Recruitment

• Identifies staffing needs and confers with appropriate managers throughout the day
• Responsible for the accurate entry in the automated scheduling system
• Compiles daily staffing information and discusses with the appropriate manager or director
• Participates in daily Patient Flow bed meeting “huddles”
• Makes calls to fill staffing needs
• Validates constant observation needs and communicates with charge nurses any changes in staffing needs
• Identifies overtime staffing and participates in reduction of expenses
• In conjunction with the Managers, identifies and maintains staffing allocations and staffing needs to meet patient volume and acuity and to meet budgetary goals
• Coordinates payroll data entry, completion of automated time card and People Soft sheets
• Functions as a “superuser” with automated scheduling system
• Compiles productivity reports, attendance calendars, and overtime reports
• Distributes reports to Finance Dept. and the Chief Nursing Officer (CNO)
• Provides training with automated scheduling system for new nurse managers, nursing supervisors and administrative assistants
• Validates accuracy of schedules and provides daily staffing reports to the off-shift nursing supervisors

Staffing Coordinator

• Coordinate and schedule interviews across multiple time zones, ensuring a smooth experience for candidates and interview teams
• Manage interview logistics including calendar coordination, virtual meeting setup, onsite scheduling, and interview confirmations
• Serve as a primary point of contact for candidates throughout the interview process, providing timely communication and a high-touch experience
• Partner closely with recruiters and hiring managers to support full-cycle recruiting activities and maintain hiring momentum
• Maintain accurate and up-to-date candidate records within the applicant tracking system (ATS)
• Prepare interview materials, agendas, and interviewer guidance as needed
• Support offer-stage coordination, including scheduling offer discussions and assisting with pre-employment steps
• Track interview activity, scheduling metrics, and recruiting workflow status to ensure process efficiency
• Identify opportunities to improve coordination processes and candidate experience during the contract period
• Provide general administrative and operational support to the recruiting team as hiring needs evolve

Contract Recruiting Coordinator

• 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

• Partner closely with commercial leaders across the organisation to own commercial and go-to-market hiring
• Supporting headcount in 25+ countries
• Execute sourcing strategies for hard-to-find commercial talent, and proactively build talent pipelines for key organisational roles
• Use market insights to influence data-driven hiring outcomes
• Drive positive impact, including direct sourcing channels, improving candidate engagement and decreasing time to hire
• Support the continuous improvement and sophistication of TA agenda including AI Adoption, Candidate Experience, ED&I, EVP & Employer Brand

Talent Acquisition Partner

• Manages the entire recruitment lifecycle; including sourcing, screening, interviewing and closing top talent
• Establishes a creative sourcing & recruitment strategy to proactively find and screen quality candidates
• Partners with the business to implement our diversity and inclusion initiatives to support the company’s growth, and increase diversity at all levels
• Manages the candidate experience, soliciting feedback, communicating status to candidates and hiring managers
• Develops relationships throughout the region; meet regularly with hiring managers to understand business needs to develop and recommend effective and strategic recruiting strategies
• Builds and maintains strong relationships with HR Business Partners and hiring managers to plan and execute talent needs
• Executes a compliant recruiting process with passive candidates, while managing positions and candidates in an applicant tracking system
• Reviews and recommends process improvements to help ensure our recruitment process is efficient, effective, and proactively meeting the needs of the business
• Leverages effective sourcing strategies to attract active and passive candidates
• Stays abreast of external marketplace/industry trends and shares recommendations for consideration
• May be involved in other recruitment-based programs, including diversity initiatives, student outreach efforts, immigration, manager training opportunities, etc.

Talent Acquisition Recruiter

• Leading and developing day-to-day talent acquisition support for DoW clients throughout the U.S., with a heavy focus on Hanscom AFB
• Supporting cross-functional alignment and execution to attract cleared talent for diverse technical roles supporting US Air Force
• Coordinating interview scheduling, client meetings, and task tracking for leadership reporting
• Supporting process improvement initiatives focused on workflow efficiency and accountability
• Ensuring compliance with applicable DoW security clearance guidance
• Tracking and processing personnel actions, staffing documentation, and onboarding package

Senior Recruiter

• Support investigator site identification, recruitment, onboarding, and activation activities across multiple clinical registries to achieve study timelines and business objectives
• Execute strategic site recruitment plans utilizing internal and external data sources to identify and prioritize qualified investigator sites
• Assess investigator and site feasibility by distributing and tracking feasibility questionnaires, evaluating site capabilities, patient population, enrollment potential, and operational readiness
• Build and maintain strong relationships with Principal Investigators, site personnel, professional societies, referral networks, sponsors, and internal stakeholders to expand and strengthen the investigator network
• Manage investigator onboarding activities, ensuring completion of required documentation and site activation milestones to support enrollment readiness
• Monitor recruitment and activation KPIs, identify risks or delays, and proactively implement mitigation strategies to maintain project timelines
• Collaborate cross-functionally with Registry Operations, Registry Leadership, legal, and other internal teams to ensure seamless site activation and operational excellence

Site Recruiter

• Develop appropriate recruiting plans
• Deploy a range of innovative and effective sourcing and selection strategies
• Work in close collaboration with the business and HR Business Partners
• Screen and interview candidates
• Collaborate with HR colleagues in Compensation
• Create an exceptional experience for all candidates
• Maintain Workday, BBH’s Applicant Tracking System
• Support the execution and implementation of workforce policies
• Provide input on market trends
• Deliver appropriate reports, metrics and updates on recruitment progress

Senior Recruiter, Investor Services

• Lead end‑to‑end executive talent acquisition for senior leadership and mission‑critical roles, including intake, search strategy, assessment, and offer management.
• Partner with executive leaders and HR stakeholders to align executive hiring with business strategy and succession priorities.
• Develop and execute proactive executive sourcing strategies using market intelligence, networking, and targeted outreach.
• Serve as a trusted advisor to senior leaders on executive talent markets, candidate evaluation, and hiring decisions.
• Manage relationships with external executive search firms, ensuring quality, consistency, and cost‑effective delivery.
• Ensure a high‑touch, confidential, and inclusive candidate experience throughout the executive recruitment lifecycle.
• Support executive pipeline development and succession planning in partnership with HR and Talent Management teams.
• Drive continuous improvement in executive recruiting processes, governance, and metrics.

Senior Manager, Executive Talent Acquisition – Orthopedics

• Develop Recruitment Strategies: Design and implement innovative strategies to attract top talent for various roles within the organisation.
• Collaborate with Hiring Managers: Partner with hiring managers to understand their staffing needs and develop job descriptions and selection criteria.
• Source Candidates: Utilise various channels, including online platforms and professional networks, to identify and attract potential candidates.
• Manage the Selection Process: Oversee the entire selection process, including screening resumes, conducting interviews, and assessing candidates aligned with our company culture and values.
• Employer Branding: Lead initiatives to enhance the company's employer brand and attract high-quality candidates.
• Track Recruitment Metrics: Monitor and analyse recruitment metrics to measure the effectiveness of strategies and make data-driven decisions.
• Training and Development: Provide training and support to hiring managers on best practices in recruitment and interview techniques.
• Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.
• Utilise ATS: Maintain accurate and up-to-date information in our ATS, Workday.

• Define and reinforce a consistent recruiting process that results in a best-in-class candidate and hiring manager experience, including search strategy discussions, interview team preparation and debrief sessions, and the use of behavior-based interviewing skills and assigned competencies.
• Build critical cross-functional partnerships with compensation, human resources, finance, and other teams across Resilience.
• Develop and implement search strategies, ensuring job requirements and expectations are clearly understood and candidates are assessed against defined criteria.
• Make appropriate offer recommendations and execute an effective closing approach.
• Monitor competitive intelligence and market trends to design creative and proactive sourcing strategies.
• Act as a trusted advisor to hiring teams throughout the recruiting process, ensuring an exceptional and equitable candidate experience from first contact through offer acceptance.
• Leverage data and recruiting metrics to inform decisions and continuously improve the talent acquisition function.

Senior Recruiter – Contract

• Assist with event planning
• Assist with heavy data entry
• Process applicants/resumes
• Assist with interview scheduling
• Prepare correspondence
• Provide general administrative support
• Assist with special projects as needed

Temporary Law School Recruiting Assistant

• Serve as the primary staffing relationship manager for multiple pillars’ leadership, developing a deep understanding of each pillar's strategic priorities, project pipeline, and talent needs
• Build and maintain individual-level knowledge of your pillar's staff (strengths, development areas, career goals, and staffing history) to inform smarter matching decisions
• Facilitate professional development conversations with billable staff as needed, particularly where staffing patterns reflect growth opportunities or emerging concerns
• Review and finalize first-pass staffing recommendations prepared by the Senior Associate, applying judgment on fit, development goals, and workload balance
• When necessary, independently drive decision making on individual staffing decisions
• Partner daily with the peer Staffing Manager to coordinate cross-pillar staffing requests, sharing talent visibility and maintaining a consistent staffing process across the firm
• Contribute to joint review of the unassigned (generalist) talent pool alongside your peers, ensuring unassigned staff are deployed thoughtfully and in line with their development goals
• Participate in project lead-level staffing decisions in partnership with the Director, applying shared criteria and process consistently
• Manage utilization tracking – providing guidance on forward-looking bandwidth within assigned pillars and company
• Contribute to continuous improvement of staffing processes, tools, and documentation as the RM function scales

Staffing Manager, Resource Management

• Own the 1-to-100 build as Float's first dedicated recruiting hire
• Optimize recruitment of 1099 Registered Nurses through sourcing, referrals, outbound campaigns, partnerships, social media, and market-specific acquisition strategies
• Maintain healthy clinician supply across existing markets while supporting expansion into new geographies
• Develop targeted acquisition strategies for newly launched states and underserved regions, accounting for local market dynamics and demand signals
• Identify bottlenecks and conversion gaps across the recruiting funnel and implement process improvements to increase speed, quality, and engagement
• Partner cross-functionally to anticipate network demand, activation needs, and supply risks
• Ensure recruiting and onboarding workflows support state licensing, compliance, and partner requirements
• Evolve recruiting infrastructure, tooling, automation, and processes to support scalable growth
• Design statewide recruiting strategies in markets where demand patterns are still emerging
• Build repeatable playbooks for clinician acquisition, activation, and engagement in new markets
• Analyze labor market conditions, nurse density, competition, and geographic coverage to inform expansion strategy
• Build and monitor dashboards covering funnel conversion, pipeline health, market coverage, sourcing effectiveness, and activation performance
• Define and optimize clinician acquisition metrics, including CAC, channel efficiency, and time-to-activation
• Partner with leadership to define recruiting budgets and allocate spend based on ROI and network needs

Marketplace Recruiting Lead

• Provides administrative support to the Talent Acquisition Group including preparation of job folders, scheduling of interviews, preparation and distribution of information packets, oversight of background checks, distribution of offer letters, new employee orientation and processing of new hires.
• Oversees the internal non-exempt posting process, which entails coordinating and updating seniority lists with Labor Relations, posting positions, screening candidates, discussing candidates with managers, ensuring labor agreements and past practices are followed and finalizing start dates.
• Processes all related Talent Acquisition transactions and provides reports from the database as required including hiring and termination, new hire turnover and utilization statistics.
• Coordinates the selection and placement of candidates for the Co-Op/Intern Program working closely with both the hiring managers and participating schools.

Talent Acquisition Coordinator

• Manage the full recruiting lifecycle across 10 to 12 open requisitions simultaneously, from intake through offer, with clear communication at every stage
• Partner with hiring managers at intake to define role requirements, calibrate the ideal candidate profile, and align on sourcing strategy, interview process, and timeline
• Actively source candidates through Jobvite, LinkedIn, professional networks, employee referrals, and community channels; maintain a healthy pipeline for current and near-term openings
• Conduct structured recruiter screens and provide clear, evidence-based candidate assessments to hiring managers
• Own the candidate experience from first contact to close, communicating proactively and representing VitalSource's mission and employee value proposition with consistency
• Track and report recruiting funnel metrics in Jobvite; surface trends, conversion gaps, and time-to-fill data to the Senior Director, Talent Management
• Coach hiring managers on structured interviewing, candidate evaluation, and offer strategy; serve as a trusted advisor, not just a sourcing partner
• Support inclusive job description language, sourcing diversification, and structured evaluation practices
• Maintain accurate records in Jobvite and ADP; ensure compliance with recordkeeping requirements across all requisitions
• Own and maintain job descriptions, partnering with hiring managers to ensure accuracy and alignment before posting
• Represent VitalSource at recruiting events and on employer brand channels.

Recruiter

• Manage the full-cycle recruiting process for Interns, Analysts, and other junior-level positions, partnering with hiring managers to move candidates efficiently through the interview and selection process.
• Manage job postings across recruiting platforms and maintain the applicant tracking system (BambooHR).
• Source candidates using LinkedIn Recruiter, job boards, employee referrals, networking, and other creative sourcing techniques.
• Conduct candidate outreach, phone screens, and maintain ongoing communication to ensure an exceptional candidate experience.
• Coordinate interviews across candidates and hiring teams, managing scheduling, logistics, and interview materials.
• Prepare offer letters and coordinate pre-employment activities, including background checks and onboarding documentation.
• Support campus recruiting initiatives, internship recruiting, networking events, and employment branding efforts.
• Partner with the Senior Associate, Talent and GA Group Talent team to continuously improve the recruiting process and enhance the candidate experience.
• Coordinate onboarding activities for new hires, including new hire communications, paperwork, benefits enrollment, orientation scheduling, and cross-functional coordination with the Office Manager.
• Coordinate employee offboarding activities, including documentation, systems access, and exit logistics.
• Respond to routine employee questions regarding benefits, policies, and Talent programs, escalating more complex matters as appropriate.
• Maintain accurate employee records and HRIS data, ensuring documentation is complete and up to date.
• Support performance review administration and other recurring Talent processes.
• Assist with training coordination, employee engagement initiatives, and firm events.
• Prepare reports and support ongoing Talent projects and process improvements as needed.

Talent Acquisition Analyst

• 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

• Partner closely with internal sales and business development teams to support and fill high-priority contract and contract-to-hire openings.
• Develop and execute strategic recruiting plans to source, attract, and engage top talent
• Utilize multiple sourcing channels including LinkedIn, job boards, referrals, networking, and creative outreach strategies
• Conduct in-depth candidate interviews, skill assessments, and reference checks
• Build and maintain strong pipelines of Accounting and Finance talent for current and future needs
• Serve as a market expert by advising clients on talent trends, compensation insights, and candidate availability
• Manage the full recruitment lifecycle from sourcing through offer negotiation and onboarding
• Ensure fit between candidate profiles and client expectations through strong internal collaboration
• Build lasting relationships with candidates and clients, serving as a trusted advisor throughout the hiring process
• Stay current on industry trends, recruiting best practices, and emerging technologies
• Consistently meet or exceed performance metrics, including interviews, submissions, placements, and consultants on billing (COBs)

Recruitment jobs in Massachusetts

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Staffing Coordinator

Contract Recruiting Coordinator

Senior Talent Acquisition Partner

Talent Acquisition Partner

Talent Acquisition Recruiter

Senior Recruiter

Site Recruiter

Senior Recruiter, Investor Services

Senior Manager, Executive Talent Acquisition – Orthopedics

Senior Manager, Executive Talent Acquisition – Orthopedics

Talent Acquisition Partner

Senior Recruiter – Contract

Temporary Law School Recruiting Assistant

Staffing Manager, Resource Management

Marketplace Recruiting Lead

Talent Acquisition Coordinator

Recruiter

Talent Acquisition Analyst

Seasonal Recruitment Coordinator

Recruiting Manager