Recruitment

• Develops sourcing strategies for talented and diverse candidates through creative methods such as job posting, data mining of the internet, on-line databases, social media, internal databases, employee referrals, networking, cold calling, competitor research, career fairs, etc.
• Functions as a strategic business partner with hiring managers to meet and exceed expectations throughout the hiring process
• Ensure regulatory compliance as well as client specific compliance requirements
• Creates and manages candidate pipelines, builds and maintains talent network
• Assists with recruitment planning including staffing metrics, applicant tracking, and aging requisition strategies
• Determines applicant requirements by studying job description and job qualifications
• Support recommendations for best hire practices
• Attracts applicants by placing job advertisements; using newsgroups and job sites
• Determines applicant qualifications by interviewing applicants; verify references; comparing qualifications to job requirements
• Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicants to interviews; arranging community tours
• Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
• Provides reports to recruiting manager and other divisions as requested
• Travel as necessary for conference, client meetings, candidate meetings, and headquarter events

Senior Talent Acquisition Business Partner

• 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

• Participate in full-cycle recruiting activities from new hire requisition through offer acceptance phases
• Screen resumes and conduct phone interviews to assess qualifications and cultural fit
• Coordinate and facilitate interview processes, ensuring a positive candidate experience
• Maintain consistent communication with candidates throughout the process
• Lead offer development, negotiation, and closing strategies for experienced hires
• Ensure offers are competitive, equitable, and aligned with company policies
• Advise hiring managers on market trends, talent availability, and competitive compensation
• Track recruiting metrics and provide reporting as needed to stakeholders
• Maintain accurate notes and data in Workday applicant tracking system
• Identify opportunities to improve recruiting processes and candidate experience
• Create a welcoming, organized onboarding experience that helps new associates feel confident, connected, and ready to succeed
• Partner with hiring managers, supervisors, IT, and cross-functional teams to ensure new associates have the tools, access, and resources they need from day one
• Maintain custom onboarding workflows specific to Rehmann management levels, departments, and office locations
• Facilitate completion of new hire paperwork and monitor onboarding tasks to ensure legal and regulatory compliance, including the I-9 process
• Serve as a trusted point of contact for new hires, offering guidance and support as they begin to Empower Their Purpose at Rehmann
• Maintain and enhance onboarding materials (welcome packets, resources, templates) to ensure a consistent and engaging experience
• Track and report on onboarding metrics to help enhance the overall associate experience
• Audit workflows and ensure onboarding compliance is upheld

Staff Recruiter

• Develop key relationships with Medical Directors, physicians, and other stakeholders
• Source candidates using standard and creative strategies
• Screen and engage with desired candidates for review
• Coordinate clinician interviews and showcase local/community initiatives
• Manage candidate negotiations for job offers and related costs
• Recruit primary and supplemental providers for assigned market

Market Clinical Recruiter

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations.
• Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies.
• Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines.
• Keep candidates engaged throughout the process with timely updates on their progress.
• Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations.
• Mentor Recruiters and other team members.

Senior Talent Acquisition Partner – Technical Sales

• Manage full-cycle recruiting for engineering/STEM roles and sales/business roles.
• Partner with hiring managers to define role requirements.
• Post job openings and manage requisitions across various platforms.
• Source candidates through multiple channels.
• Screen resumes and conduct pre-employment phone screenings.
• Guide candidates through the interview process.
• Prepare and submit hiring approval requests.
• Extend verbal offers and prepare offer letters.
• Plan and host New Hire Orientation.
• Maintain applicant tracking system records.
• Track and report recruiting metrics.

HR Recruiter – Mid Level

• 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

• 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 .

• 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.

• Coordinates recruitment efforts for assigned hospitals and service line vacancies to attract qualified candidates to fill openings within an appropriate timeframe.
• Maintains Applicant Tracking System and postings to ensure SEO and JD attract qualified applicants
• Mines candidates through ATS and weekly reports
• Sources passive candidates through LinkedIn, Monster, Indeed and Oracle
• Monitors and updates list of vacant positions for Hiring leaders weekly
• Maintains ongoing communication with Department Managers and Directors to ensure accuracy of open positions and alignment with CL and OTRounding in facilities using Intake guides and SLA's to understand the unique culture and fit necessary to staff units
• Develops strategy to include media recommendations, niche sites and conferences to develop pipeline
• Reviews and screens applications including internal transfers for min qualifications, salary discovery and cultural fit
• Primary sources
• Calculates salary, presents and negotiates offers
• ERP Promotion on units and within the facility to engage current employees and identify passive candidates
• Provides interviewing guidance to hiring managers & teams and also guidance with ATS processes
• Serves as ambassador by attending community events, job fairs and school fairs

Recruiter – MI Market

• Be the face of our firm on campus—lead, plan, and energize recruiting events like career fairs, networking sessions, and leadership programs across Michigan and Northern Ohio
• Engage and inspire students through presentations, panels, and interactive experiences
• Champion our brand by showcasing what makes our culture, people, and opportunities stand out
• Identify top talent by reviewing resumes, conducting interviews, and guiding candidates through the hiring journey
• Partner closely with leaders across the firm to anticipate hiring needs and shape recruiting strategies
• Build meaningful relationships with professors, career services teams, and student organizations to strengthen our campus presence
• Think creatively—explore new ideas, events, and channels to attract diverse and high-potential candidates
• Leverage tools and technology to streamline the recruiting process and enhance candidate experience
• Support initiatives beyond campus recruiting, contributing to broader talent acquisition efforts

Campus Recruiter

• Execute change management activities in support of talent acquisition initiatives, including developing communication plans, engaging stakeholders, building training materials, QRGs, and tracking adoption.
• Identify opportunities for automation and process improvement, leverage technology to reduce manual work and increase productivity.
• Plan, execute, and launch process and enablement initiatives, translating strategic priorities into measurable operational outcomes.
• Design and facilitate training sessions that equip recruiting teams with the skills, tools, and knowledge needed to operate consistently and effectively.
• Bring forward data-informed recommendations and continuously identify opportunities to improve operational effectiveness across the talent acquisition function.

Talent Acquisition Lead

• Coordinate candidate scheduling, interview logistics, and hiring activities across multiple stakeholders and time zones
• Serve as a primary point of contact for candidates throughout the hiring process, ensuring timely communication and a positive candidate experience
• Support candidate sourcing, resume review, screening activities, and pipeline management as needed
• Assist with offer administration and pre-employment activities
• Maintain accurate candidate records, workflows, and job postings within the Applicant Tracking System (ATS)
• Support recruiting reporting, hiring metrics, and talent acquisition operations
• Coordinate onboarding activities for new employees and contractors from offer acceptance through their first days with the organization
• Manage onboarding communications, scheduling, and cross-functional coordination with hiring managers, IT, and internal stakeholders
• Facilitate background checks, I-9 verification, onboarding documentation, and system access requests
• Coordinate new hire orientation logistics, onboarding resources, and employee welcome activities
• Manage employee swag ordering and distribution
• Ensure new hires have the tools, resources, and support needed for a successful onboarding experience
• Support the administration and optimization of the Applicant Tracking System (ATS) and other talent-related systems and databases
• Maintain recruiting documentation, templates, communication materials, and candidate resources
• Support People & Culture communications, shared inbox management, and employee experience initiatives
• Assist with reporting, data tracking, and operational projects across Talent Acquisition and People & Culture
• Identify opportunities to improve processes, communication, and the overall candidate and employee experience
• Provide flexible support across Talent Acquisition and Employee Experience initiatives based on organizational priorities

Talent Acquisition Coordinator

• Maintain a strong work ethic with a total commitment to success each and every day.
• Retain clientele through excellent customer service.
• Source qualified candidates to interview with small business owners.
• Monthly team workshop meetings may be attended in-person in/near Dewitt, MI
• Appointment setting, cold calling, and lead generation to establish new clientele.

Talent Acquisition Specialist

• Manage up to 10 active requisitions simultaneously while maintaining quality, responsiveness, and candidate experience.
• Partner with hiring managers to fully understand technical requirements, team needs, and success factors for each role.
• Conduct comprehensive candidate screens that evaluate technical qualifications, experience, communication skills, and overall fit.
• Maintain an average of three candidate screening interviews per day.
• Build and execute sourcing strategies using LinkedIn Recruiter, Indeed, networking, referrals, talent communities, and other creative sourcing methods.
• Develop and maintain pipelines of engineering, manufacturing, technical, and professional talent.
• Present qualified candidates with detailed assessments and recommendations.
• Manage candidates throughout the hiring process, including interview preparation, offer presentation, negotiation, and onboarding coordination.
• Actively engage passive candidates and build long-term talent relationships.
• Maintain accurate recruiting activity, candidate records, and reporting within the applicant tracking system.
• Meet recruiting performance metrics related to quality, speed, hiring manager satisfaction, and successful placements.

• Develop and lead a recruitment strategy aligned with Repair’s growth priorities, workforce planning needs, and long-term priorities around culture and professional development
• Partner with senior leadership to anticipate hiring needs, build strong candidate pipelines, and contribute to leadership succession planning
• Proactively build relationships with emerging and established talent in the Jewish communal and nonprofit sectors to maintain a strong pipeline of prospective candidates across key functions
• Stay current on best practices in equitable, inclusive hiring and bring those practices into our work
• Design and manage efficient, equitable hiring processes across the organization
• Optimize technology and standardize practices to improve the candidate experience and reduce time-to-hire
• Build and maintain a candidate database that supports proactive pipeline development across functions and levels
• Strengthen Repair’s employer brand and organizational profile in the talent market by developing and executing outreach strategies that expand Repair’s visibility with mission-driven talent
• Guide department leaders on role design, compensation benchmarking, and effective interview and evaluation practices
• Build hiring managers’ capacity to run strong, equitable searches
• Cultivate a recruitment mindset across the organization, equipping staff to serve as connectors for Repair in their professional networks and to activate those networks when roles open

Senior Director, Talent Acquisition

• Partner with hiring managers to define selection criteria for open positions and select the best candidates for hire
• Collaborate with hiring managers across various departments to ensure a seamless and effective recruitment process
• Coach hiring managers on effective interviewing, candidate feedback, and selection processes
• Source talent through active and passive methods, including events, databases, referrals, and direct outreach
• Screen all candidates for culture-fit, quality, and long-term potential
• Ensure a positive candidate experience through clear and timely communication from sourcing through onboarding
• Recruit and align high potential candidates to early career pipeline programs including internships, rotational programs, and technician apprenticeships
• Build and maintain partnerships with schools and other market partners

Recruiting Partner

• Partner with hiring managers to define selection criteria for open positions and select the best candidates for hire
• Collaborate with hiring managers across various departments to ensure a seamless and effective recruitment process
• Coach hiring managers on effective interviewing, candidate feedback, and selection processes
• Provide hiring managers with detailed summaries on all screened candidates
• Source talent through active and passive methods, including events, databases, referrals, and direct outreach
• Screen all candidates for culture-fit, quality, and long-term potential
• Ensure a positive candidate experience through clear and timely communication from sourcing through onboarding
• Maintain long-term relationships with high potential hires ensuring role satisfaction
• Recruit and align high potential candidates to early career pipeline programs including internships, rotational programs, and technician apprenticeships

Recruitment jobs in Missouri

See all jobs on JobTailor

Senior Talent Acquisition Business Partner

Senior Talent Acquisition Partner

Staff Recruiter

Market Clinical Recruiter

Senior Talent Acquisition Partner – Technical Sales

HR Recruiter – Mid Level

Driver Recruiter

Driver Recruiter

Seasonal Recruitment Coordinator

Senior Talent Acquisition Partner

Recruiter – MI Market

Campus Recruiter

Talent Acquisition Lead

Talent Acquisition Coordinator

Talent Acquisition Specialist

Talent Acquisition Specialist

Talent Acquisition Specialist

Senior Director, Talent Acquisition

Recruiting Partner

Recruiting Partner