Corporate Recruiter - Chicago, IL - RPO Consultant

Manpower

1d•$38 - $43

About The Position

The Talent Acquisition Partner (TAP) is a hands-on recruitment professional responsible for managing full-cycle hiring processes and delivering exceptional experiences to candidates, hiring managers, and clients. The role combines consultative stakeholder engagement, data-driven strategy, and operational excellence. TAPs own requisitions, drive sourcing strategies, and act as trusted advisors to clients. This is a near-site W2 contract focused on sourcing corporate roles for a manufacturer, with occasional visits to the client in the Chicago (Harvey, IL) area.

Requirements

At least 2 years of full-cycle recruitment experience in an agency, RPO, or in-house setting.
Demonstrated success sourcing talent across Engineering, IT, Finance, or Corporate functions.
Willingness to make occasional onsite visits to the client in the Chicago (Harvey, IL) area.
Proficiency with ATS, CRM, and sourcing platforms.
High school diploma.

Nice To Haves

Experience in strategic workforce planning or talent intelligence.
Familiarity with recruitment marketing and employer branding.

Responsibilities

Own and execute full-cycle recruitment processes from intake to offer.
Source, screen, and present qualified candidates using innovative and data-informed strategies.
Ensure compliance with SLAs, KPIs, and client-specific hiring standards.
Partner with sourcing and marketing teams to attract niche and high-demand talent.
Serve as the primary point of contact for stakeholders in a designated function or business area.
Build trusted relationships with hiring managers and HR partners, providing guidance on workforce planning, market insights, and talent strategy.
Provide market intelligence, salary benchmarking, and competitor insights to support hiring decisions.
Advise on talent trends and pipeline development to address current and future workforce needs.
Build consultative relationships with client stakeholders to influence recruitment outcomes.
Deliver a positive candidate experience through transparent communication and support.
Schedule regular client check-ins to review recruitment progress, address challenges, and align on priorities.
Engage and manage third-party suppliers when needed, track supplier performance, and ensure quality checks and processes are followed.
Analyze recruitment metrics and conduct root cause analysis to improve delivery.
Present recruitment performance data, metrics, and insights within the assigned function or business area.
Implement lean practices and continuous improvement initiatives.
Collaborate with internal teams to align recruitment strategies with business goals.
Stay informed about industry trends and labor market dynamics, and share insights and recommendations with clients and internal teams.
Attend industry events to promote the employer brand and expand talent networks.