Non Technical Sourcing Recruiter

Aston Carter•Seattle, WA

5d•$50 - $50•Onsite

About The Position

Hiring a Recruiter II to lead high-volume talent acquisition efforts and sustain a strong pipeline of qualified candidates for critical roles. You will manage approximately 25 active requisitions at a time, focusing on proactive sourcing, full-cycle recruiting, and close partnership with hiring managers to meet defined hiring metrics and deliver an excellent candidate experience.

Requirements

At least 3 years of sourcing or recruiting experience, ideally in a fast-paced or high-volume environment.
Proven success meeting or exceeding recruiting KPIs such as offers per month and time-to-fill.
Hands-on experience with full-cycle recruiting, from sourcing through offer stage.
Proficiency using applicant tracking systems (ATS) to manage candidates and requisitions.
Strong sourcing skills across multiple platforms, including expertise with Boolean search and passive-candidate outreach.
Excellent written and verbal communication skills for effective candidate and stakeholder interactions.
Strong stakeholder-management skills with the ability to build trust and alignment with hiring managers.
Ability to prioritize and manage a workload of approximately 25 concurrent openings while maintaining quality and timeliness.
Comfort working in a metrics-driven environment and using data to guide recruiting strategies.

Nice To Haves

Experience recruiting in a fast-paced, high-volume corporate or agency setting.
Demonstrated ability to deliver a strong candidate experience while working under tight deadlines.
Proactive, resourceful approach to sourcing and problem-solving in talent acquisition.
Ability to adapt to changing priorities and business needs while maintaining consistent performance.

Responsibilities

Source, engage, and qualify candidates across multiple business functions to maintain a consistent pipeline of talent.
Manage approximately 25 concurrent requisitions, prioritizing workload to meet business needs and hiring timelines.
Execute full-cycle recruiting, including sourcing, screening, interviewing coordination, feedback collection, and offer facilitation.
Leverage applicant tracking systems (ATS) to track candidates, update requisitions, and maintain accurate and timely records.
Use a strong sourcing toolkit, including Boolean search and multi-platform outreach, to identify and attract passive and active candidates.
Partner closely with hiring managers to understand role requirements, align on candidate profiles, and provide regular updates on search progress.
Drive candidate engagement through timely communication, clear expectations, and a positive, professional experience at each stage of the process.
Work toward achieving an average of 5 offers per month and maintaining an average 45-day time-to-fill across assigned requisitions.
Monitor and report on key recruiting metrics, using data to inform search strategies and continuously improve results.
Thrive in a metrics-driven, high-volume recruiting environment, adapting quickly to changing priorities and business needs.