Recruiter II

Aston Carter•Seattle, WA

6d•$50 - $50•Onsite

About The Position

This role supports global sales and worldwide public sector teams by leading high-volume, full-cycle recruitment for field sales and solutions architect positions. You will manage a substantial requisition load, focus on cleared and security-sensitive roles, and partner closely with hiring leaders to deliver top talent in a fast-paced, highly visible environment.

Requirements

At least 2 years of recent experience in recruiting, with a focus on high-volume and full-cycle recruitment.
Proven experience using modern applicant tracking systems for all candidate engagement and tracking, including Hire or similar in-house systems.
Extensive, recent hands-on experience with LinkedIn Recruiter as a primary sourcing and engagement platform.
Demonstrated ability to source candidates end-to-end, from initial outreach through offer acceptance and hire.
Experience recruiting for corporate-level roles and working with business stakeholders in complex, matrixed environments.
Background in agency recruiting or similar environments that require strong sourcing, prioritization, and client management skills.
Experience working independently as part of a globally dispersed recruiting or HR team.
Strong verbal and written communication skills, with the ability to communicate clearly and credibly with senior leaders, including L7-L10 stakeholders.
Proven ability to recruit for security-sensitive and cleared roles, including familiarity with requirements ranging from basic citizenship to higher-level clearances.
Demonstrated ownership and commitment to delivering results, even when facing roadblocks or shifting priorities.
Ability to manage a high requisition load (approximately 20-30 roles at a time) while maintaining quality and candidate experience.

Nice To Haves

Bachelors degree preferred, as it demonstrates long-term commitment and perseverance, though it is not required.
Previous experience working within the same or similar large-scale technology or global sales organizations is preferred.
Experience supporting field sales and solutions architect roles across multiple levels (L4-L7).
Comfort working with roles that require security clearances, including understanding of cleared environments and related sensitivities.
Demonstrated alignment with principles such as customer or candidate obsession, bias for action, and a strong desire to learn and be curious.
Experience using AI and new-generation ATS capabilities to enhance sourcing, screening, and candidate engagement.
Strong organizational skills and attention to detail, especially in documenting candidate interactions and maintaining accurate records in ATS tools.
Ability to build trust and maintain strong relationships with hiring managers, recruiting leads, and cross-functional partners.

Responsibilities

Manage 20-30 active requisitions at a time, overseeing the full recruitment lifecycle from intake through to onsite interviews.
Support global sales and worldwide public sector divisions by hiring field sellers who work directly with customers and solutions architects across levels L4-L7.
Conduct detailed intake meetings with hiring managers to clarify role requirements, candidate profiles, timelines, and hiring strategies.
Source candidates proactively using LinkedIn Recruiter, Hire ATS, and clearance-focused platforms, with an emphasis on passive talent and cleared professionals.
Screen candidates thoroughly, including resume review, phone or video interviews, and assessment coordination, to ensure strong alignment with role requirements and security needs.
Manage all candidate engagement and tracking through an applicant tracking system, maintaining accurate and up-to-date records for each candidate.
Coordinate and schedule onsite interviews, ensuring a smooth and professional candidate experience throughout the process.
Collaborate closely with a recruiting lead who will support system setup and take over once candidates move into the onsite offer phase.
Gather and communicate compensation details at an appropriate level of detail, ensuring candidates receive clear and accurate information while maintaining compliance with internal guidelines.
Partner with globally dispersed teams and corporate business stakeholders to align recruiting strategies with organizational goals and hiring plans.
Engage regularly with senior leaders, including L7-L10 stakeholders, and communicate effectively in both written and verbal formats in highly sensitive and cleared environments.
Drive high-volume recruiting efforts to support a hiring plan of approximately 300 new hires while accounting for ongoing monthly attrition.
Demonstrate ownership of results by navigating obstacles, resolving issues, and maintaining momentum to meet hiring targets.
Apply a bias for action by making timely decisions, iterating on sourcing strategies, and adjusting to evolving business needs.
Continuously learn and stay curious about new recruiting tools, AI capabilities, and best practices to improve sourcing effectiveness and candidate engagement.