Recruiter- High Volume

Veridian Service Partners•Dallas, TX

About The Position

Are you a high-energy recruiter who thrives in a fast-paced environment? Do you treat recruiting like a high-stakes sales process? We are looking for a High-Volume Recruiter to join our team and drive the engine of our growth. In this role, you aren’t just "filling seats"—aged pipelines don’t stand a chance against you. You will be responsible for managing your req load as we continue to grow, focusing on sectors like Sales, Marketing, Call Center, and Production. If you are motivated by metrics, love the "thrill of the hunt," and can close candidates faster than most people can check their email, we want to talk to you!

Requirements

The Experience: 2+ years of experience in high-volume recruiting (agency experience or staffing for sales/manufacturing/logistics is a major plus).
The Mindset: You view recruiting as a sales function. You are comfortable with cold calling, objection handling, and "closing" the candidate on the opportunity.
Technical Speed: Proficiency with ATS platforms (e.g., Rippling, Greenhouse, Lever, Workday) and a wizard-like ability to navigate LinkedIn Recruiter and Indeed.
Resilience: You don’t get discouraged by "no" or ghosting; you simply move on to the next lead.
Communication: Sharp, persuasive verbal and written communication skills.

Responsibilities

Execute Full-Cycle Recruiting: Manage a revolving door of 30+ open requisitions, moving candidates from "applied" to "onboarded" with lightning speed.
Sales-Minded Sourcing: Treat every job post like a sales pitch. Use cold calling, social selling, and creative outreach to find passive talent in the production and sales sectors.
High-Velocity Screening: Conduct 15–20 phone screens per day, quickly identifying top-tier talent while maintaining a stellar candidate experience.
KPI Ownership: Hit (and exceed) weekly and monthly targets for submittals, interviews, and successful hires.
Pipeline Management: Build a "bench" of ready-to-work talent.
Hiring Manager Partnership: Work closely with leaders to understand the "DNA" of a successful hire and adjust your pitch accordingly. Work toward hiring decisions quickly after the conclusion of interviews.
Candidate Relationship and Follow Up: No candidate will be untouched for more than 24 business hours. They will know exactly where they stand, all the time.