What are the responsibilities and job description for the Recruiter position at CSS?
The Corporate Recruiter supports full‑cycle hiring for a 300‑person government contractor, executing strategic recruiting activities that contribute to contract performance, organizational growth, cleared talent acquisition, and compliance with federal contractor requirements. This role manages sourcing, screening, interviewing, and offer coordination while strengthening employer branding and ensuring OFCCP‑compliant hiring practices. The Recruiter collaborates closely with hiring managers and HR leadership to support workforce planning and high‑quality candidate experiences.
Key Responsibilities
Talent Strategy & Workforce Planning
Execute talent acquisition activities aligned with company growth, contract requirements, and multi‑state workforce needs.
Partner with HR and program leadership to understand hiring forecasts for prime and subcontractor roles, including cleared and specialized positions.
Stay informed on industry and GovCon hiring trends to help maintain competitive recruiting practices.
Full‑Cycle Recruitment
Manage end-to-end recruitment for technical, scientific, administrative, operational, and leadership support roles.
Conduct sourcing, screening, interviewing, candidate communication, offer coordination, and onboarding handoff.
Ensure timely requisition management and a positive candidate experience throughout the hiring process.
GovCon Compliance & Process Execution
Follow all OFCCP, EEO, VEVRAA, Section 503, FAR, DFARS, E‑Verify, and federal contractor documentation requirements.
Maintain accurate applicant flow logs, disposition codes, outreach documentation, and audit-ready recruiting records.
Support HR leadership with AAP data, ATS accuracy, and compliance reporting needs.
Sourcing & Pipeline Development
Build and maintain pipelines for cleared, hard‑to‑fill, and contract‑specific skill sets.
Use job boards, GovCon recruiting tools (iHire, iCIMS, GovConPay/iSolved ATS), referrals, social media, and professional networks to identify candidates.
Conduct proactive outreach and engagement to strengthen talent availability for upcoming roles.
Employer Branding & Candidate Experience
Support recruitment marketing efforts, including social media outreach and participation in career fairs, conferences, and industry events.
Partner with marketing/communications to ensure hiring materials reflect company culture and values.
Hiring Manager & Stakeholder Partnership
Collaborate with hiring managers to clarify job requirements, interview expectations, and selection criteria.
Provide guidance on interviewing best practices and compliance considerations.
Share labor market insights, workforce trends, and competitive intelligence when helpful.
Recruiting Operations & Reporting
Track key recruiting metrics such as time to fill, pipeline strength, and candidate source effectiveness.
Assist in generating regular recruiting updates and dashboards for leadership.
Help optimize ATS workflows, sourcing tools, templates, and standard recruiting procedures.
Key Responsibilities
Talent Strategy & Workforce Planning
Execute talent acquisition activities aligned with company growth, contract requirements, and multi‑state workforce needs.
Partner with HR and program leadership to understand hiring forecasts for prime and subcontractor roles, including cleared and specialized positions.
Stay informed on industry and GovCon hiring trends to help maintain competitive recruiting practices.
Full‑Cycle Recruitment
Manage end-to-end recruitment for technical, scientific, administrative, operational, and leadership support roles.
Conduct sourcing, screening, interviewing, candidate communication, offer coordination, and onboarding handoff.
Ensure timely requisition management and a positive candidate experience throughout the hiring process.
GovCon Compliance & Process Execution
Follow all OFCCP, EEO, VEVRAA, Section 503, FAR, DFARS, E‑Verify, and federal contractor documentation requirements.
Maintain accurate applicant flow logs, disposition codes, outreach documentation, and audit-ready recruiting records.
Support HR leadership with AAP data, ATS accuracy, and compliance reporting needs.
Sourcing & Pipeline Development
Build and maintain pipelines for cleared, hard‑to‑fill, and contract‑specific skill sets.
Use job boards, GovCon recruiting tools (iHire, iCIMS, GovConPay/iSolved ATS), referrals, social media, and professional networks to identify candidates.
Conduct proactive outreach and engagement to strengthen talent availability for upcoming roles.
Employer Branding & Candidate Experience
Support recruitment marketing efforts, including social media outreach and participation in career fairs, conferences, and industry events.
Partner with marketing/communications to ensure hiring materials reflect company culture and values.
Hiring Manager & Stakeholder Partnership
Collaborate with hiring managers to clarify job requirements, interview expectations, and selection criteria.
Provide guidance on interviewing best practices and compliance considerations.
Share labor market insights, workforce trends, and competitive intelligence when helpful.
Recruiting Operations & Reporting
Track key recruiting metrics such as time to fill, pipeline strength, and candidate source effectiveness.
Assist in generating regular recruiting updates and dashboards for leadership.
Help optimize ATS workflows, sourcing tools, templates, and standard recruiting procedures.