration of policies and procedures

HR Recruiter – Generalist

• Teach For America seeks a Managing Director of Recruitment (MDR) – Campaign Lead to lead, coach, and develop a cohort of recruiters
• Serve as a strategic leader, team builder, and performance manager
• Responsible for translating vision into coordinated, measurable impact through others
• Coach and Develop a High-Performing Team of Recruiters
• Establish ambitious and feasible goals aligned to organizational priorities
• Monitor progress toward outcomes and adapt strategy in real time
• Navigate stakeholder relationships and ensure alignment with regional and hub needs

MD, Recruitment – Campaign Lead

• Build active pipelines across corporate, scientific, and operational roles
• Deploy a multi-channel toolkit beyond LinkedIn
• Source scientific talent through research-specific channels
• Engage passive candidates and build pipeline interest
• Conduct initial screening to assess interest and qualifications
• Track sourcing activity and channel performance
• Work closely with recruiters and hiring managers to understand role requirements
• Provide real-time market intelligence and sourcing insights
• Manage multiple simultaneous searches

Sourcing Recruiter – Temporary, 3 months

• Creatively source candidates through cold-calling, referrals, networking, email campaigns, and database searches
• Understand client needs and job requirements across varied industries
• Review resumes and screen candidates to assess fit for clients’ needs for various positions
• Manage candidate pipelines using our Applicant Tracking System (ATS)
• Coordinate interviews and prepare candidates for success
• Support onboarding and follow-up post-placement
• Contribute to job postings and other recruiting initiatives as needed

Recruiter

• Develop, refine, and maintain job descriptions, hiring documentation, and recruiting materials for EUA-related positions.
• Manage full-cycle recruitment processes, including job postings across LinkedIn, Indeed, and other agreed-upon sourcing channels, candidate sourcing, screening, interview coordination.
• Build and maintain talent pipelines through proactive recruiting outreach and sourcing strategies.
• Coordinate onboarding and offboarding activities to ensure a smooth and compliant employee experience.
• Maintain candidate tracking systems, recruiting documentation, and hiring status reports.
• Ensure compliance with labor laws, company policies, reporting requirements, and recruiting best practices.
• Support performance management and other human resources initiatives.
• Provide general project management, administrative support, and recruiting communications related to EUA hiring initiatives and organizational growth.

Human Resources Recruiter

• Responsible for high-volume recruiting for on-site plant positions and other positions related to the design, manufacturing, and technical service of critical cooling solutions.
• Work with supervisors to understand their recruitment needs
• Manage recruitment process from requisition to offer status to include advertising, sourcing, planning and attending recruiting events, networking, outreach, screening candidates, scheduling interviews, following up with hiring managers, etc.
• Process background checks
• Ensure completion of pre-hire activities including online paperwork and drug testing
• Assist with New Employee Orientation
• Maintain applicant tracking system
• Run reports related to applicant and recruiting data

• Lead full-cycle recruiting for executive, strategic, and business-critical roles, including sourcing, screening, interviewing, candidate management, and offer negotiation
• Serve as the primary executive recruiter for senior leadership and high-impact strategic hiring across Nava
• Partner with executives, Practice leaders, and hiring stakeholders to define talent needs and align hiring strategies with business priorities
• Build and maintain long-term pipelines of executive and strategic talent for future hiring needs
• Conduct talent mapping across target markets, competitors, and industries to identify top talent, emerging skill sets, and hiring trends
• Proactively identify and engage passive executive and specialized talent before requisitions open
• Support confidential executive and leadership searches with strong discretion and candidate stewardship
• Deliver market intelligence and talent insights, including compensation trends, competitor activity, talent availability, and hiring risks
• Act as a strategic advisor to hiring leaders by translating market insights into proactive hiring recommendations
• Build trust with stakeholders through strong communication, transparent partnership, and high-touch executive search support
• Maintain accurate candidate, pipeline, and market data within ATS and sourcing systems
• Continuously improve sourcing strategies, executive hiring readiness, and pipeline quality
• Ensure hiring practices align with Nava’s values and commitment to inclusive, equitable hiring

Talent Acquisition Partner – Strategic Hiring, Executive Recruiter

• Lead the operational strategy and day-to-day execution of Nava’s talent acquisition pipeline across sourcing, coordination, and recruiting support functions
• Manage and develop a team of Coordinators, and Sourcers, driving accountability, clarity, and strong performance across pipeline operations
• Oversee end-to-end pipeline health, ensuring candidate flow is efficient, consistent, and aligned to hiring priorities
• Build and protect interviewer capacity by improving interview planning, scheduling workflows, and stakeholder readiness
• Improve time-to-fill by strengthening pipeline readiness, workflow efficiency, and recruiting support operations
• Drive operational rigor across scheduling, sourcing support, candidate movement, reporting, and process execution
• Partner closely with Talent Partners, talent leaders, Staffing, and hiring leaders to align pipeline operations with hiring forecasts and business priorities
• Translate recruiting data into actionable insights and operational improvements that improve hiring outcomes
• Build scalable systems, workflows, and process standards that improve efficiency, consistency, and candidate experience
• Ensure recruiting support functions deliver a high-quality experience for candidates, interviewers, recruiters, and hiring managers
• Continuously improve talent acquisition operations through process design, systems thinking, and operational problem-solving

Talent Acquisition Pipeline Manager

• Attend job fairs, career fairs, and community recruitment events (2–3 per month) to represent Synergy Family Services
• Conduct recruitment outreach through LinkedIn, job boards, and professional networks
• Post, manage, and update job listings across recruitment platforms
• Source and engage qualified candidates to build and maintain a strong talent pipeline
• Support recruitment of OMHC clinicians, PRP staff, and DCS roles , ensuring alignment with program requirements
• Support intern engagement and retention efforts, including promoting internal employment opportunities
• Collaborate with HR and department leaders to assess staffing needs and recruitment priorities
• Assist in strengthening recruitment branding and organizational visibility
• Track recruitment activity and provide regular updates to HR leadership
• Support administrative recruitment tasks, including candidate follow-up and tracking
• Meet regularly with the HR and Training Manager to review recruitment progress and priorities
• Collaborate with the HR and Training Manager on recruitment-related projects and initiatives
• Perform other duties as assigned in support of HR and organizational needs

• 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

Recruiter – Operations

• Accountable for pipeline management for assigned requisitions, including sourcing, screening, interview coordination, and offer support, while meeting established time-to-fill and candidate experience standards.
• Manages multiple requisitions and competing priorities with attention to detail and sound judgment; maintains accurate documentation in the Applicant Tracking System (ATS) and meets service-level expectations with minimal supervision.
• Ensures required pre-employment and post-offer screenings are completed accurately, on time, and in compliance with internal policy and applicable regulations.
• Partners with hiring managers and leaders to define role requirements and selection criteria; facilitates meetings; validates job descriptions; and develops job-related screening questions and interview guides.
• Provides ongoing consultative support and proactive updates to hiring teams; attends department/branch meetings and conducts on-site visits with hiring teams as needed to align on progress, priorities, and next steps.
• Tracks, analyzes, and reports recruiting performance metrics for assigned openings in alignment with NASA FCU goals and service-level expectations, including time-to-fill, time-in-stage/pipeline health, source effectiveness, interview-to-offer and offer acceptance rates, and quality-of-hire indicators such as 90-day retention and performance at 6 months; identifies trends, recommends process improvements, and documents results.
• Represents NASA Federal in the community to build talent pipelines.

Recruiter II

• Oversee and support project staffing needs, including managing project staff plans and forecasting staffing requirements
• Fill staffing positions and maintain oversight of staffing qualifications
• Manage staff retention, on-boarding, and off-boarding processes
• Coordinate recruitment efforts across team members and collaborate with Leidos human resource management personnel
• Plan and lead major technology assignments, ensuring alignment with project goals
• Evaluate performance results and recommend changes to enhance project growth and success
• Ensure staffing activities align with evolving mission priorities, surge requirements, and programmatic goals
• Develop and maintain a Project Staffing Plan and status reports
• Schedule, coordinate, and host Task Order Kick-Off Meetings
• Prepare and provide Monthly Status Reports (MSR) detailing progress, issues, and corrective actions
• Conduct Quarterly Program Management Reviews (PMRs) and brief on technical accomplishments
• Prepare and update a Project Management Plan (PMP) with detailed SOPs, risk management, and communication strategies as related to staffing

Senior Staffing Manager

• Lead and manage a high‑volume recruiting team supporting roles across multiple US functions, ensuring delivery against hiring plans, service levels, and quality expectations
• Own execution for a defined portion of the US volume hiring portfolio, balancing near‑term delivery with continuous improvement
• Set clear expectations, priorities, and operating rhythms for recruiters, ensuring consistent execution of full‑cycle recruiting in a fast‑paced, high‑volume environment
• Ensure recruiters are effectively enabled to manage high requisition volumes through thoughtful capacity planning, workload distribution, and job type clustering
• Drive adoption of the Volume Recruiting operating model, including full‑cycle recruiting, standardized ways of working, and consistent use of recruiting tools and processes
• Translate business demand and TA strategy into clear, actionable guidance for recruiters, reducing friction and increasing speed, quality, and consistency of hiring outcomes
• Partner closely with the broader TA organization to implement transformation initiatives, new processes, and capability changes
• Serve as a primary TA point of contact for assigned US business leaders and HR partners, providing clear guidance, insights, and recruiting partnership
• Hold recruiters accountable for delivery, candidate experience, and inclusive hiring outcomes, while providing coaching and support through periods of change and ambiguity
• Lead, coach, and develop recruiters with a focus on performance, flexibility, and growth mindset, enabling them to flex across job types and shifting business needs
• Champion inclusive recruiting practices and partner with Diversity Sourcing and Inclusion & Diversity teams to drive diverse candidate slates and hiring outcomes
• Support early talent and intern conversion hiring as part of the volume recruiting portfolio, in partnership with Early Talent leadership
• Partner with HRSS, Recruitment Coordinators, and People Technology teams to ensure smooth execution of recruiting operations and candidate lifecycle activities
• Monitor recruiting metrics, capacity, and workload distribution, proactively identifying risks, dependencies, and opportunities
• Identify process inefficiencies and partner with TA leadership to test and implement improvements that enhance recruiter effectiveness and candidate experience
• Act as a role model for enterprise mindset, collaboration, and accountability while maintaining a strong focus on delivery, team engagement, and talent outcomes.

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