Recruiter 2

Aston Carter•Seattle, WA

8d•$50 - $50•Onsite

About The Position

This role focuses on high-volume sourcing and recruiting across a wide range of job families, including technical and non-technical positions. You recruit, interview, check references, make offers, and support onboarding activities for new employees, while also conducting exit interviews and processing changes in employee status. You operate in an agile, data-driven environment, pivoting quickly to support areas of highest demand and partnering closely with recruiting peers and hiring stakeholders. The position offers the opportunity to contribute to an experimental project designed to create a flexible recruiting workforce that can be rapidly deployed where hiring needs are most critical.

Requirements

Bachelor’s degree (BA) or equivalent education.
3–5 years of experience in recruiting, talent acquisition, or a closely related field.
Proven experience in passive candidate recruiting, including proactively identifying, engaging, and converting passive and niche candidates.
Demonstrated success filling niche roles without relying solely on incoming applications.
Ability to pivot quickly between technical and non-technical recruiting, including experience with technical sourcing.
Experience in talent acquisition and full-cycle recruiting, including sourcing, screening, and offer processes.
Proficiency using applicant tracking systems (ATS) to manage candidates and requisitions.
Strong Excel skills for tracking, reporting, and analyzing recruiting data and metrics.
Strong communication skills, both verbal and written, with the ability to interact effectively with candidates, peers, and leadership.
Familiarity with a variety of recruiting concepts, practices, and procedures, and the ability to apply them in a fast-paced environment.
Ability to rely on experience and judgment to plan and accomplish goals, with a high degree of creativity and latitude.
Comfort working in a metrics-driven environment with weekly and monthly targets.

Nice To Haves

Experience recruiting within technology companies or large enterprises, including Fortune 500 organizations.
Background in either corporate recruiting or agency recruiting; both are considered valuable.
Experience sourcing for corporate and technical roles, particularly in high-growth or high-volume settings.
Prior experience as a recruiter within similar large-scale or highly structured organizations.
Experience working on experimental or agile recruiting projects where priorities shift frequently.
Ability to collaborate effectively with recruiting management and cross-functional stakeholders.
Experience leading or directing the work of other team members in a recruiting context.

Responsibilities

Recruit and source candidates for a variety of roles, including non-technical positions, hardware roles, data engineers, and software development engineers.
Focus on top-of-funnel recruiting activities, including proactive outreach to passive candidates and building strong talent pipelines.
Conduct candidate reach-outs through multiple channels to attract passive and niche talent rather than relying solely on inbound applications.
Perform phone screens to assess candidate qualifications, interest, and fit for open roles.
Coordinate and set up assessments and business phone screens with hiring teams and stakeholders.
Prepare candidates for interviews by providing guidance on the process, expectations, and timelines.
Conduct interviews, check references, make offers, and support orientation activities for new employees as needed.
Perform exit interviews and process changes in employee status in alignment with internal policies and procedures.
Use applicant tracking systems (ATS) and Excel to track candidates, maintain accurate data, and generate reports.
Produce regular reports and metrics on recruiting activities, performance, and progress toward weekly and monthly targets.
Meet regularly with recruiting peers and the manager to align on priorities, share updates, and refine sourcing strategies.
Collaborate with recruiting management and hiring teams in the business units you support to understand hiring needs and timelines.
Pivot quickly between technical and non-technical recruiting needs, adjusting focus based on changing business priorities.
Contribute to an agile recruiting model by deploying your skills to job families and demand pockets that are least likely to be filled within required timeframes.
Lead and direct the work of others when needed, drawing on extensive experience and judgment to plan and accomplish goals.
Participate in recruiter ramp training and complete onboarding activities to become proficient in internal tools, processes, and expectations.
Consistently meet or exceed weekly and monthly performance metrics and productivity goals.