Recruitment

• Partner with hiring managers across manufacturing, operations, and engineering functions to deliver full-cycle recruiting support for salaried and exempt professional and technical roles.
• Lead end-to-end recruitment activities including intake meetings, workforce planning, sourcing strategy development, candidate screening, interviewing, offer development, and hiring.
• Develop and execute proactive sourcing strategies for manufacturing and engineering talent, including quality engineers, manufacturing engineers, electrical and mechanical engineers, supply chain professionals, program managers, and operations leadership roles.
• Utilize a variety of sourcing methods such as LinkedIn Recruiter, niche job boards, professional associations, referrals, workforce boards, internet sourcing, and agency partnerships to build robust talent pipelines.
• Serve as a trusted consultant and business partner to hiring teams by providing market insights, talent availability data, and hiring recommendations based on candidate qualifications, interview feedback, and assessment results.
• Collaborate closely with hiring teams throughout the recruitment lifecycle to ensure timely communication, aligned expectations, and a high-quality candidate experience.
• Conduct candidate application reviews and audits to ensure compliance with ATS processes, data accuracy, and hiring standards.
• Identify and implement regional and local sourcing strategies tailored to plant-based, salaried, and hard-to-fill professional and technical roles.
• Track, analyze, and report on key recruiting metrics such as time-to-fill, candidate flow, source effectiveness, and requisition aging.

Contract Talent Acquisition Partner

• Leads the strategy, execution, management, and overall performance of US Early Talent recruitment
• Manages a team of recruitment and programming specialists
• Operates as a subject matter expert in the space of Early & Emerging Talent
• Ensures an integrated approach with other business areas
• Provides people management leadership by hiring the best talent
• Manages business relationships at the executive/senior executive levels

Manager – US Early Talent, Talent Acquisition

• 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

• Own and deliver end-to-end recruitment for all US-based hiring needs
• Partner with leaders to understand hiring needs and align talent acquisition activities
• Proactively source and build talent pipelines using LinkedIn Recruiter and other channels
• Act as a trusted advisor to hiring managers, guiding decision-making
• Champion diversity and inclusion, supporting a diverse talent pool
• Ensure a high-quality candidate experience from first contact to offer
• Drive improvements in recruitment processes and contribute to employer branding initiatives
• Contribute to the development of global talent acquisition practices

Talent Acquisition Partner

• Identify and develop key regional markets to increase submitted applications and improve enrollment rates.
• Oversee and update the school’s customer relationship management system, ensuring accurate data entry and reporting while following up on sales-qualified leads to enhance conversion rates.
• Actively promote the university to potential students, significantly increasing the number of applicants for the Bachelor of Science in International Hospitality Management program at the Lausanne and Singapore campuses.
• Provide accurate and enthusiastic responses to inquiries about the university’s academic programs and admissions criteria, both in-person and through online/digital recruitment channels.
• Organize and manage both online and in-person recruitment events, ensuring they align with the strategic goals of the institution.
• Lead and manage a team of recruitment advisors and/or interns as assigned by Recruitment Director, providing guidance, support, and performance evaluations to ensure effective execution of recruitment strategies.
• Train team members to enhance their skills in recruitment practices, sales techniques, and customer service.
• Conduct interviews and evaluate candidate assessments to ensure a high standard of applicant selection.
• Engage with professional and governmental organizations to promote the university’s offerings and explore potential partnerships.
• Develop relationships with local Alumni chapters and collaborate to organize yield events in your assigned regions.
• Participate in regional and national conferences to stay updated on admissions criteria, trends, and best practices, advising the Admissions Manager and Director accordingly.
• Manage and adhere to the recruitment budget allocated for your regions, ensuring optimal resource allocation.
• Prepare regular reports on recruitment activities, outcomes, and market trends to inform strategic planning and decision-making.

Regional Recruitment Manager

• The Recruiter is responsible for full life-cycle sourcing, recruiting, and placement of qualified drivers to fill open orders for TransForce customers.
• Ensure sustained growth of Driver Count.
• Provide best-in-class safety and compliance.
• Develop strategy for onboarding and retaining drivers.
• Foster an environment of being the employer of choice for the highest quality drivers in the industry.
• Support a learning culture that experiments using the objectives and key results (OKR) process to implement best practices from branch to branch and region-wide.
• Work collaboratively with varying levels of TransForce team members and customer resources.
• Generate reports and maintain recruiting and candidate data in all company systems.
• Interview drivers on Employment Solutions and explain benefits.

CDL Driver Recruiter

• Review staffing needs and make recommendations
• Coordinate recruiting efforts in the assigned area
• Establish relationships with local colleges for talent sourcing
• Monitor staffing and labor budgets
• Train team members on performance expectations

Performance Manager – Recruiting & Training

• Drive talent acquisition strategy and end-to-end delivery for TD’s Sales & Operations functions
• Act as a strategic partner to senior business leaders
• Lead a team of recruiters and sourcing specialists
• Translate business hiring needs into proactive talent strategies
• Leverage data and analytics to identify trends and opportunities
• Collaborate with Employer Brand team to enhance talent attraction

Senior Manager, Talent Acquisition – Sales & Operations

• Partnering with Hiring Managers to define and refine role profiles, including required competencies, experience, and success criteria
• Providing consultative guidance on labor market trends, talent availability, and competitive positioning
• Identifying and implementing the most effective sourcing strategies and recruitment channels (e.g., direct sourcing, job boards, social media, networking, referrals)
• Proactively sourcing and engaging qualified candidates using a variety of tools and platforms
• Managing the full candidate lifecycle within SAP Success Factors recruiting module, from initial contact through interview coordination through offer stage with the support of our recruiting coordinator
• Acting as the primary point of contact for candidates, ensuring a positive and professional candidate experience
• Collaborating closely with HR Business Partners and other HR colleagues to align recruitment strategies with business needs
• Designing and recommending appropriate selection methodologies (e.g., structured interviews, assessments, case studies)
• Advising Hiring Managers on best practices in interviewing and candidate evaluation
• Tracking and reporting on recruiting metrics, pipeline health, and hiring progress
• Ensuring consistency in the onboarding experience across all departments and partnering with Learning & Development on the usage of the digital onboarding tool (Enboarder) by making adjustments when needed
• Ensuring compliance with applicable employment laws and internal policies

Talent Acquisition Advisor

• Identify staffing needs and make recommendations
• Coordinate recruiting blitz
• Establish relationships with local colleges
• Assist in interview processes
• Monitor budgets and staffing metrics
• Create and execute training plans

Performance Manager – Recruiting, Training

• Leads and executes the entire hiring cycle, including sourcing, interviewing, making offers, etc.
• Records, interprets and distributes standard recruiting data sets in all phases of the recruiting process.
• Identifies trends in the data, infers insights to relevant business partners and incorporates workforce data into recruiting strategies.
• Serves as talent acquisition subject matter expert in a larger human resources and business eco system.
• Manages the relationships, contracts and utilization of recruiting agency partners.
• Consults with business partners and candidates on the hiring process.
• Consults hiring managers and business executives on complex talent needs, gaps, and skills.
• Manages stakeholder relationships and partners on key decisions.
• Demonstrates technical savvy interacting with varying combinations of Talent Acquisition tools.

Executive Recruiter

• Drive High-Volume Hiring Execution
• Recruit for frontline roles
• Manage multiple open roles at the same time
• Meet hiring goals and fill roles quickly
• Keep candidate pipelines engaged and organized
• Source candidates through job boards, referrals, and outreach
• Maintain pipelines for recurring roles
• Reduce time-to-fill through proactive sourcing
• Partner with Hiring Managers to understand staffing needs
• Align on priorities and hiring strategies
• Share market insights
• Communicate progress and risks
• Ensure timely communication and follow up/through
• Schedule interviews and move hiring decisions forward
• Support pre-employment processes
• Track recruiting activity and metrics
• Identify hiring challenges and provide solutions
• Provide insights to help improve hiring processes
• Participate in hiring events
• Build community partnerships
• Promote and support employer brand

Recruiter I

• Act as the primary liaison between Talent Acquisition, Developers, and vendors to translate recruiting needs into Workday solutions
• Analyze, configure, and maintain Workday Recruiting (ATS) functional configuration to support complex and evolving processes
• Serve as Product Expert or functional partner, collaborating with Product Owner and Scrum Master in managing priorities, enhancements, and system roadmap
• Participate in Workday release activities, including feature evaluation, adoption, and implementation
• Support integrations between Workday and recruiting technologies, ensuring reliable data exchange and minimal disruption to operations
• Partner with developer to maintain integrations across platforms such as Paradox (career site and scheduling), HiredScore, HireRight, Broadbean, AON, DocuSign, tax credit vendors, and MS365 (Outlook/Teams)
• Partner with developers and vendors to troubleshoot issues, perform root cause analysis, and drive timely resolution
• Balance production support with delivery of new features and enhancements across Workday and integrated technologies
• Participate in the implementation of new solutions (e.g., AppCast), ensuring seamless data flow for requisitions, candidates, and applications
• Provide expert support to recruiters and advise Talent Acquisition on system capabilities and process improvements

Senior Workday HR Technology Analyst – Recruiting

• Define and execute a comprehensive, scalable global talent acquisition strategy
• Develop, maintain, and govern a comprehensive Talent Acquisition framework and policies
• Lead the design and rollout of next‑generation TA programs and technologies
• Collaborate closely with COEs, HRBPs, and senior business leaders
• Act as a trusted advisor to executive stakeholders
• Drive adoption across a complex matrix and develop TA talent
• Build a high‑performance, inclusive culture of accountability, innovation, and improvement
• Design and implement differentiated recruiting strategies
• Ensure a world‑class candidate experience
• Oversee the design and implementation of scalable recruitment processes
• Build Talent Acquisition analytics and insight capabilities
• Leverage advanced recruitment technologies and optimize outcomes

Global Head – Talent Acquisition, Orthopedics

• Provide enterprise-level leadership for talent acquisition strategy at DePuy Synthes
• Define and execute a comprehensive, scalable global talent acquisition strategy
• Develop, maintain, and govern a comprehensive Talent Acquisition framework and policies
• Lead the design, piloting, and scaled rollout of next-generation TA programs
• Collaborate closely with COEs, HRBPs, and senior business leaders
• Act as a trusted advisor to executive stakeholders
• Drive adoption across a complex matrix by influencing without formal authority
• Be accountable for TA talent development by defining recruiter competencies
• Build a high-performance, inclusive culture
• Champion inclusive hiring practices
• Oversee the design and implementation of scalable recruitment processes
• Ensure data integrity, governance, and compliance across TA systems

Global Head – Talent Acquisition

• 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

• Manage full-cycle recruiting across a variety of functions and levels including executive level roles and Go-to-Market roles, partnering closely with hiring leaders to understand business priorities and hiring needs
• Develop and execute creative sourcing strategies to identify, attract, and engage both active and passive talent
• Leverage modern recruiting technologies, AI-enabled tools, talent intelligence platforms, and data insights to improve recruiting effectiveness and efficiency
• Act as a trusted advisor to hiring managers by providing market insights, talent trends, competitive intelligence, and guidance throughout the hiring process
• Build strong candidate pipelines and long-term talent communities through proactive networking and relationship management
• Deliver an exceptional candidate experience through thoughtful communication, process management, and consultative engagement
• Continuously evaluate and improve recruiting workflows, sourcing techniques, and candidate engagement strategies
• Partner cross-functionally with HR, compensation, DEI, and business leaders to drive effective and inclusive hiring practices
• Track recruiting metrics and use data to identify opportunities, optimize processes, and influence hiring decisions
• Stay current on recruiting best practices, labor market trends, sourcing innovations, and advancements in AI and recruiting technology

Senior Talent Acquisition Partner

• 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

• 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

• Responsible for on-time delivery of talent to the business by effective utilization of sourcing strategies.
• Build trusted partnerships with business and HR stakeholders; understand the hiring needs, capabilities and knowledge requirements & gaps of the businesses you support.
• Lead the delivery of a seamless recruitment process to the organization; effectively contributing to process improvement measures.
• Drive proactive talent pipelining, including creating multi channel sourcing strategies that target passive candidates across warehouse, logistics, and leadership roles.
• Conduct market mapping and competitor intelligence audits to identify emerging talent pools and outreach strategies, ensuring a steady pipeline even in challenging or low supply markets.
• Develop and nurture potential candidate leads through relevant hiring communities and events.
• Deliver superior hiring manager and candidate experiences.
• Generate brand awareness for Maersk as an Employer of Choice by driving and supporting the talent attraction strategy.
• Advocate and champion diversity hiring initiatives to enable Maersk to achieve its diversity ambition.
• Act as subject matter expert to the business on talent demographics, market, and competitor intelligence.
• Develop and maintain network of contacts to help identify and source qualified warehouse candidates.
• Initiate contact with potentially qualified candidates for specific job openings via resume applications and cold calling via proactive headhunting efforts.
• Work onsite at warehouse locations to facilitate candidate applications.
• Conduct interviews to determine qualifications and decide on applicability to roles within the company.
• Develop and maintain contacts with schools, alumni groups, and other public organizations to find and attract applicants; attend job fairs and events as company representative.
• Coordinate interviews between hiring managers and candidates.
• Facilitate candidate offers.
• Handle administrative tasks required as part of the hiring process.

See all jobs on JobTailor

Contract Talent Acquisition Partner

Manager – US Early Talent, Talent Acquisition

Senior Recruiter, Corporate Talent

Talent Acquisition Partner

Regional Recruitment Manager

CDL Driver Recruiter

Performance Manager – Recruiting & Training

Senior Manager, Talent Acquisition – Sales & Operations

Talent Acquisition Advisor

Performance Manager – Recruiting, Training

Executive Recruiter

Recruiter I

Senior Workday HR Technology Analyst – Recruiting

Global Head – Talent Acquisition, Orthopedics

Global Head – Talent Acquisition

Talent Acquisition Manager – Technical Functions

Senior Talent Acquisition Partner

Recruiting Operations Manager

MD, Recruitment – Campaign Lead

Talent Acquisition Partner