Camping World Holdings, Inc., headquartered in Lincolnshire, IL, (together with its subsidiaries) is America's largest retailer of RVs and related products and services. Our vision is to build a long-term legacy business that makes RVing fun and easy, and our Camping World and Good Sam brands have been serving RV consumers since 1966.

We strive to build long-term value for our customers, employees, and shareholders by combining a unique and comprehensive assortment of RV products and services with a national network of RV dealerships, service centers and customer support centers along with the industry's most extensive online presence and a highly trained and knowledgeable team of employees serving our customers, the RV lifestyle, and the communities in which we operate. We also believe that our Good Sam organization and family of programs and services uniquely enable us to connect with our customers as stewards of the RV enthusiast community and the RV lifestyle. With RV sales and service locations in 42 states, Camping World has grown to become the prime destinations for everything RV.

Camping World & Good Sam is seeking a driven, innovative Service Technician Recruiter to join our Talent Acquisition team. You will partner with field recruiters and hiring managers in our Fixed Operations function to fill open Service Technician roles, build talent pipelines with top-tier candidates and anticipate hiring needs in an efficient and thoughtful manner. As a Service Technician Recruiter, you will focus on employee and candidate experience, building relationships, and supporting the growing needs of the business. This position will be located in Chicago, IL and will work a hybrid schedule of at least three days/week in the office, and report to the Director, Talent Acquisition.

Responsibilities of a Service Technician Recruiter include:

• Build Service Technician Pipeline: Work with other field recruiters and local Fixed Operations leaders to develop and execute a harmonious recruiting strategy for Service Technicians. Identify new sources of talent to build an evergreen pipeline of current or potential Service Technicians. Conduct thoughtful screening conversations, ensure candidates complete relevant pre-employment assessment tools, and present candidates to Field Recruiters and/or Fixed Operations local leaders with rationale that conveys an understanding of the unique aspects of the role.
• Proactive Recruiting & Sourcing: Think beyond platforms to develop innovative sourcing strategies to create a consistent flow of diverse top-tier Service Technician candidates. Develop deep relationships with field leaders, nearby colleges and trade schools, high schools, and community partners. Leverage reputable platforms appropriate for the role (Indeed, Direct Employers, Community Partnerships, Diversity Sourcing sites, and our ATS). Network and build relationships in the industry and the community to enhance proactive sourcing. Partner with Digital Team on building digital recruitment strategy for service-related positions (e.g., recruiting campaigns, social media recruiting). Strategize with members of Talent Acquisition team and Fixed Operations on the best way to fill open requisitions.
• Vocational/Trade School/High School Recruiting: Develop deep relationships with vocational/trade schools, high schools, and community partners to develop talent pipelines for our Service Technician positions. Hold job fairs in person and virtually to identify candidates for our open positions.
• Candidate Experience: Provide a top notch candidate experience by recognizing that candidates are people first. Regularly stay in touch with candidates throughout the entire process and ensure that whether a candidate receives a position with Camping World or not, that he/she will remain a customer and interested in working for us in the future. Resolves questions and/or issues in a timely manner provides excellent customer service.
• Represent Our Brand: Be a brand advocate with every interaction. Elevate candidate experience by working with the Director, Talent Acquisition and other leaders to identify and execute consistent brand standards. Partner with hiring managers and department leaders to develop accurate, engaging recruiting materials, including job postings. Build strong relationships with the CWTI team to understand how to leverage our Service Technician training program as a recruitment tool that distinguishes our employer brand.
• Deliver Results: Be accountable to key metrics including time to fill, sourcing effectiveness, quality of hires, and hiring manager and candidate satisfaction.

Critical Success Factors:

• Passionate brand advocate
• Proven track record of success in a corporate recruitment environment
• Ability to quickly pivot and re-prioritize tasks based on needs of the business
• Develops clearly defined hiring plans and effectively communicates to all levels
• Demonstrated ability to think differently about recruiting
• Self-motivator and ability to take initiative; relies on experience, relationships, and knowledge of the business in the absence of information
• Creates a sense of urgency and educates team on the importance of process
• Establishes a human connection with employees and candidates to improve company culture and positively impact candidate experience
• Ability to manage multiple tasks simultaneously
• Demonstrates a growth mindset
• Accepts and adapts well to change

Education and Experience:

• Bachelor's degree and/or minimum of 5-7 years of recruiting experience
• Experience in building relationships with trade schools, high schools, and community organizations
• Experience in developing creative and innovative sourcing channels to fill open positions (e.g., virtual job fairs, onsite fairs, campaigns, community partnerships, social media, employee referral programs, etc.)
• Experience in the Automotive, RV, Outdoor, and/or Manufacturing industry is preferred
• Knowledge of HR policies, labor laws, and fair employment practices is a plus
• Ability to prioritize and manage time effectively
• Strong understanding of HR software solutions, including but not limited to: Applicant Tracking Systems (ATS), Human Resources Information System (HRIS), and Human Capital Management (HCM).

Physical Requirements:

• Ability to remain in a stationary position for a prolonged period of time
• Consistently operates a computer and other office machinery
• Willing to spend 50% of the year traveling for business, possibly with short notice
• Ability to lift 15 lbs. in connection with career fairs