Recruitment

• Manage full-cycle recruiting for up to 10+ positions concurrently across multiple departments
• Build relationships with staff hiring managers to understand business needs, identify recruitment challenges, and execute innovative strategies to overcome them
• Develop a deep understanding of the firm’s culture, values, and strategic objectives, including an understanding of general business concepts and changing needs of the legal industry as a whole
• Think creatively to attract top legal talent through innovative sourcing and branding strategies
• Review and analyze candidate materials, assess their suitability, and gather information for managers to make informed and equitable hiring decisions
• Conduct initial screening interviews to assess candidate’s basic qualifications, confirm interest/motivation, manage expectations, and enhance candidate experience
• Keep hiring managers, candidates, and other stakeholders informed about recruitment progress, challenges, and outcomes in a timely manner
• Under the advisement of the staff talent acquisition recruiting manager, skillfully negotiate offer terms between candidates and hiring managers, draft offer letters, and work to influence a mutually positive outcome for both the firm and the candidate
• Support firm-wide talent acquisition branding by encouraging staff and attorneys to leverage their personal social media networks for talent acquisition purposes by sharing job openings, referrals, and testimonials to expand the firm’s reach and attract qualified candidates
• Contribute innovative ideas, business solutions, and new perspectives to continuously raise the bar for recruitment performance
• Seek opportunities to optimize recruitment processes and improve efficiency
• Maintain a fair, objective, and equitable approach throughout the recruitment process
• Demonstrate honesty, transparency, and ethical behavior in all interactions
• Protect candidate and firm confidentiality throughout the recruitment process
• Comply with legal requirements and adhere to the firm’s policies and procedures
• Partner with attorney talent acquisition team to assist with overflow work and projects as needed

Freelance Recruiter, Staff Talent Acquisition

• Act as subject matter expert and strategic talent advisor to leadership at all levels
• Develop sourcing models and plans to generate talent pools, networks and pipelines; create and execute robust search strategies, calibrate candidates with hiring managers
• Develop prospects into candidates. Engage, sustain relationships, screen and interview
• Collaborate, coach and develop other members of the Talent Acquisition Team
• Partner with hiring managers, business unit leaders and other members of Team Blue by leading and participating in scoping discussions, weekly tag ups and candidate debriefs
• Prepare/contribute to search status reports and lead/participate in client update meetings on active searches
• Dive deep with an inquisitive mindset into the technical requirements of the requisitions and business units you will be supporting

Recruiter – Fixed Term

• 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

• Work with other recruiters to fill the talent pool and place jobs
• Act as a career coach and ally to each candidate within your network
• Review resumes daily, matching candidates with roles that fit them best
• Regularly write and post new job opportunities
• Email candidates for job roles using email templates provided
• Search job pools and recruiting portals for available jobs
• Make suggestions and share ideas on how to better find talent
• Conduct phone interviews; properly assess talent then go to the next steps
• Document candidate qualifications, salary expectations, capabilities, and other details
• Prepare candidate and job-fit summaries for submission of candidate profiles
• Update, create, and manage jobs in your job board

Talent Acquisition Specialist

• Own and drive full-cycle recruiting end-to-end, from intake through offer and onboarding, across multiple concurrent high-volume requisitions
• Conduct high-volume video interviews, assess candidates against role requirements, and provide structured recommendations to hiring managers and clients
• Partner directly with C-suite executives and client hiring managers to define role requirements, align on candidate profiles, and guide hiring decisions with data-driven insights
• Leverage AI-powered tools and platforms to enhance sourcing efficiency, improve candidate matching, streamline workflow automation, and reduce time-to-fill
• Facilitate calendar management and scheduling of internal and external interviews with candidates, hiring managers, and clients; manage candidates through offer negotiations
• Support hiring team debriefs with internal teams and/or clients; guide teams to final candidates with structured evaluation frameworks
• Deliver an excellent candidate experience through prompt follow-up, detailed communication, and consistent touchpoints throughout the full candidate lifecycle from initial contact to onboarding
• Utilize Greenhouse ATS to maintain candidate records, track pipeline status, and keep hiring managers informed throughout the process
• Build applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; maintain positive rapport with external partners
• Act as a brand ambassador by leading external recruiting activities, including recruiting events, alumni groups, job fairs, and other outreach opportunities
• Support HR and Marketing in developing branded collateral and an external strategy to attract top talent
• Support additional projects as needed

Talent Acquisition Specialist – Temporary Full-time

• Serve as Product Manager for enterprise Talent Acquisition technology platforms, with accountability for product strategy, roadmap definition, and ongoing evolution.
• Translate Talent Acquisition business needs and priorities into clear product direction and capability roadmaps.
• Provide product leadership for AI-enabled recruiting capabilities, including talent intelligence, matching, and skills inference, ensuring alignment with recruiting processes and policies.
• Provide clear direction on priorities, sequencing, and scope to delivery teams, enabling aligned execution against roadmap objectives.
• Ensure platform decisions consider scalability, user experience, data integrity, and compliance across global regions.
• Lead definition of product requirements and capability design, translating business needs into clear, actionable specifications for delivery teams.
• Own user acceptance testing (UAT) strategy and validation, defining success criteria, guiding test scenarios, and ensuring solutions meet business requirements prior to scaled deployment.
• Lead and orchestrate proof-of-concept initiatives and pilot programs for new capabilities (e.g., AI-enabled solutions), partnering with delivery teams to validate feasibility, business value, and scalability before broader rollout.
• Partner with stakeholders to evaluate pilot outcomes and inform roadmap priorities, balancing innovation with operational readiness.
• Act as the primary product point of contact for the Talent Acquisition technology ecosystem, ensuring alignment across recruiting, core HR, and adjacent talent platforms.
• Collaborate with architecture, security, and integration partners to ensure solutions align with enterprise standards and approved designs.
• Provide product input into integration and data flow decisions to support consistent and reliable recruiting data.
• Partner closely with Talent Acquisition leadership and HR Centers of Excellence to ensure platforms effectively support recruiting operations and evolving business needs.
• Influence cross-functional stakeholders through product expertise, data, and clear articulation of tradeoffs.
• Participate in vendor roadmap discussions and release planning to align upcoming capabilities with HP recruiting priorities.
• Serve as a trusted subject matter expert for Talent Acquisition technology within HR and IT communities.
• Use data and insights to assess platform adoption, performance, and effectiveness, identifying opportunities for continuous improvement.
• Develop and contribute to governance, change, and adoption practices to support consistent and compliant use of recruiting platforms.
• Champion responsible application of AI and automation within defined policy and governance frameworks.
• Maintain deep expertise in Talent Acquisition technology, AI trends, and recruiting best practices.
• Share knowledge and lessons learned with peers and team members, contributing to capability development across the HR technology community.
• Stay current on industry trends to inform product enhancements and improvement efforts.

Principal Product Manager – Talent Acquisition Technology

• Own interview scheduling end-to-end across the recruiting team — coordinating phone screens, panel interviews, and virtual meetings across time zones with speed and accuracy.
• Serve as the primary scheduling liaison between candidates, recruiters, and hiring managers, ensuring every party is confirmed, prepped, and informed.
• Audit and clean up candidate records and requisitions in Greenhouse — resolving duplicate profiles, updating stale candidate stages, and closing out inactive requisitions.
• Assist with sourcing by building candidate lists and supporting initial outreach for open roles as bandwidth allows.

Talent Acquisition Coordinator

• Source candidates with active TS/SCI Full Scope Polygraph clearances for technical, engineering, cybersecurity, intelligence, and mission support positions.
• Develop and execute strategic sourcing plans utilizing networking, referrals, social media platforms, databases, professional associations, and recruiting tools.
• Build and maintain pipelines of qualified cleared candidates to support current and future hiring requirements.
• Partner closely with talent acquisition manager to understand position requirements, technical skill sets, and program priorities.
• Conduct candidate assessments to evaluate qualifications, clearance status, career goals, and compensation expectations.
• Maintain accurate candidate records and recruiting activity within company systems.
• Attend industry events, cleared career fairs, and networking opportunities to expand Solerity's talent network.
• Provide exceptional candidate experiences while representing Solerity's brand and values.
• Monitor recruiting metrics and provide regular pipeline updates to leadership.
• Stay informed on market trends, compensation benchmarks, and Intelligence Community hiring practices.

Sourcing Recruiter

• 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

• Executes the complete recruiting process for hourly positions at Towne within a defined region
• Works closely with hiring managers and HR business partners
• Sources, screens, and selects top talent for roles in healthcare, hospitality, and commercial locations
• Ensures all recruitment activities follow OFCCP regulations
• Creates a positive experience for candidates and hiring managers throughout the hiring process
• Builds talent pipelines for high-volume hourly hiring needs
• Maintains accurate records in the applicant tracking system while ensuring OFCCP compliance

• Partner with senior leadership to identify workforce planning strategies and talent needs for the assigned region or specialty
• Collaborate with hiring managers, interviewing teams, and senior leadership on hiring initiatives
• Establish and maintain relationships with hiring managers and P&O Business Partners to understand current and future hiring needs
• Manage the full-cycle recruiting process from sourcing to final stage negotiations and hiring, ensuring a positive candidate experience
• Proactively source candidates through referrals, networking, innovative research tactics, and databases
• Attend conferences to build a talent pipeline and establish relationships with universities for future talent needs
• Provide consultation on recruitment strategies, ensuring alignment on role specifications and hiring best practices
• Train hiring managers and newly acquired hospitals on the recruiting process
• Maintain confidentiality and screen applicants, making hiring recommendations when appropriate
• Coordinate interviews and travel arrangements as necessary
• Conduct reference and background checks, advising managers on recruiting policies and procedures
• Lead, coach, and mentor other recruiters and hiring managers
• Drive continuous improvement using recruitment analytics and scorecards
• Engage in detailed discussions with candidates about compensation, leveraging strong negotiation skills
• Maintain accurate records of negotiation outcomes, ensuring compliance with company policies and legal standards
• Discuss clinical specialties and advanced veterinary procedures with DVM/VMD candidates, demonstrating a thorough understanding of the field

Senior DVM Talent Acquisition Partner – Emergency

• Manage a high-volume requisition load, build strong relationships with candidates and hiring managers, and deliver an exceptional experience at every step of the process.
• Support recruitment for DSP and other support roles specifically within children’s programs.
• Proactively source candidates using job boards, career sites, hiring events, referrals, and creative outreach.
• Screen and evaluate talent, checking references and aligning motivators with business needs.
• Build and maintain an active, searchable pipeline in SmartRecruiters with smart tagging and talent community tools.
• Partner closely with hiring managers, offering insights on roadblocks like compensation, skills, and sourcing tactics.
• Represent Dungarvin at career fairs, networking, and community events to build awareness and attract talent.
• Deliver an exceptional candidate experience and act as a true brand ambassador.

Recruiter, Talent Acquisition Specialist – Part Time

• Act as a trusted partner to Recruiting leadership and cross-functional teams.
• Represent the recruiting function in large-scale projects, influence decision-making, and provide SME-level guidance on recruiting operations, tools, and workflows.
• Own and continuously improve components of our recruiting technology stack (ATS, scheduling platforms, assessments, etc.) by identifying gaps, evaluating processes, and creating impact in partnership with systems teams.
• Lead process improvement initiatives focused on scalability, automation, and simplification.
• Leverage recruiting and operational data to identify trends, monitor performance, and develop actionable insights.
• Support the planning and execution of recruiting programs and technology implementations.
• Oversee the development and governance of process documentation, training materials, and self-serve knowledge resources.
• Partner with Recruiting Enablement to manage logistics for in-person and virtual events.

Recruiting Operations Manager

• Create and implement comprehensive recruitment strategies to identify, engage, and hire top executive talent.
• Conduct proactive market mapping and benchmarking to stay ahead of talent trends in key functional areas.
• Cultivate a pipeline of high-caliber candidates for critical executive roles.
• Develop and implement comprehensive executive recruiting strategies aligned with business goals.
• Collaborate with senior leadership to understand the company's growth objectives and executive hiring needs.
• Deliver quarterly talent intelligence briefings that inform leadership decisions on organizational capability, competitive talent positioning, and emerging market trends impacting executive availability.
• Conduct in-depth interviews and thorough assessments of executive candidates to evaluate qualifications, leadership capabilities, and cultural fit.
• Present comprehensive candidate reports and recommendations to senior leadership.

Principal Executive Recruiter

• 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.

Senior Recruiter – Limited Duration/Contract

• Acting as a talent consultant and advocate for internal employees at Salesforce
• Lead the entire recruiting process from initial screening through offer accept
• Enabling candidates and hiring managers on our Internal Recruiting Process and Policies
• Participate in implementing and driving global recruiting programs
• Build an ongoing, balanced pipeline of qualified internal candidates
• Learn the profiles within your supported talent communities so that you can help best match candidates with the appropriate opportunities
• Partner with other departments (Headcount Managers, Compensation, Employee Success) to drive the recruiting process

Senior Internal Recruiter, Sales

• The Talent Acquisition Partner is responsible for handling all aspects of talent sourcing and recruiting for assigned requisitions.
• Coordinates full-cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing, and selection.
• Using traditional and non-traditional resources, sources and entices a qualified pool of both active and passive candidates with creative sourcing techniques.
• Manages candidate engagement, provides a positive candidate experience; maintains responsive communication, and acts as a candidate advocate.
• Follows up with candidates and hiring managers to obtain feedback regarding both the recruiting process and candidate job fit.
• Delivers and negotiates employment offers.
• Maintains tracking system of all requisition and applicant activity.
• Establishes and continuously develops networks through industry contacts, university relations, association memberships, trade groups, and military affiliations to maximize recruitment resources and opportunities.

Talent Acquisition Partner – Field

• Source, evaluate, and review potential IT candidates utilizing cold calls, job boards, social networking and internal database
• Interview prospective IT candidates via video, phone and/or in person to assess skill set, work history, and salary requirements
• Develop and maintain a strong pipeline of qualified IT talent to submit to current and future client base
• Select well-matched candidates to fulfill client job orders and maintain ongoing contact with IT professionals currently on contract assignments
• Resolve any customer service issues quickly and efficiently to maintain the highest level of customer satisfaction
• Generate leads and market intelligence to enhance our new client development efforts
• Maintain relationships with candidates to gain industry knowledge and obtain referrals and new business opportunities
• Meet and exceed weekly business development goals.

Senior Recruiter – Technology

• You'll personally carry a requisition load across technical and hard-to-fill roles
• Lead and develop a lean team of TA Specialists/Partners
• Own recruiting strategy and execution primarily for North and South America
• Partner with global Talent Acquisition partners to assess team bandwidth, align on hiring priorities
• Help the Talent Acquisition team effectively leverage recruiting tools, automation, and AI capabilities
• Use recruiting data and pipeline metrics to improve hiring efficiency
• Lead and evolve Hiya’s global employer branding initiatives and manage the global internship program
• Partner closely with the VP of People to evaluate, optimize, and evolve Hiya’s talent acquisition tech stack

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