Recruitment

• Act as a brand ambassador for the client, focused on delivering exceptional talent
• Lead a detailed job scope meeting with the hiring leader to determine position specifications
• Review of candidates who have applied via the Applicant Tracking System (ATS)
• Evaluate candidate qualifications against position requirements
• Develop and manage recruitment marketing plans or sourcing plans
• Source candidates via resume databases, search engines, and networking sites
• Use a mix of media to connect with talent communities
• Prepare candidates for interviews
• Draft and utilize phone interview templates appropriate to the job description
• Keep candidates engaged throughout the process
• Provide accurate and regular reporting of recruiting activities

Recruiter

• Develop sourcing strategies and learn best practices to attract quality active and passive candidates.
• Partner with hiring managers and HR partners to understand talent needs, qualifications and making competitive offers.
• Deliver a legendary candidate experience throughout the interview process that reflects Uline’s culture and values.
• Gather and present market and talent insights to shape hiring strategies and guide decision making.

Associate Corporate Recruiter

• Lead full-cycle recruitment for all roles across the organization, including complex, high-profile and hard-to-fill positions.
• Work with leaders to translate workforce needs into effective recruiting strategies, leveraging labor market data and competitive intelligence to guide decision making.
• Collaborate with leaders to define ideal candidate profiles and develop creative proactive sourcing strategies leveraging technology, networks, and external partnerships.
• Serve as the team’s expert resource on pre-employment assessments, managing day-to-day usage, supporting recruiters and leaders in effective application, and maintaining the vendor relationship in partnership with the TA Manager and Talent COE leader.
• Track and report recruiting metrics using data and analytics to make informed decisions, track pipeline availability and improve hiring outcomes.
• Support employer branding efforts through candidate communications, events, and partnerships.
• Collaborate with the TA Manager to implement process improvements and recruitment tools.
• Maintain compliance with all relevant laws, policies, and standards.
• Review and assess applicants' education, experience, training, and qualifications.
• Test, score, and gather feedback from interviewers; communicate job duties, responsibilities, schedules, compensation, benefits, and advancement opportunities to candidates.
• Prepare and extend job offers, notify candidates of rejections, and handle complex recruitment issues.
• Provide coaching and mentoring to TA team members.

Senior Corporate Recruiter

• Responsible for Service Excellence throughout the recruitment cycle
• Act as a brand ambassador for the client
• Deliver exceptional talent while providing proactive and timely communication on the status of the search
• Serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader
• Lead a detailed job scope meeting with the hiring leader to determine position specifications
• Review candidates who have applied via the Applicant Tracking System (ATS) and evaluate qualifications against position requirements
• Develop and manage recruitment marketing plans or sourcing plans
• Source candidates via resume databases, search engine and networking sites using Boolean search language
• Engage candidates and prepare them for interviews
• Assess candidates with phone interview templates and skills testing
• Partner with hiring leader to determine offer details and articulate job offers

Recruiter – Engineering/Manufacturing

• Own and drive recruiting strategy
• Partner closely with hiring leaders to deeply understand business needs, team dynamics, and future talent gaps
• Build and execute targeted sourcing strategies using market insights, competitive intelligence, and creative outreach techniques
• Lead searches for hard-to-fill and strategic roles across multiple disciplines and leadership levels
• Elevate candidate experience & employer brand
• Serve as a brand ambassador—articulating what makes Badger Meter a compelling place to build a career
• Engage and nurture both active and passive candidates through a thoughtful, high-touch experience
• Ensure a seamless and professional process from first contact through offer acceptance
• Deliver high-impact hiring outcomes
• Conduct structured screens to evaluate skills, experience, and culture alignment
• Influence hiring decisions through consultative guidance and data-driven recommendations
• Lead offer development and negotiation in partnership with hiring managers and HR
• Shape and improve TA processes
• Contribute to and lead initiatives aligned to employer branding, candidate experience, and recruiting process improvement
• Stay ahead of talent trends, market conditions, and emerging sourcing strategies to drive continuous improvement
• Mentor and develop junior team members or interns as needed

Senior Talent Acquisition Specialist

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations.
• Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies.
• Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines.
• Keep candidates engaged throughout the process with timely updates on their progress.
• Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations.
• Mentor Recruiters and other team members.

Senior Recruiter – Pharma Sales

• The Consultant is responsible for delivering quality consulting, project management and support services to achieve a high level of customer satisfaction, as an individual contributor or a team member.
• Provide strategic consulting expertise in support of strategic TA / HR project work and across SI partners.
• Follow delivery methodologies appropriate to the project and the consultant’s role and promote industry best practices.
• Deliver high quality execution and completion rates on all client engagements.
• Develop and/or implement effective change management strategies, including communications, testing and training programs.
• Demonstrate the highest level of ethical behavior and personal integrity.
• Engage in positive and pro-active communication with peers and colleagues, building effective relationships within and across the business.
• Provide functional process and design support to understand the current and desired future state of people, process, and technology to deliver strategic recommendations, successful project outcomes, and/or system implementations.
• Gather feedback to accurately assess the business requirements, pain points and gaps facilitating best practice recommendations.
• Remain versatile, effective, and continually seek to deepen consulting skills.
• Contribute to and support a positive team environment.
• Provide and accept feedback while looking for opportunities to help others.
• Contribute to broader business goals by attending, participating and collaborating in all relevant company meetings and initiatives to enable continuing development and understanding of the market landscape.

Strategic Consulting

• 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

Senior Recruiter – R&D

Senior Recruiter – Pharma Ops, Quality

• Serve as strategic owner and administrator of Ashby ATS, including workflows, reporting, automations, integrations, and process governance
• Build and maintain executive recruiting dashboards, funnel analytics, capacity planning models, and operational reporting
• Partner with Talent Acquisition leadership to design scalable recruiting processes supporting rapid organizational growth
• Analyze funnel conversion, sourcing effectiveness, recruiter productivity, pipeline health, and hiring bottlenecks to identify and implement operational improvements
• Develop and maintain recruiting SLAs, process documentation, reporting standards, and operational best practices
• Identify opportunities to improve recruiter efficiency, interview process effectiveness, and hiring manager experience
• Ensure recruiting data integrity, source attribution accuracy, and stage consistency across all recruiting workflows
• Support workforce planning and recruiting capacity forecasting
• Improve operational efficiency across candidate experience, interview workflows, scheduling processes, and reporting accuracy
• Partner cross-functionally with HR, People Operations, Finance, and business leaders on hiring operations initiatives and process improvements

Recruiting Operations Manager

• Teach For America seeks a Managing Director of Recruitment (MDR) – Campaign Lead to lead, coach, and develop a cohort of recruiters
• Serve as a strategic leader, team builder, and performance manager
• Responsible for translating vision into coordinated, measurable impact through others
• Coach and Develop a High-Performing Team of Recruiters
• Establish ambitious and feasible goals aligned to organizational priorities
• Monitor progress toward outcomes and adapt strategy in real time
• Navigate stakeholder relationships and ensure alignment with regional and hub needs

MD, Recruitment – Campaign Lead

• Responsible for Service Excellence throughout the recruitment cycle
• Acts as a brand ambassador for the client
• Partners with hiring managers in a consultative capacity
• Focused on delivering top talent for hiring managers while providing proactive and timely communication on the status of the search
• Expected to stay abreast of industry and market specific information or trends that could impact the search
• Acts as a mentor to Recruiters and team members
• Demonstrates innovation and outside of the box thinking with search techniques
• Complete a detailed job scope conversation with the hiring leader to determine position specifications
• Timely review of applicants who have applied via the applicant tracking system
• Build and deploy effective recruitment marketing campaigns
• Source candidates via resume databases, networking sites, social media channels, and deep web sourcing techniques
• Generate targeted lists of passive candidates
• Solicit and pursue referrals from business networks or internal referrals
• Utilize proprietary software for mobile and email campaigning to talent communities
• Prepare candidates for interviews, ensuring timely updates concerning application status
• Conduct professional and thoughtful phone interviews
• Compare candidate phone interview notes and skills assessments with requisition specifications
• Issue skills testing as needed and evaluate results
• Keep candidates engaged throughout the process.
• Continuously build talent pipeline to ensure there are multiple candidates in play at all times
• Keep hiring manager up to date on market changes that would impact the hiring process
• Articulate a job offer and drive for candidate acceptance
• Strict adherence to OFCCP and all other compliance standards
• Provide accurate and regular reporting of recruiting activities
• Identify perceived difficulties with searches and collaborate with leadership and hiring manager as appropriate
• Proactively and regularly communicates the status of each search to the hiring manager
• Other duties as assigned.

Senior Recruiter – LTE, Marketing, Commercial, Pharma

• Own full lifecycle recruiting within U.S. Retail focusing on store leadership to support the growth of our business.
• Partner with hiring managers and HR leaders to identify key requirements, be the expert at assessing talent, and collaborate on hiring recommendations and workforce planning
• Nurture candidate relationships, clearly outline role expectations, speak with passion, actively communicate and be transparent with candidates throughout the process
• Collaborate and participate with HR and other areas of the business on recruiting, operations, and any other related projects, initiatives, deliverables, and other responsibilities as assigned
• Work in partnership with the business to understand their needs, create the recruitment strategy (inclusive of a diverse slate of candidates), identify challenges and determine solutions
• Utilize social media, CRM, networking sites, ATS, organizations and other sources to find and attract talent
• Own the full lifecycle recruiting, including sourcing, attracting and screening candidates, developing short/long-term pipelines, closing candidates and everything in between

• Support recruiting efforts across multiple talent segments, including office/professional, intern/early talent, and production/hourly roles.
• Engage Hiring Manager and HR Business Partner in effective kickoff sessions to establish and prioritize job requirements.
• Drive the recruitment process by setting clear expectations and delivering on commitments.
• Source to attract qualified candidates to meet position requirements.
• Assess and present the hiring teams with a highly qualified candidate slate.
• Advise the hiring team on candidate assessment, selection, and delivering an exceptional experience.
• Develop and negotiate competitive offers, and manage jobs in Workday.

Talent Acquisition Partner

Senior Recruiter – Pharmaceutical Sales, Marketing

Senior Recruiter – Engineering, LTE

• Lead full-cycle recruiting for executive, strategic, and business-critical roles, including sourcing, screening, interviewing, candidate management, and offer negotiation
• Serve as the primary executive recruiter for senior leadership and high-impact strategic hiring across Nava
• Partner with executives, Practice leaders, and hiring stakeholders to define talent needs and align hiring strategies with business priorities
• Build and maintain long-term pipelines of executive and strategic talent for future hiring needs
• Conduct talent mapping across target markets, competitors, and industries to identify top talent, emerging skill sets, and hiring trends
• Proactively identify and engage passive executive and specialized talent before requisitions open
• Support confidential executive and leadership searches with strong discretion and candidate stewardship
• Deliver market intelligence and talent insights, including compensation trends, competitor activity, talent availability, and hiring risks
• Act as a strategic advisor to hiring leaders by translating market insights into proactive hiring recommendations
• Build trust with stakeholders through strong communication, transparent partnership, and high-touch executive search support
• Maintain accurate candidate, pipeline, and market data within ATS and sourcing systems
• Continuously improve sourcing strategies, executive hiring readiness, and pipeline quality
• Ensure hiring practices align with Nava’s values and commitment to inclusive, equitable hiring

Talent Acquisition Partner – Strategic Hiring, Executive Recruiter

• Lead the operational strategy and day-to-day execution of Nava’s talent acquisition pipeline across sourcing, coordination, and recruiting support functions
• Manage and develop a team of Coordinators, and Sourcers, driving accountability, clarity, and strong performance across pipeline operations
• Oversee end-to-end pipeline health, ensuring candidate flow is efficient, consistent, and aligned to hiring priorities
• Build and protect interviewer capacity by improving interview planning, scheduling workflows, and stakeholder readiness
• Improve time-to-fill by strengthening pipeline readiness, workflow efficiency, and recruiting support operations
• Drive operational rigor across scheduling, sourcing support, candidate movement, reporting, and process execution
• Partner closely with Talent Partners, talent leaders, Staffing, and hiring leaders to align pipeline operations with hiring forecasts and business priorities
• Translate recruiting data into actionable insights and operational improvements that improve hiring outcomes
• Build scalable systems, workflows, and process standards that improve efficiency, consistency, and candidate experience
• Ensure recruiting support functions deliver a high-quality experience for candidates, interviewers, recruiters, and hiring managers
• Continuously improve talent acquisition operations through process design, systems thinking, and operational problem-solving

Talent Acquisition Pipeline Manager

• Oversee and completely own the end-to-end recruiting function for UMass Global, including requisition intake, job posting oversight, sourcing strategy, applicant review, screening, interview coordination, offer development, and candidate experience management.
• Serve as the primary recruiter, managing a requisition load average of 20-25 positions.
• Conduct intake meetings with hiring managers, reviewing role requirements, timelines, and candidate evaluation practices.
• Review applications and screen candidates to assess qualifications, experience, and alignment with position requirements; present qualified candidates and recommendations to hiring managers.
• Recommend new hire offer amounts within hiring range using established guidelines; seek approval for offers and communicate the University's compensation and benefits package to candidates.
• Manage and improve candidate experience throughout the full hiring lifecycle, maintaining clear communication and a high standard of responsiveness and professionalism.
• Communicate and report recruiting data to relevant stakeholders, including time-to-fill, source effectiveness, pipeline conversion, offer acceptance rate, and diversity-related metrics.
• Utilize professional social media platforms, including LinkedIn, to proactively source candidates, build talent pipelines, and promote job opportunities and the UMass Global employer brand.
• Partner with University Marketing to plan and coordinate recruiting-related content on institutional social media channels (e.g., Facebook, Instagram), ensuring consistent messaging and appropriate branding for open positions and hiring campaigns.
• Administer pre-employment onboarding activities including background check initiation and orientation coordination with HR Operations to close out the hiring process.

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Recruiter

Associate Corporate Recruiter

Senior Corporate Recruiter

Recruiter – Engineering/Manufacturing

Senior Talent Acquisition Specialist

Senior Recruiter – Pharma Sales

Strategic Consulting

Senior Recruiter – Limited Duration/Contract

Senior Recruiter – R&D

Senior Recruiter – Pharma Ops, Quality

Recruiting Operations Manager

MD, Recruitment – Campaign Lead

Senior Recruiter – LTE, Marketing, Commercial, Pharma

Senior Talent Acquisition Specialist

Talent Acquisition Partner

Senior Recruiter – Pharmaceutical Sales, Marketing

Senior Recruiter – Engineering, LTE

Talent Acquisition Partner – Strategic Hiring, Executive Recruiter

Talent Acquisition Pipeline Manager

Talent Acquisition Partner