Corporate Recruiter

Job Type

Full-time

Description

Position Summary

The Corporate Recruiter plays a key role in attracting and hiring top talent who align with Bank of Ann Arbor’s values, culture, and service mindset. This position manages the full-cycle recruiting process across the organization, partnering closely with hiring managers to identify talent needs and deliver a thoughtful, high-touch candidate experience reflective of our community-focused approach.

Key Responsibilities

Full-Cycle Recruiting

• Manage the complete recruitment lifecycle for exempt and non-exempt roles, including retail banking, operations, lending, and corporate positions.
• Partner with hiring managers to understand position requirements, team dynamics, and hiring priorities.
• Develop effective sourcing strategies using job boards, LinkedIn Recruiter, employee referrals, networking, and community outreach.
• Screen resumes, conduct initial interviews, and coordinate interview processes.
• Facilitate candidate evaluations and provide hiring recommendations aligned with organizational needs.
  
  

Candidate Experience & Employer Branding

• Deliver a professional, welcoming, and responsive candidate experience from first contact through offer acceptance.
• Serve as a brand ambassador for Bank of Ann Arbor, clearly communicating our mission, culture, and commitment to community.
• Support recruiting events and community outreach initiatives as needed.
  
  

Pre-Boarding & New Hire Preparation

• Coordinate pre-hire paperwork (offer letters, I-9, W-4, background checks, policy acknowledgments)
• Ensure all onboarding documentation is completed accurately and on time.
• Serve as the primary point of contact for new hires prior to their start date.
• Prepare welcome communications, onboarding schedules, and first-day instructions.
  
  

Orientation & First-Day Experience

• Plan and deliver new hire orientation sessions (in-person).
• Introducing company culture, mission, values, policies, and organizational structure.
• Facilitate introductions with key stakeholders and departments.
• Ensure a positive, welcoming, and well-organized first-day experience.
  
  

Systems, Access & Equipment Coordination

• Partner with IT, facilities, and security to ensure:
• System access and credentials are ready on day one
• Equipment (laptops, badges, phones) is ordered and configured
• Workspace or remote setup is prepared
• Troubleshoot access or setup issues for new employees
  
  

Training & Integration Support

• Coordinate role-specific and compliance training (e.g., LMS assignments)
• Track completion of required training and certifications.
• Support managers in executing onboarding plans and 30-/60-/90-day check-ins.
• Help new hires understand expectations, workflows, and performance standards.
  
  

Compliance & Documentation

• Maintain accurate onboarding records in HRIS systems.
• Ensure onboarding processes comply with employment laws and internal policies.
• Audit files for completeness and data accuracy.
• Support internal or external audits related to hiring and onboarding.
  
  

Employee Experience & Engagement

• Act as a trusted resource for new hires during their first months.
• Conduct onboarding check-ins and collect feedback.
• Identify onboarding pain points and recommend improvements.
• Promote engagement, inclusion, and early connection to company culture.
  
  

Process Improvement & Reporting

• Continuously evaluate onboarding effectiveness and efficiency.
• Develop and update onboarding materials, templates, and workflows.
• Track onboarding metrics (time-to-productivity, completion rates, early turnover).
• Collaborate with HR leadership to improve retention and employee experience.
  
  

Compliance & Process Excellence

• Ensure all recruiting activities comply with applicable employment laws and regulations, including EEO and fair hiring practices.
• Maintain accurate documentation and candidate records in the applicant tracking system.
• Coordinate background checks, reference checks, and pre-employment screenings.
• Partner with HR team members to support onboarding and new hire orientation.
  
  

Metrics & Continuous Improvement

• Track recruiting metrics such as time-to-fill, source effectiveness, and candidate pipeline health.
• Identify opportunities to improve recruiting processes, tools, and candidate engagement.
• Stay current on labor market trends, recruiting best practices, and industry developments.
  
  

Requirements

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 3 years of recruiting or talent acquisition experience, preferably in a corporate or financial services environment.
• Experience managing multiple requisitions simultaneously.
  
  

Skills & Competencies

• Strong interpersonal and relationship-building skills.
• Excellent interviewing, communication, and organizational abilities.
• Working knowledge of employment laws and recruiting compliance requirements.
• Proficiency with applicant tracking systems, LinkedIn Recruiter, and Microsoft Office.
• High level of professionalism, discretion, and attention to detail.
• Ability to work collaboratively in a team-oriented environment.
  
  

Preferred Qualifications

• Experience recruiting within banking or other regulated industries.
• SHRM or HRCI certification.
• Familiarity with community-based recruiting and employer branding.
  
  

Why Join Bank of Ann Arbor

• Competitive compensation and comprehensive benefits.
• Supportive, collaborative workplace culture.
• Opportunities for professional growth and development.
• Meaningful work that supports our clients and local communities.