Recruiter Contractor

Job Summary
The Talent Acquisition Partner is responsible for managing the full recruitment lifecycle, focusing on both high-volume hiring and hard-to-fill, specialized positions. This role plays a key part in attracting, engaging, and hiring top talent to meet business needs.

Role & Responsibilities

• Promote open positions through the company's career site and a variety of job boards.

• Source candidates using social media platforms, resume databases, Boolean search techniques, professional networks, and industry connections.

• Engage both active and passive candidates, connecting them with suitable internal opportunities.

• Conduct pre-screenings via phone, video, and/or in-person interviews.

• Evaluate applicants and present the most qualified candidates to hiring managers for review.

• Schedule interviews with hiring managers and relevant stakeholders.

• Anticipate upcoming hiring needs and proactively build pools of passive candidates.

• Partner with hiring managers to identify recruitment priorities, candidate qualifications, and assist with drafting job descriptions and sourcing strategies.

• Ensure interview panels are well-prepared and aligned during the interview process.

• Collaborate with hiring managers to develop competency-based interview questions for consistency and quality.

• Work closely with business leaders to design effective recruiting approaches and set realistic expectations regarding timelines, compensation, candidate quality, and market conditions.

• Maintain consistent communication with candidates, managing expectations and ensuring a positive experience throughout the hiring process.

• Conduct research to assess candidate perceptions and talent market trends.

• Create and utilize templates for recruitment communications, including acknowledgment emails, interview requests, rejection notices, and offer letters.

• Promote inclusive and equitable hiring practices.

Talent Acquisition Partner Focus

• Collaborate with hiring managers to understand immediate and long-term staffing needs.

• Proactively source and forecast candidate pipelines to support high-volume hiring initiatives.

• Provide insights and recommendations on market trends, available talent, and recruitment strategies to improve efficiency and hiring outcomes.

• Ensure timely, professional communication with both candidates and hiring managers throughout the recruitment process.

• Build strong relationships with candidates and support them through the onboarding process.

Stakeholder Collaboration

• Partner with HR teams to coordinate hiring and onboarding processes.

• Share market insights and hiring trends with managers to guide staffing strategies.

• Maintain regular communication with hiring managers to provide updates and manage expectations on hiring status.

Talent Sourcing

• Identify effective candidate sources, including job boards, referrals, and social media.

• Screen and qualify candidates before presenting them to hiring managers.

• Coordinate interviews, job offers, and start dates in partnership with hiring teams.

Goal and Metric Driven

• Maintain activity levels to ensure a consistent and strong candidate pipeline.

• Meet weekly, monthly, quarterly, and annual recruitment goals.

• Accurately document and track all recruiting activities within the Applicant Tracking System or other designated tools.

• Use data insights to guide decision-making and manage performance.