Recruiting Researcher

Role Overview (JD-Aligned):
Contract Recruiting Researcher to support Corporate Functions due to upcoming parental leave coverage. This role partners closely with recruiters and hiring managers to research markets, build pipelines, screen candidates, and guide hiring decisions across Talent, Finance, Operations, and adjacent functions.
The role is hands-on and execution-heavy, with researchers carrying a meaningful portion of the recruiting lifecycle.

Team & Structure

• Hiring Manager: (LA-based)
• Manager supports recruiting for Finance, Operations, and HR (including CFO & HRO orgs in Canada)
• TA team size: ~10 total
• ~8 based in the LA region
• Researchers are paired with recruiters
• Recruiters manage deeper hiring manager relationships and offer.
• Researchers “paint the market picture,” run screens, and make recommendations

Ideal Candidate Profile
Core themes:

• Strong corporate function recruiting experience
• Comfortable pivoting between very different profiles (e.g., Security → HR → Finance)
• Able to translate market realities to hiring managers (pros/cons, tradeoffs)
• Confident giving feedback and influencing decisions, even if not the final approver

Background considerations:

• Agency experience is not required
• What matters more:
• Exposure to different hiring models
• Having lived through good and bad hires
• Strong judgment and learning mindset
• Startup experience is a nice-to-have, not mandatory

Day-to-Day Responsibilities (Reality of the Role)

• Heavy emphasis on research, market mapping, and profile definition
• Hiring managers often come to researchers to:
• Understand the market
• Sense-check role expectations
• Narrow the ideal candidate profile
• Researchers:
• Join hiring manager syncs
• Conduct outreach
• Run initial screens
• Decide who advances through early stages
• After second-round interviews, recruiters typically take over through offer

This is not a passive sourcing-only role — researchers carry a large portion of the recruiting function.

Sourcing Mix & Volume

• Supports ~40–45 hires per year
• Rough split:
• ~50% sourced candidates
• ~50% inbound applicants and referrals
• Channels include:
• Outbound sourcing
• ATS/database review
• Referrals
• Focus is quality over volume
• Outreach volume matters less than results

Metrics for Success

• 10–15 screens per week
• 10–12 hires per quarter
• Offer acceptance rates are historically high
• Success is measured on outcomes, not raw outreach numbers

Tools & Systems

• LinkedIn Recruiter complex Boolean → critical
• ATS experience important (Greenhouse, Taleo, etc.)
• Eightfold is new internally
• Prior experience is a plus, not required
• Ability to learn systems quickly is key

Work Model & Onsite Expectations

• Hybrid preferred: 1–2 days onsite per week
• Sitting with the team is strongly encouraged, especially for onboarding
• Most of the team is onsite Tuesday–Thursday
• Fridays tend to be quieter
• Schedule flexibility is important to partner effectively with senior recruiters

Interview Process & Timing

• Likely initial screen with Manager
• Sourcing assessment expected (possibly live)
• Upcoming holiday slowdown:
• Org largely offline from ~Dec 22 – early Jan
• Screens may still happen during this time
• Panel interviews likely post-holiday
• Overall interview flow is flexible

Key Takeaway for Sourcing
Client is looking for a true Recruiting Researcher partner — someone who:

• Understands corporate functions deeply
• Can research, map, screen, and advise
• Is comfortable owning early-stage hiring decisions
• Operates with autonomy, judgment, and curiosity