High Volume Recruiter

Group 1 Automotive, Inc.•Boston, MA

2d•$95,000 - $111,000•Hybrid

About The Position

Group 1 Automotive is hiring a market-embedded, full-cycle Talent Acquisition Partner to lead recruiting efforts in an assigned market or region. This individual contributor role partners with business leaders to modernize hiring practices, support adoption of new processes, and provide a high-touch recruitment experience to candidates and hiring leaders. The recruiter develops complex market hiring strategies, influences store leadership, and improves hiring outcomes through sourcing, pipeline development, data-informed decisions, and consistent process execution. The role requires travel up to 50% and follows a hybrid schedule of four days in the office and one day working from home.

Requirements

At least 5 years of full-cycle high-volume recruiting experience.
Ability to manage 50 or more requisitions at a time through strong time management and recruiting skills.
Advanced sourcing skills, including Boolean search, talent mapping, passive outreach, and competitive market research.
Strength in building pipelines through colleges, technical schools, and military installations.
Strong relationship management skills and demonstrated success driving hiring process change, influencing leaders, and building adoption in environments with varying readiness.
Skill in data storytelling.
Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards.
Ability to travel up to 50% of the time.

Nice To Haves

Experience supporting multiple dealership locations (15 or more locations) is preferred.
Experience supporting 15 or more stores in a market is strongly preferred.

Responsibilities

Serve as the dedicated Talent Acquisition partner for a defined market or region with varying business needs, adoption levels, and hiring maturity.
Develop and execute complex market hiring strategies as a self-driven individual contributor.
Lead process adoption and change management by building relationships with market leadership and serving as a strategic advisor.
Influence hiring behavior through data discussions, talent insights, and performance metrics.
Own the end-to-end hiring process from intake through pre-boarding handoff to HR Shared Services, while delivering a consistent candidate experience.
Build and maintain pipelines for high-impact roles and reduce reliance on inbound applicants through multichannel sourcing, referrals, community partnerships, events, and relationships with local schools and trade programs.
Conduct bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals.
Review hiring metrics, funnel performance, and aging roles, and consult store leaders on action plans and bottlenecks.
Meet or exceed department KPIs, including time to fill, applicant cycle time, funnel metrics, and requisition fill rates.