Recruitment

• Lead all aspects of the tech executive search lifecycle (VP through EVP), from initial strategy kickoff through sourcing strategy, candidate cultivation, client management, complex offer negotiations, and onboarding
• Act as a trusted advisor to senior business leaders
• Partner closely with Executive Research & Market Intelligence team
• Use data and insights to build compelling narratives
• Build tight partnerships with HR Business Partners (HRBPs), Compensation teams, Chiefs of Staff (CoS), Legal, and Risk

Senior Manager, Executive Recruiting – Tech

• Implement independent recruiting strategies to recruit, screen (interview), and evaluate healthcare workers based on clients’ specific needs.
• Responsible for cultivating a network of potential healthcare workers to meet company goals.
• Sell assignments to candidates by probing for unspoken needs and using a consultative sales approach.
• Select candidates and present to hiring managers based on skill level and background knowledge of client.
• Negotiate compensation package with the candidates and maintain acceptable margin.
• Ensure candidate files adhere to both the business and facility credentialing requirements.
• Develop strategies to pursue new avenues for recruiting candidates; utilize a variety of tools (i.e., email campaigns, social media) to establish relationships and expand candidates.
• Convert candidates to employees by working closely with internal onboarding departments.
• Support resolution of candidate concerns in a timely manner.
• Maintain a database (e.g., iCIMS) with accurate candidate contact information, qualifications and selling points; ensure all communication with candidate is documented.
• Complete weekly recruitment reports and special recruiting projects as needed.
• Meet weekly productivity metrics/goals. All other duties as assigned.

Healthcare Recruiter

• Implement independent recruiting strategies to recruit, screen (interview), and evaluate healthcare workers based on clients’ specific needs.
• Responsible for cultivating a network of potential healthcare workers to meet company goals.
• Sell assignments to candidates by probing for unspoken needs and using a consultative sales approach.
• Select candidates and present to hiring managers based on skill level and background knowledge of client.
• Negotiate compensation package with the candidates and maintain acceptable margin.
• Ensure candidate files adhere to both the business and facility credentialing requirements.
• Develop strategies to pursue new avenues for recruiting candidates; utilize a variety of tools (i.e., email campaigns, social media) to establish relationships and expand candidates.
• Convert candidates to employees by working closely with internal onboarding departments.
• Support resolution of candidate concerns in a timely manner.
• Maintain a database (e.g., iCIMS) with accurate candidate contact information, qualifications and selling points; ensure all communication with candidate is documented.
• Complete weekly recruitment reports and special recruiting projects as needed.
• Meet weekly productivity metrics/goals.
• All other duties as assigned.

Healthcare Recruiter – Nursing/Allied Health

• Implement independent recruiting strategies to recruit, screen (interview), and evaluate healthcare workers based on clients’ specific needs.
• Responsible for cultivating a network of potential healthcare workers to meet company goals.
• Sell assignments to candidates by probing for unspoken needs and using a consultative sales approach.
• Select candidates and present to hiring managers based on skill level and background knowledge of client.
• Negotiate compensation package with the candidates and maintain acceptable margin.
• Ensure candidate files adhere to both the business and facility credentialing requirements.
• Develop strategies to pursue new avenues for recruiting candidates; utilize a variety of tools (i.e., email campaigns, social media) to establish relationships and expand candidates.
• Convert candidates to employees by working closely with internal onboarding departments.
• Support resolution of candidate concerns in a timely manner.
• Maintain a database (e.g., iCIMS) with accurate candidate contact information, qualifications and selling points; ensure all communication with candidate is documented.
• Complete weekly recruitment reports and special recruiting projects as needed.
• Meet weekly productivity metrics/goals.

Healthcare Recruiter – Physician Recruiter

• Lead a team of recruiters to ensure a transparent and engaging hiring experience while partnering with individual business units to identify key talent attraction strategies.
• Manage recruitment procedures ensuring a best-in-class hiring experience.
• Leverage best practices and technologies to widen potential talent pool, and develop and nurture a network of contacts inside and outside the organization.
• Design and implement creative talent attraction and recruitment marketing strategies.
• Manage the recruitment partner program to ensure a well-balanced portfolio to support stakeholders.
• Spearhead recruitment technology innovation and implementation.
• Identify ROI to qualify spend related to Talent Acquisition initiatives.
• Leverage knowledge and insights on the talent landscape to inform decisions for the business.
• Represent and refine the QTS employment brand through social media, networking, and other avenues by maintaining a professional presence.
• Must be able to travel based on client and business needs, estimated 15% or less.

Talent Acquisition Manager

• Works collaboratively to develop and execute enterprise-wide recruiting and sourcing strategies to address business needs, strategic priorities, and contract requirements.
• Maintains a broad pipeline of talented candidates. Builds a network of talent through varied sources.
• Supports executive leadership, program managers, and capture teams forecasted hiring needs and workforce plans
• Source and hire high-quality candidates for leadership, managerial, professional, and technical roles across a diverse array of organizational requirements.
• Lead recruiting efforts for proposal and capture staffing, including rapid turnaround surge hiring, key personnel and contingent hires for business development.
• Oversee sourcing, screening, interviewing, access talent, and offer negotiation for a wide range of positions
• Recruit for positions requiring security clearances (Secret, Top Secret, TS/SCI, Polygraph)
• Sourcing candidates with Security Clearances for Government Contracts/ Agencies
• Sources candidates employing a variety of diverse and progressive methods.
• Creatively use social media, job boards, internet sourcing, and other technical means to find qualified candidates for open positions
• Builds talent pools by researching and contacting community services, colleges, employment agencies and internet sites; providing organization information opportunities and benefits.
• Leverage platforms such as Cleared Jobs, Linkedin, Indeed , and niche government contracting sites
• Develop relationships with transitioning military personnel, veterans, and cleared communities
• Establish performance metrics (time-to-fill, quality of hire, pipeline health)
• Optimize ATS, iCIMS system for efficiency and compliance
• Act as a trusted advisor to hiring managers, providing market insights and guidance
• Communicates effectively with managers and candidates at all stages of the process, inclusive of facilitating employment offers, yielding acceptances.
• Understands the mission of the business units and corporate departments and their functions and people.
• Sources candidates for Corporate and Field locations at Government Sites including positions requiring high level security clearances
• Ensures that the recruitment process creates a positive candidate experience.

Senior Recruiter

• Utilize various sourcing strategies, including networking, Linkedin recruiter outreach, job boards, and social media, to identify and engage top engineering candidates.
• Conduct thorough screening and evaluation of candidates to ensure they meet technical and cultural fit requirements. Assess candidates on their relevant technical experience, problem-solving skills, and ability to align with BuildOps' core values.
• Partner with key stakeholders to understand hiring needs and contribute to the design of role-specific job descriptions, interview processes, and candidate evaluations.
• Build and maintain a robust talent pipeline, fostering relationships with candidates and providing an exceptional candidate experience.
• Regularly report on recruitment metrics such as time-to-hire, candidate conversion rates, and offer acceptance rates. Use data to refine recruitment strategies and ensure a consistent pipeline of top talent.
• Partner with Recruitment Managers and HR to extend offers, negotiate terms, and ensure a smooth onboarding process for new hires.

Senior Recruiter, GTM – 6 month contract

• Drive the execution of strategic initiatives and tactical operations across key areas of HR such as talent acquisition, learning and development, HR analytics and reporting, performance management, and HR operational efficiency
• Directly supervise, evaluate, and develop team members to achieve departmental goals
• Create and execute strategies for talent acquisition to develop a robust pipeline of high-quality candidates; ensure continuous and proactive communication with both hiring managers and candidates to provide a high-touch, transparent recruitment experience; reporting on recruitment and hiring analytics and metrics
• Create a structured approach to the learning and development function, ensuring training content and delivery meet high professional standards and align with company and department KPIs
• Provide support with HR data reporting ensuring accuracy and timely delivery
• Serve as POC for internal HR audits; monitor and maintain HR processes and controls
• Foster a collaborative and supportive environment, while maintaining high professional standards and accountability
• Provide frequent communication and updates to the Chief HR Officer

Manager, Talent Acquisition and Development

• Manage a recruitment strategy for all non-exempt roles within State National
• Full life-cycle recruitment of non-exempt hires: sourcing, screening & assessment, candidate submittals, manage the interview process, and negotiate offers
• Administer assessments to selected candidates
• Provide regular updates and needs calibration to hiring teams and HRBPs
• Leverage the company EVP to implement marketing strategies to attract diverse talent
• Represent State National as an employer of choice at local career fairs and college campuses

Recruiter

• Partner with senior leaders to design and execute hiring strategies that scale with BetterUp’s growth
• Serve as a strategic thought partner to hiring managers and executives, driving proactive talent planning, role scoping, and calibration conversations
• Manage full-cycle recruiting across individual contributor through VP+ level, including confidential and executive-level searches
• Build inclusive, high-performing pipelines through creative sourcing, strong networks, and sharp market intelligence
• Navigate shifting priorities and ambiguous situations with composure—context-switching fluidly between roles, functions, and stakeholder needs
• Use data and insights to inform recruiting strategy, improve process efficiency, and influence decision-making
• Deliver a world-class candidate experience that reflects BetterUp’s mission at every touchpoint—human-centered, never transactional
• Champion DEIB through sourcing practices, assessment frameworks, and interview team calibration
• Collaborate across People Ops, HRBPs, and Total Rewards to support seamless hiring and onboarding

Senior G&A Recruiter

• Lead full-cycle recruitment across technical and corporate functions, ensuring a seamless and high-quality experience for candidates and hiring teams
• Partner with hiring managers and business leaders to define hiring needs, align on candidate profiles, and develop effective sourcing and interview strategies
• Build and execute proactive sourcing strategies through referrals, networking, outreach campaigns, recruiting platforms, and talent communities
• Develop strong candidate relationships by communicating Strider’s mission, culture, and growth opportunities
• Serve as a trusted advisor to hiring teams by providing market insights, recruiting trends, and recommendations that support informed hiring decisions
• Maintain accurate recruiting data, pipeline tracking, and reporting within the applicant tracking system
• Continuously improve recruiting processes, interview practices, and candidate experience initiatives to support efficiency, scalability, and inclusivity
• Collaborate cross-functionally with People Operations and business teams to support onboarding, workforce planning, and broader talent initiatives
• Contribute to Strider’s employer brand through recruiting campaigns, events, candidate communications, and talent engagement strategies
• Help develop scalable recruiting infrastructure, documentation, and best practices that support long-term organizational growth
• Stay informed on recruiting trends, sourcing strategies, and emerging talent acquisition technologies to strengthen Strider’s hiring capabilities

Senior Technical Recruiter

• Lead all aspects of the executive search lifecycle: search/market intelligence strategy, sourcing & identification of top talent communities, candidate cultivation, client management, offer negotiations, and executive onboarding
• Act as a trusted advisor and expert on trends within the market & industries
• Partner with hiring teams to build effective sourcing strategies and drive proactive market research
• Integrate primary research, internal data, secondary sources, and marketplace intelligence in analyses that drive business decisions
• Manage client and candidate expectations, advising on best practices when engaging passive candidates
• Build and maintain relationships with internal and external partners
• Stay current on the market landscape of emerging technology that is disrupting the talent acquisition lifecycle
• Share the compelling vision of Capital One’s value proposition and mission to the external talent market.

Senior Manager, Executive Recruiting

• Perform full cycle recruiting utilizing various recruitment methods for mid-level positions in traditional business functions
• Intermittently sources passive talent to meet NFCU's hiring needs
• Guide hiring managers through the recruitment process to ensure compliance with applicable federal, state and industry laws, regulations, and guidelines
• Partner with internal and external resources to build networks and relationships in support of our military and diversity hiring with guidance from team leaders and senior peers
• Contribute to Talent Acquisition initiatives including process improvements and projects
• Partner with senior peers and team leaders to stay abreast of changes related to relevant human resource disciplines specifically employment law, policy, and procedure
• Regularly provide solutions to recruiting related challenges and appropriately escalate to a senior peer or team lead
• Perform intermediate technology navigation to include relevant recruitment software and programs
• Keep candidates continually informed with predictable communication throughout the hiring process
• May participate in recruitment events and communities to support candidate generation
• Present and negotiate competitive total compensation packages, collaborating with Compensation &Benefits as needed, while maintaining a fiduciary responsibility to NFCU.
• Partner with hiring leaders and HR stakeholders to identify gaps in hiring processes and recommend and implement recruitment solutions.
• May participate in training new or developing team members
• When appropriate, partners with internal recruiting and talent development teams to identify internal recruitment solutions
• As applicable, maintain consistent communication efforts with talent pipelines.
• Stay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelines
• Perform other duties as assigned

Talent Acquisition Partner II

• Collaborate with hiring managers to understand the position and job requirements.
• Develop and implement effective recruitment strategies to source and attract qualified candidates.
• Review resumes and applications to identify potential candidates.
• Conduct screenings to assess candidate qualifications, experience and fit for the position.
• Work with the Hiring Manager to schedule interviews.
• Ensure timely communication and provide feedback to candidates.
• Track and analyze recruitment metrics to assess effectiveness
• Provide regular updates to direct manager on recruitment progress and market trends.
• Build a talent pipeline for future openings.
• Meet monthly and annual hiring goals.

Recruiter, Human Resources

• Collaborates with hiring managers and HR teams to develop comprehensive talent acquisition strategies aligned with the organization's goals and objectives
• Partners with stakeholders to identify hiring needs, define job requirements, and create job descriptions that attract qualified candidates
• Utilizes a variety of sourcing methods, including job boards, social media platforms, professional networks, and direct sourcing techniques, to identify and engage with potential candidates
• Conducts thorough assessments of candidates, including resume screening, phone and in-person interviews, and reference checks, to evaluate qualifications, skills, and cultural fit
• Ensures a positive and engaging candidate experience throughout the recruitment process, from initial contact to onboarding, by providing timely communication, personalized attention, and addressing candidate concerns
• Establishes and maintains strong relationships with hiring managers, HR partners, and external stakeholders to foster collaboration and ensure a thorough understanding of their recruitment needs
• Tracks and analyzes recruitment data, including sourcing channels, time-to-hire, candidate quality, and diversity metrics, to identify trends, evaluate effectiveness, and make data-driven recommendations for process improvement
• Conducts research and analysis on talent trends, competitor landscapes, and industry best practices to stay informed and provide insights and recommendations for talent acquisition strategies
• Ensures compliance with applicable laws, regulations, and diversity initiatives throughout the recruitment process and promote diversity and inclusion within the organization's talent pool

Talent Acquisition Consultant

• Work remotely 10 hours per week between the hours of 9a-5p eastern Monday through Friday
• Identifies appropriate candidates and assesses their qualifications through review of their resumes, interviews, and other forms of communications
• Schedules interviews; oversees preparation of interview questions and other hiring and selection materials
• Connects qualified candidates with Talent Acquisition Manager
• Maintains contact with candidates to keep them apprised of the status of their applications
• Vets potential employees’ credentials
• Maintains accurate and up-to-date human resource files, records, and documentation
• Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; refers more complex questions to appropriate senior-level HR staff or management
• Maintains the integrity and confidentiality of human resource files and records
• Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately
• Assists with the development and revision of specifications and job descriptions for selected positions
• Provides clerical support to the Talent Acquisition Team
• Performs other related duties as assigned

Part Time Recruiting Assistant

• support hiring for trades positions
• responsible for recruiting prospective employees
• selecting and hiring top talent in the trades industry
• acts as a central point of contact to our applicants and hiring managers
• review applications, conduct interviews, check references, extend formal job offers
• work with outside agencies and vendors, attend hiring events
• partner with the business on tactical and strategic talent planning
• match candidate skills with critical trade positions
• develop connections with candidates and stakeholders
• improve the score and own the outcome
• work effectively in a team setting
• work with a sense of urgency and be highly responsive
• collaborate to find the best solution

Talent Acquisition Representative 2

• Provide administrative assistance to facilitate an effective recruiting cycle that ensures a positive candidate and internal customer experience.
• Utilize the Applicant Tracking System (ATS) to track candidate and hire progress, track and report key metrics and appropriately disposition candidates as needed.
• Maintain all talent acquisition process documents, regularly maintain relevant databases and electronic files, audit records and assist in administering background checks, as needed.
• Maintain interview and screening schedules, communicating with candidates regarding timelines and outcomes.
• Maintain effective communications with candidates and hires through the HR main line and Recruiting email inbox, answering inquiries and escalating complex issues for resolution.
• Attend and assist with various HR and recruitment events including new employee orientation hiring events, career fairs, and recruitment trainings.
• Communicate clearly and promptly with hiring leads, recruiters, and HR team members to address issues and maintain an efficient and effective recruitment process.
• Assist with cross functional HR projects to improve service delivery,
• Perform other related duties as assigned.
• Work effectively as a team member, embracing and fostering LU’s mission.

Recruiting Coordinator

• Partner with hiring managers to develop a strong understanding of position requirements and verify number of openings for licensed clinical positions within assigned divisions, states and/or group
• Consult with and coach hiring managers through the selection process; provide overview of pre-screen results to hiring managers; recommend candidates for interviews
• Proactively source to secure talent based on current and future business needs leveraging diverse recruiting resources including employee referrals, professional organizations, educational institutions, cold calling, and networking to identify and recruit the best talent and ensure a diverse applicant pool
• Use independent discretion to identify and select appropriate advertising and sourcing methods and resources using a wide range of media (e.g. newspapers, magazines or local radio, Internet job sites, licensure lists, conferences, job fairs, etc.)
• Review, evaluate, and screen candidates for skill level, experience, and knowledge in relation to position requirements as well as for core values and culture fit
• Represent and promote the DaVita Brand, core values, and key aspects of the role
• Conduct and document post-interview feedback with hiring managers and candidates
• Use ATS (Applicant Tracking System) to manage candidate flow and ensure compliance with documented hiring processes, reporting needs, and integrity in all recruiting efforts
• Meet recruiting timelines and goals, including metrics, as established by department management. Other duties as assigned.
• Know, understand, and ensure personal compliance to all DaVita teammate employment and recruiting policies and procedures

• Navigate the Seas: Own recruiting and employee selection efforts at Pirate Ship for all roles and levels.
• Chart a Course: Reports to the Director of Pirate Experience and partners with Senior Leadership including Sea Suite (C-Suite) to understand their hiring objectives and develop a plan to hit goals & deliver quality and timely results.
• Codify the Process: Manage full-cycle recruiting by creating and executing unique and effective sourcing strategies and techniques to find professionals across a variety of roles.
• Scoping: Consistently generate a healthy pipeline of high quality candidates by driving recruitment initiatives such as branding, events, sourcing, and referrals along with plunderin' the interwebs, LinkedIn, and other channels to seek out the most talented pirates.
• Keep it Shipshape: Scannin' the horizon for new recruitment trends and technologies to ensure our recruitment process stays ahead of the curve.
• Find the treasure: Identify, prescreen, and evaluate both passive and active candidates.
• Turn People to Pirates: Manage candidates in process and provide them with a positive candidate experience.
• Crew Up: Build solid relationships with team leaders and serve as a talent partner before, during, and after the recruiting process.
• Bottle Your Messages: Develop deep business knowledge of Pirate Ship’s organization and the markets it serves.
• Gather Round the Grog: Partner with HR in the areas organizational training and development, compensation, and compliance.
• Uncover hidden treasure: Maintain key recruiting metrics and conduct analysis of recruiting trends to maintain a healthy talent pipeline and drive effective hiring decisions.
• Ride the seas of change: You’ll be comfortable in an environment where there’s lots of change all the time.
• Sail from your port o’ call: You’ll be working from home, but will connect with your crewmates throughout the day over chat, voice, and video.
• Hoist the Jolly Roger: You’ll have the opportunity to share your background, experience and interests with the crew to enhance our fun, progressive culture.
• Collect your booty: Pirate Ship pays competitively compared to other landlubbers because we value your creativity and passion.
• Ride the seas of change: You’re comfortable in a remote environment where there’s lots of change.

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