Recruiter I

Aston Carter•Arlington, VA

1d•Onsite

About The Position

This Sourcing Recruiter role focuses on identifying, engaging, and delivering top-tier technical and sales talent for a high-growth start-up organization, with a strong emphasis on Business Operations and Strategy functions. You will support go-to-market teams by sourcing Solution Architects, early-career demand generation sales representatives, and Account Managers, while partnering closely with recruiters and hiring managers to build high-quality talent pipelines in a fast-paced, high-visibility environment.

Requirements

Proven experience in recruiting and talent acquisition, with a foundation in technical recruiting and sales recruiting.
Demonstrated experience sourcing and recruiting Solution Architects, early-career demand generation sales representatives, and Account Managers.
Strong proficiency with Boolean search techniques to identify and engage passive and active candidates.
Experience working with applicant tracking systems (ATS) and managing candidate pipelines within these tools.
Reporting experience, including tracking and interpreting pipeline and recruiting metrics to inform decisions.
Excellent written communication skills, including the ability to craft clear, compelling outreach and candidate communication.
Administrative experience related to recruiting processes, such as maintaining accurate records and managing workflows.
Ability to thrive in high-velocity environments with shifting priorities and high hiring demand, managing multiple concurrent searches effectively.
Proven agility in adjusting sourcing strategies based on feedback, data, and changing business needs.
Strong relationship-building skills with recruiters, hiring managers, and candidates, supported by clear communication and consistent follow-through.
Data-driven mindset, with the ability to use metrics and stakeholder feedback to refine sourcing and recruiting approaches.
Creative problem-solving skills, including the ability to experiment with new sourcing methods and tap into non-traditional talent pools.

Responsibilities

Source and engage top technical and sales talent, with a focus on Solution Architects, early-career demand generation sales representatives, and Account Managers.
Drive approximately 60% of your time on active and passive sourcing activities across multiple channels to build strong candidate pipelines.
Manage a requisition load of roughly 12–15 roles at a time, prioritizing effectively in a high-volume, high-velocity environment.
Dedicate about 30% of your time to candidate preparation, including briefing candidates on roles, expectations, interview processes, and employer value proposition.
Handle approximately 10% of your time on administrative steps, including updating applicant tracking systems, managing candidate records, and supporting reporting needs.
Use advanced Boolean search techniques and creative sourcing strategies to identify talent in both obvious and non-obvious talent pools.
Adapt sourcing strategies quickly based on real-time feedback, changing priorities, and evolving market or business needs.
Collaborate closely with recruiters, hiring managers, and other stakeholders through regular meetings and check-ins to align on role requirements and hiring priorities.
Build and maintain strong relationships with candidates through clear communication, timely follow-up, and a high-touch candidate experience.
Monitor pipeline metrics and leverage data to refine sourcing approaches, improve funnel health, and meet hiring goals.
Proactively identify obstacles in the talent pipeline and develop solutions independently, rather than waiting for direction.
Contribute to a collaborative, partnership-oriented team culture by sharing candidates, insights, and best practices.
Represent the employer brand effectively, articulating the compelling aspects of the roles and organization to potential candidates.