Recruitment

• Develops and executes campus recruiting strategies for assigned business unit(s)
• Manages the recruitment lifecycle for entry-level, including candidate evaluation, interview coordination, and onboarding process initiation
• Partners with business unit leaders, hiring teams, HR partners, and campus liaisons to understand hiring needs and improve recruiting outcomes
• Coordinates and represents Marathon Petroleum at campus recruiting events, career fairs, and other university relations programs
• Builds and maintains long-term relationships with target universities, career centers, faculty, student organizations, and campus partners
• Facilitates entry-level hiring forecasting for assigned business areas
• Maintains accurate applicant and candidate data and uses recruiting metrics for continuous improvements

University Relations Recruiter

• 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

• 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

• 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

• Develop targeted recruitment strategies to attract qualified Healthcare Professionals (HCPs) nationwide using diverse tools and channels.
• Champion the sourcing, screening, and hiring process for HCPs across the US, managing timely inbound and outbound communication.
• Consistently achieve performance targets across daily, weekly, monthly, and quarterly metrics.
• Build a robust pipeline by actively sourcing and screening HCPs through various methods, including cold calling, leads, social media, and referrals.
• Be the dedicated point of contact for assigned HCPs, guiding them through all stages of the placement life cycle from all pre-employment tasks, including resume building and reference checks, assisting with submissions, interviews, compliance, travel, and assignments, and ensuring a smooth onboarding experience through retention.
• Assess HCP qualifications by diligently checking licenses, experience, and education against specific requirements.
• Clearly explain compensation packages and highlight the personal and professional advantages of a travel career to potential candidates.
• Collaborate with internal teams like compliance and payroll to guarantee HCPs meet client standards and receive accurate, timely compensation.
• Partner with Sales/Account Management to identify new client opportunities and target specific clinical expertise for future staffing needs.
• Actively participate in training, meetings, and events to stay informed and engaged.
• Contribute positively to the team spirit and uphold the Triage culture of excellence.

Nursing Recruiter, Healthcare Staffing

• 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

• 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

• Serve as the Badging Signatory, acting as the primary liaison with the Airport Authority for scheduling and tracking badging appointments.
• Support TSA-mandated audits, including annual, biannual, and unannounced inspections.
• Ensure completion of all pre-employment requirements (background checks, drug screenings, and I-9 documentation).
• Track and monitor new hire progress to confirm timely completion of all pre-employment activities for a smooth hiring process.
• Initiate and manage virtual job offers for the Express Line of Business.
• Communicate onboarding steps to new hires and act as their primary point of contact throughout the process.
• Coordinate with Recruiting, Operations, and Training teams to prepare hires for day one.
• Provide guidance to new hires on accessing resources for benefits, payroll, and training.

Recruiting Coordinator

• Partner closely with leadership to develop and implement short- and long-term recruiting and retention strategies.
• Build and maintain strong relationships with hiring managers across North Carolina, South Carolina, and Ohio to identify, attract, and hire top talent.
• Facilitate regular staffing meetings with leadership to proactively plan for current and future hiring needs.
• Serve as a trusted consultant to hiring managers by providing market insights, building talent pipelines, and recommending strategies to improve hiring outcomes.
• Identify opportunities to enhance recruiting and onboarding processes and implement solutions to improve efficiency and the overall candidate experience.
• Develop and maintain a strong understanding of Youth Villages programs, services, and position requirements across assigned states.
• Develop and execute sourcing strategies to identify and engage both active and passive candidates for a variety of positions and locations.
• Create and implement a comprehensive college recruiting strategy to educate and prepare students for career opportunities with Youth Villages.
• Build and strengthen relationships with colleges, universities, and community partners to expand internship opportunities and promote Youth Villages to current students and alumni.
• Represent Youth Villages at career fairs, information sessions, and other in-person and virtual recruiting events.
• Plan and facilitate hiring events, open houses, and other targeted recruitment initiatives in high-need areas.
• Follow established internal and external recruitment processes, policies, and compliance requirements.
• Manage multiple high-priority requisitions simultaneously while balancing competing deadlines.
• Post and manage job openings within the Youth Villages applicant tracking system.
• Review applications, screen resumes, and conduct phone interviews to identify qualified candidates for open positions.
• Meet weekly recruiting goals related to candidate outreach, screening, and submissions to hiring managers.
• Accurately maintain candidate data and recruiting activity within internal systems to support reporting and ensure a seamless hiring process.

Staff Recruiter

• Drive sourcing initiatives for workforce needs
• Partner with HR and business leaders
• Build and maintain candidate pipelines
• Leverage market intelligence for hiring decisions
• Collaborate with stakeholders to identify talent
• Oversee college recruiting programs

Talent Sourcer

• Work with prospective and current foster parents offering support and guidance through the steps to become a licensed foster parent and maintain their licensure with the agency and DCY regulations.
• Create and implement outreach efforts to educate the public about foster care to recruit potential caregivers.
• Collaborate with the team members regarding foster care training curriculum development and presentations to both prospective and licensed foster families.
• Conduct events and opportunities to foster parents to feel supported, valued, and recognized.
• Travel to program sites in Southwest Ohio and can expect evening and weekend hours.

Foster Care Recruiting – Licensing Specialist

• 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.

• Manage the full cycle recruiting process for assigned requisitions, applying strong time management and prioritization skills to support multiple concurrent hiring needs while delivering a consistent candidate experience.
• Partners with hiring managers to ensure efficiency in time to fill while achieving quality and diversity hiring metrics.
• Understanding current and future workforce needs, including role requirements and turnover trends.
• Track recruiting activity and maintain accurate records within the applicant tracking system to support report reporting and ensure consistent hiring processes.
• Support the bank's commitment to affirmative action and Equal Employment Opportunity (EEO) by promoting inclusive sourcing practices and maintaining compliant recruiting documentation.
• Proactively source, attract, and engage both active and passive candidates using creative and effective sourcing techniques to build strong talent pipelines.
• Work closely with internal talent to promote from within and align with development plans.
• Review employment applications and interview candidates to qualify against position requirements.
• Apply critical thinking to assess candidate fit beyond skills alone, considering alignment with team, culture, and business needs.
• Negotiate and extend employment offers and partner with the hiring leader to support a smooth transition from offer acceptance all the way through onboarding.
• Work with HR leadership and HR central team to ensure offers meet compensation and benefits requirements.
• Identify, utilize, and optimize external job boards.
• Research, evaluate, and implement innovative sourcing strategies and tools to continuously improve candidate flow and hiring outcomes.
• Represent F&M at career fairs, community events, in campus recruiting activities to promote employment opportunities and strengthen the organization's employer brand.
• Enhance employee experience through open communication and conflict resolution.
• Manage the Bank’s internship program.

Talent Acquisition Specialist

• Optimize the company's overall Talent Acquisition function by working closely with HR Business Partner (HRBPs) and hiring managers.
• Source, attract, and pre-screen candidates.
• Provide a pipeline of qualified candidates for the Talent Acquisition team.
• Collaborate with recruiters and hiring managers to understand position requirements and ideal candidate profiles.
• Develop and execute effective sourcing strategies using various channels (job boards, social media, etc.).
• Utilize various sourcing tools and techniques to identify potential candidates; build and maintain a talent pool of passive and active candidates.
• Provide insights and recommendations to recruiters and hiring managers based on market research.
• Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS).
• Track and report on sourcing metrics.

Talent Sourcer, Automation

• 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

• Proactively source and engage experienced construction professionals across the U.S.
• Build and maintain a 3× qualified candidate pipeline for every open role.
• Lead outbound recruiting through LinkedIn, job boards, Facebook trade groups, referrals, and targeted outreach.
• Partner closely with Ops Directors to anticipate 30–60 day hiring needs.
• Manage candidates through the full hiring journey - from first conversation to offer acceptance.
• Track pipeline health, outreach activity, and hiring outcomes using clear metrics.
• Strengthen Singleton’s employer brand through professional, human, and consistent candidate experiences.
• Support rehire and referral campaigns in partnership with field leaders.

Internal Recruiter

• Using industry knowledge, social media sources, Technical Operations, and mission-focused knowledge to seek out potential candidates and successfully bring those candidates to GAI.
• Researching market conditions and industry trends as they relate to our competitors to assist in decision-making and marketing positions.
• Utilizing professional networks to source candidates for active requisitions.
• Sourcing candidates from a variety of sources, with a strong emphasis on LinkedIn, Indeed.com, ZoomInfo, social media, and search engines (Google Chrome, advanced Boolean searching strings, and niche job boards).
• Using social networking mediums (i.e., LinkedIn groups and other online forums) to promote GAI employer brand messaging that drives traffic to open roles by establishing and promoting positive relationships.
• Recruit, screen, and interview candidates for open positions. Expectations include identifying a high volume of qualified candidates for current and future needs.
• Collaborating with hiring managers and leaders to develop relationships, understand needs, and create solutions for hard-to-fill positions.
• Maintaining data integrity of the candidate management database.
• Extensive data mining of various social media to identify candidate profiles.
• Domestic travel to assist with events and in support of the business (up to 15%).

Talent Acquisition Sourcer – Transportation, Infrastructure

• Perform full-lifecycle recruitment for professional technical and non-technical roles, including but not limited to sourcing, interviewing, preparing and presenting offers, and onboarding
• Partner with management and HR team members to assess and fulfill recruitment needs with top industry talent
• Maintain up-to-date intelligence of candidate market, industry staffing trends and top sourcing channels
• Build and sustain talent pipeline of Langan’s core skillsets through identification and consistent leveraging of key sourcing channels
• Support optimization of social media communication channels to drive recruitment strategy and expand brand reach
• Compile and update reports of key talent acquisition metrics
• Performs other duties as requested

Senior Talent Acquisition Specialist

• Responsible for achieving goals as set forth by the business
• Utilize tools such as Power BI, BetterWorks, and Excel to track, analyze, and report on key recruiting metrics and KPIs.
• Monitor individual and team performance against goals and productivity benchmarks
• Lead, coach, and develop a team of recruiters (typically 12–17 team members)
• Conduct regular one-on-ones, performance reviews, and ongoing feedback conversations
• Support individual career development by identifying strengths, skill gaps, and development opportunities
• Drive adoption and effective use of recruiting systems and internal technology platforms
• Collect feedback and support senior leadership in the development of strategic action plans following business, clinician, and client reviews.
• Build strong internal partnerships with sales, client success, and all operational support teams.

Recruitment Manager

• Assist in the hiring process through the successful pre-boarding of external candidates & internal transfers
• Provide clear communication to candidates about expectations, timeline, & process getting from offer to start date
• Ensure compliance by collecting required pre-hire contingency documents
• Utilize the Applicant Tracking System to transition the candidate forward to hire
• Maintain knowledge about positions, required skills, competencies & culture to pre-board candidates appropriately

Recruitment jobs in Ohio

See all jobs on JobTailor

University Relations Recruiter

Senior Talent Acquisition Partner

Talent Acquisition Partner

Senior Recruiter – Contract

Nursing Recruiter, Healthcare Staffing

Senior Talent Acquisition Partner – Construction

Seasonal Recruitment Coordinator

Recruiting Coordinator

Staff Recruiter

Talent Sourcer

Foster Care Recruiting – Licensing Specialist

Senior Talent Acquisition Partner

Talent Acquisition Specialist

Talent Sourcer, Automation

Talent Acquisition Coordinator

Internal Recruiter

Talent Acquisition Sourcer – Transportation, Infrastructure

Senior Talent Acquisition Specialist

Recruitment Manager

Talent Acquisition Coordinator