Corporate Recruiter

Intro / Job Brief

A Corporate Recruiter is a professional who works to identify, attract, and hire qualified candidates for open positions by collaborating with hiring managers to develop job descriptions, post job ads, review applications, conduct interviews, and manage the overall recruitment process to ensure the company acquires top talent. This person will make a great first impression on potential hires from the quality of the job post to the professionalism of the interview process. The Corporate Recruiter reports to the COO. This position may include some travel.

Responsibilities

• Talent Relationship Building: Maintain relationships with potential candidates, build a talent pipeline, and very proactively identify candidates for future hiring needs. This work will often be in conjunction with the CEO, COO, and various company Directors.
• Job Posting and Sourcing: Develop detailed job descriptions for approval by the COO, post open positions on various platforms, and actively search for potential candidates through networking, job boards, and social media.
• Candidate Screening: Review resumes and applications to identify qualified candidates, conduct initial phone screens, and assess candidate fit based on skills and experience.
• Interview Coordination: Schedule interviews with hiring managers, prepare interview questions, and facilitate the interview process.
• Candidate Evaluation: Provide feedback to hiring managers on candidate strengths and weaknesses, help with decision-making, and present top candidates for final selection.
• Onboarding Support: Coordinate with HR Manager and Hiring Manager to handoff the selected candidate for engagement, onboarding, and training.
• Metrics and Reporting: Review and present to Executive Leadership recruitment metrics like time-to-hire, candidate quality, and hiring costs to measure recruitment effectiveness.

Qualifications

• 3 - 5 years of progressive responsibility in recruiting with a proven track record of networking and sourcing high quality candidates with a strong retention rate.
• Strong communication and interpersonal skills.
• Excellent sourcing and recruiting strategies to identify top talent.
• Proficiency in Applicant Tracking Systems (ATS) and recruitment tools.
• Understanding of labor laws and employment regulations.
• Ability to prioritize and manage multiple recruitment projects simultaneously.
• Experience in construction, law, and / or executive recruitment is preferred.

KPIs

• Retention Rate
• Interview to Offer %
• Time to Hire