Recruitment

• Lead end-to-end recruitment efforts for executive and senior leadership positions
• Partner with senior executives and hiring leaders to define role requirements, success profiles, and desired leadership attributes
• Design and execute targeted search strategies to identify both active and passive candidates
• Assess, present, and guide highly qualified candidates through the interview and selection process
• Act as a brand ambassador, promoting Duke Health as an employer of choice
• Provide regular reporting and analytics on executive search activity
• Manage relationships with external search partners as needed
• Uphold the highest standards of confidentiality, equity, compliance, and candidate care throughout the recruitment process
• Contribute to continuous improvement of executive hiring strategies, processes, and tools
• Lead salary negotiations
• Inspire, lead, and develop team members to achieve recruitment goals

Executive Search Recruiter

• Own full-cycle recruitment for a broad range of clinical and non-clinical roles, from creative talent pipeline development and sourcing through interview coordination, offer negotiation, offer acceptance, pre-boarding and onboarding.
• Quickly build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to develop and execute effective, role-aligned recruiting strategies.
• Partner closely with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on hiring priorities, and execute search plans that support business goals.
• Develop and execute creative, investigative, and data-informed sourcing strategies using LinkedIn, job boards, referrals, networking, market outreach, and talent communities.
• Deliver a high-touch, empathy-driven candidate experience that reflects Guidehealth’s patient-centered mission and values, clinical culture, and commitment to people at every touchpoint before and after hire, including regular new-hire check-ins to support a strong onboarding transition.
• Manage pre-boarding activities for hired candidates, including background checks, credential verification, licensure review, and pre-hire documentation, while ensuring strict adherence to employment law, healthcare credentialing regulations, state licensure requirements, and internal compliance standards.
• Proactively identify, escalate, and resolve compliance gaps, hiring risks, bottlenecks, and candidate experience concerns, while maintaining meticulous documentation to support audit readiness and to reduce liability.
• Apply a healthcare-informed lens to candidate assessment, using structured interviews, behavioral-based questions, assessment tools, and sound judgment to evaluate technical capability, interpersonal warmth, ethical grounding, patient-first values, and long-term fit consistently and equitably.
• Perform AI-assisted sourcing, screening, scheduling, and leverage assessment tools with accountability for data integrity, candidate equity, process transparency, and human oversight in consequential hiring decisions.
• Utilize applicant tracking systems, assessment tools, reporting platforms, and recruiting technologies to support efficient workflows, while tracking and analyzing recruiting metrics, market insights, and hiring outcomes to drive continuous improvement.
• Educate hiring managers on staffing best practices, structured, behavioral interviewing, candidate assessment, and equitable hiring practices.
• Navigate ambiguity, rapid organizational change, and shifting priorities with resilience, professionalism, and accountability, modeling change agility and a high standard of excellence for hiring partners and team members.
• Collaborate with People Operations and business leaders to support seamless hiring and onboarding, identify internal talent for new or evolving roles, contribute to employer branding and hiring manager capability building, and support broader Talent Acquisition and People Team initiatives as needed.
• Promote Guidehealth’s mission, values, and culture to candidates and external partners, and contribute to reducing regrettable early turnover through strong assessment, onboarding alignment, and hiring quality.

Talent Acquisition Specialist, Talent Integration

• Translate the Early Careers strategy into scalable hiring approaches.
• Embed and govern enterprise standards across attraction, assessment, selection, and hiring delivery.
• Lead end-to-end delivery across Early Careers hiring.

Director, Talent Acquisition – Early Careers Lead

• 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

• Lead, coach, and develop a North America recruiting team of approximately five recruiters supporting professional and management hiring.
• Build a team culture grounded in accountability, urgency, strong sourcing discipline, candidate experience, and continuous improvement.
• Develop recruiters into trusted talent advisors who can influence hiring managers, understand talent markets, and manage searches with rigor.
• Raise the bar on recruiting execution, including intake quality, sourcing strategy, pipeline development, assessment discipline, and offer management.
• Provide hands-on coaching through active searches, candidate calibration, stakeholder management, and hiring manager engagement.
• Partner closely with the Head of Global Talent Acquisition to execute the broader talent acquisition strategy at the regional level.
• Translate business priorities into practical recruiting plans, talent pipelines, and market-facing search strategies.
• Support a major focus on up-leveling commercial talent over the first 24 months.
• Use recruiting data and operating metrics, including pipeline health, conversion, time-to-fill, quality of slate, and offer acceptance, to manage performance and drive accountability.
• Build trusted relationships with business leaders, HR partners, and hiring managers across North America.
• Manage select high-priority, confidential, senior-level, or business-critical searches, potentially including VP-level roles.
• Bring a search-oriented mindset to critical roles, including proactive sourcing, candidate development, and competitive talent intelligence.

Senior Manager, Talent Acquisition

• Lead, develop, and continue to strengthen a high-performing global talent acquisition team of approximately 20, with four direct reports: an APAC recruiting leader, an EMEA recruiting leader, and two Americas-based leaders.
• Own and advance Ralliant’s talent acquisition strategy to attract and hire the best talent, with speed and rigor, everywhere they operate, supported by scalable sourcing channels, modern and AI-enabled tooling, and a metrics-driven operating model.
• Run a disciplined account-management model in partnership with senior business leaders and the Heads of HR.
• Partner closely with the broader talent team and their external search partners on executive recruiting and personally own a select portfolio of their most senior and sensitive searches end-to-end, from research through interview debriefs and finalist recommendations.

Head of Global Talent Acquisition

• Contribute to the start-up phase of each search by participating in kick-off meetings with internal recruiters, hiring managers, and other stakeholders.
• Assisting in the development of the search strategy by gathering relevant information regarding the appropriate industries and target companies.
• Source passive candidates and occasionally review applications.
• Use data to track key metrics and influence stakeholders in decision making.
• Contribute to the preparation of job descriptions, candidate presentations, and search status updates.
• Understand competitive landscape and apply to research strategies. Keep team members apprised of relevant developments in the marketplace.
• Proactively seek team’s input and provide guidance based on market intelligence.
• Drive continuous improvement in all our processes.
• Provide research and mapping deliverables.

Talent Sourcer, Executive Recruiting

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

Market Research Recruiter, Spanish Bilingual

• Manage end-to-end recruitment process for technical positions including sourcing, screening, interviewing and offer prep and negotiations
• Partner with hiring managers to fully understand key elements of the role and develop a comprehensive recruitment strategy to attract and hire top talent
• Utilize various sourcing techniques, including social, job boards, networking and referrals to engage potential talent, tracking ROI and capturing data insights.
• Fully assess talent to evaluate technical skills and cultural fit against the role requirements
• Maintain knowledge of the industry and current talent landscape and present data to key stakeholders and business leaders to influence and drive awareness of talent market trends
• Serve as an operational expert within the applicant tracking system, ensuring accuracy in processes, reporting to ensure a positive candidate and manager experience
• Lead Recruiting related projects and initiatives to build and enhance the capabilities and practices of the Talent Acquisition function
• Utilize recruitment metrics and analytics to assess the effectiveness of sourcing strategies and make data-driven recommendations for improvement
• Provide guidance and mentorship to junior recruiters and contribute to the overall development of the recruiting team
• Serve as a subject matter expert to team members and internal and/or external stakeholders on complex searches, assignments or projects
• Identify and direct the implementation of process improvements that significantly improve quality across the team, department or business unit
• Direct and enhance organizational initiatives by positively influencing and supporting change management or departmental initiatives.

Senior Talent Acquisition Partner, Technical Recruiting

• Provide world class executive recruitment support for key senior searches across the enterprise
• Develop talent pools and bench strength for the strategic needs of the business for Stanley Black & Decker
• Partner with executive leaders and human resources colleagues to drive a comprehensive and progressive in-house executive recruitment process for senior level positions
• Conduct searches for the most senior positions in the organization
• Create comprehensive position specifications that support the definition, desired outcomes, critical qualifications, career-pathing, marketing, attraction and selection of senior level positions
• Source candidates through referrals, networking and robust research using the latest technology tools
• Conduct detailed behavior-based interviews with internal and external candidates
• Provide consultative advice across all aspects of executive recruiting
• Meet the organization’s hiring needs against specific metrics
• Create search strategy documents and customized executive hiring reports
• Partner with Executive Recruiting Coordinator to manage candidate experience through the interview process
• Serve as candidate point of contact for any questions/issues
• Partner with Executive Compensation to provide robust compensation data for all candidates
• Make recommendations as appropriate
• Continually develop, maintain and engage a pipeline of senior leaders in industry competitive roles for future needs
• Liaise with Talent Management to define gaps in succession plans

Executive Recruiting Manager

• Manage the full recruiting lifecycle from intake through offer acceptance, including sourcing, screening, interviewing, and extending offers across concurrent openings
• Proactively identify and engage passive candidates through LinkedIn, Indeed, clearancejobs, recruitmilitary, vetjobs, defense networks and other similar sourcing channels
• Partner closely with hiring managers to develop role profiles, set expectations, and move searches forward efficiently
• Conduct phone screens and structured interviews, and help hiring teams sharpen their interviewing skills through training and question development
• Contribute to recruiting process improvements and tools to build more consistency and structure across the function
• Serve as a thought partner to leadership on workforce planning, sourcing strategy, and talent market insights

Talent Acquisition Partner

• Identification, evaluation and hiring of candidates for technical and engineering roles
• Work in a fast-paced environment with changing needs
• Devise creative strategies to meet hiring needs
• Develop strong relationships with stakeholders based on trust and transparency

Talent Acquisition Specialist

• 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

• Manage full cycle recruiting by partnering with field operations leadership to determine staffing needs within an assigned territory
• Review and qualify applicant resume in accordance to hiring manager's needs
• Conduct preliminary phone interviews to assess talent fit for teams
• Coordinate phone, virtual and in-person interviews between top candidates and hiring teams
• Coordinate appropriate assessments and references
• Make recommendations on hiring decisions
• Deliver offer letters for all positions, and explain important information within the offer (e.g., benefits, compensation, non-compete clauses)
• Use traditional and non-traditional resources, such as career fairs, online job fairs, community networking events, and more to identify and attract quality candidates
• Support in conducting relevant pre-employment screenings on prospective employees
• Create and develop sourcing strategies as needed
• Manage college and university partnership programs
• Partner with HR to assist with internal employee transfer process
• Follow up with candidates and hiring managers to obtain feedback
• Develop and maintain an excellent relationship with internal and external stakeholders to ensure achievement of staffing goals
• Work with hiring managers to ensure compliance with all applicable employment laws and regulations within your region
• Manage current candidate activity in our Applicant Tracking System (ATS) Workday
• Manage application/resume file and retention according to company policy

• 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 .

• Manage full-cycle recruiting for contact center agent and other high-volume frontline roles, often against tight timelines and large requisition counts.
• Source and screen high volumes of applicants efficiently through job boards, social media, referrals, and direct outreach, while maintaining consistent quality standards.
• Conduct high-volume phone/video screens and interviews to quickly assess qualifications, communication skills, and fit for the role.
• Coordinate and run virtual or in-person hiring events, open houses, and walk-in hiring days to drive candidate volume.
• Manage candidate communication at scale, ensuring applicants move through the process quickly and have a positive, responsive experience even in high-volume campaigns.
• Extend offers, facilitate pre-employment steps (background checks, assessments, onboarding handoffs) for large candidate cohorts.
• Track and report on pipeline metrics (time-to-fill, conversion rates, source effectiveness) to keep hiring campaigns on target.
• Maintain accurate, up-to-date candidate records within the applicant tracking system (ATS), particularly important given the volume and pace of this requisition type.
• Pivot to support professional, support, and non-agent recruiting (corporate, operations, IT, HR, finance, and other functional roles) as needed.
• Partner with hiring managers on more targeted searches, understanding role requirements and success profiles for lower-volume, higher-specificity positions.
• Collaborate with the broader TA team to balance high-volume campaigns with individual requisition needs.

Recruiter

• Own end-to-end global GTM hiring projects as a TA Specialist and project manager
• Co-design the assessment process when needed: scorecards, interview plans, and evaluation tools
• Maintain accurate analytics (pipeline health, conversion metrics, quality signals) and use insights to improve outcomes
• Partner closely with the sourcing team to build strong pipelines and engage top talent proactively
• Evaluate candidates’ competencies and values fit using structured methods (screening calls, CBI interviews, etc.)
• Deliver an excellent candidate and hiring manager experience

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

Market Research Recruiter

• Full-Cycle Recruiting Ownership
• Own the end-to-end recruiting lifecycle for construction roles
• Manage high-volume and specialized requisitions concurrently across multiple markets
• Partner with hiring managers to define role requirements and interview strategy
• Deliver a high-touch, professional candidate experience
• Build and maintain proactive pipelines for critical construction roles
• Analyze recruiting metrics to identify trends and opportunities

Senior Talent Acquisition Partner – Construction

• 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.

Recruitment jobs in North Carolina

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Executive Search Recruiter

Talent Acquisition Specialist, Talent Integration

Director, Talent Acquisition – Early Careers Lead

Senior Talent Acquisition Partner

Senior Manager, Talent Acquisition

Head of Global Talent Acquisition

Talent Sourcer, Executive Recruiting

Market Research Recruiter, Spanish Bilingual

Senior Talent Acquisition Partner, Technical Recruiting

Executive Recruiting Manager

Talent Acquisition Partner

Talent Acquisition Specialist

Driver Recruiter

Talent Acquisition Partner

Driver Recruiter

Recruiter

Talent Acquisition Specialist

Market Research Recruiter

Senior Talent Acquisition Partner – Construction

Recruiter