Job Title
Recruiter / Talent Acquisition Specialist
Company Overview
[Company Name] is a [industry: technology / healthcare / manufacturing / professional services] company with [X] employees, growing to [X] over the next 12 months. Our talent acquisition team of [X] recruiters manages end-to-end hiring across [X] departments, and we are adding a Recruiter to support [technical hiring / volume hiring / executive search / generalist recruiting].
About the Role
As a Recruiter, you will own the full recruitment lifecycle for [X–X] open requisitions at any given time, partnering closely with hiring managers across [departments: Engineering, Sales, Operations, Marketing]. You will be responsible for sourcing, screening, interviewing, managing offers, and ensuring an exceptional candidate experience from first contact to day one. This role reports to the [Head of Talent / HR Director / People Operations Manager].
Key Responsibilities
- Manage the full recruitment lifecycle for [X–X] active requisitions across [departments / functions]
- Partner with hiring managers to define role requirements, craft compelling job descriptions, and align on interview process and evaluation criteria
- Source candidates proactively through LinkedIn Recruiter, Boolean search, talent communities, employee referrals, and outbound outreach
- Conduct structured phone screens to assess candidate fit on skills, experience, motivation, and cultural alignment
- Coordinate and schedule interview loops with efficiency, ensuring a smooth and respectful candidate experience at every stage
- Manage ATS data hygiene — maintain accurate candidate records, stage movements, and pipeline reporting in [ATS name]
- Extend, negotiate, and close offers in collaboration with HR, Finance, and hiring managers
- Track and report on core TA metrics: time-to-fill, time-to-hire, offer acceptance rate, source of hire, and pipeline conversion rates
- Build and maintain talent pipelines for critical roles through passive candidate nurturing and talent community programs
- Contribute to employer branding initiatives, career page content, and recruitment marketing campaigns
Required Qualifications
- 2–4 years of full-cycle recruiting experience, in-house or agency
- Proficiency with an ATS platform (Treegarden, Greenhouse, Lever, Workday, or equivalent)
- Experience sourcing passive candidates using LinkedIn Recruiter and Boolean search techniques
- Strong interpersonal and communication skills — ability to build trust with candidates and hiring managers equally
- Data-literate — comfortable tracking and presenting TA metrics and adjusting strategy based on pipeline data
- Organized and process-driven — able to manage 10–20 requisitions simultaneously without losing candidate experience quality
Nice to Have
- Experience recruiting for [technical roles: Software Engineers, DevOps, Data Scientists] or [high-volume roles: Sales, Operations, Customer Support]
- Familiarity with sourcing tools beyond LinkedIn: SeekOut, Gem, Fetcher, HireEZ, or GitHub sourcing
- Experience building or optimizing a structured interview program (competency frameworks, scorecards)
- SHRM-CP, PHR, or AIRS certification
What We Offer
- Salary: $65,000–$85,000 based on experience and hiring specialization
- Annual TA conference budget of $1,500 (Talent Connect, SHRM Annual, etc.)
- Full health, dental, and vision benefits; 401(k) with 3% company match
- Remote / hybrid flexibility; home office setup stipend of $750
- Clear career path to Senior Recruiter or Talent Acquisition Manager within 18–24 months
Salary Range
$65,000–$85,000 base (US 2026 benchmark); senior recruiters and TA leads typically earn $85,000–$110,000