High Volume Recruiter

Cordant Health Solutions•Indianapolis, IN

2d•Onsite

About The Position

Cordant Health Solutions is hiring a Recruiter to fill many hourly and entry-level roles quickly without sacrificing candidate quality. This position is on-site at our laboratory in Indianapolis. You will own about 20 + open requisitions at a time across multiple laboratories and field positions in multiple states. This role suits someone who likes a fast pace, who is highly organized, and treats every candidate like a future customer. You will work closely with hiring managers, run hiring events, and use data to keep the pipeline moving.

Requirements

2+ years of full-cycle recruiting, with at least 1 year in high-volume or hourly hiring (agency, RPO, or in-house).
Track record of filling 25+ roles per month.
Hands-on experience with an ATS such as Paycom.
Strong phone and written communication; comfortable texting and calling candidates all day.
Ability to juggle many requisitions and deadlines without dropping follow-ups.
Working knowledge of fair hiring practices and employment law basics (EEO, I-9, background check rules).
Experience running hiring events or job fairs
Bachelor’s degree in related field or equivalent experience

Nice To Haves

Familiarity with recruiting automation, chatbots, or text recruiting tools.
Bilingual in English and Spanish
Familiarity with Paycom is a big plus!

Responsibilities

Manage the full recruiting cycle for 20+ concurrent requisitions, from intake to start date.
Source candidates through job boards, social media, referrals, text campaigns, and community partners.
Screen approximately 60 candidates per week by phone, video, or text, and move qualified applicants forward within 24–48 hours.
Plan and run on-site and virtual hiring events, job fairs, and same-day interview days.
Schedule interviews, extend offers, and coordinate background checks, drug screens, and onboarding paperwork.
Develop relationships with local universities and other sources such as Chambers of Commerce.
Keep the applicant tracking system (ATS) accurate and current so reporting stays reliable.
Hold weekly pipeline check-ins with hiring managers and adjust sourcing if a role falls behind.
Track funnel metrics (applicants, screens, offers, starts, early turnover) and flag bottlenecks.
Write and refresh job postings to improve response rates.
Give every candidate timely, respectful communication, including those not selected.