Recruiter II

Aston Carter•Seattle, WA

10d•$50 - $50•Onsite

About The Position

The Recruiter II plays a key role in identifying, sourcing, and engaging passive candidates through proactive outreach strategies. This role focuses on building and maintaining strong talent pipelines for current and future hiring needs, particularly for high-volume, non-technical positions across a variety of disciplines. The Recruiter II evaluates candidates for role fit based on technical qualifications, experience, and leadership principles, and presents qualified talent to hiring teams. This position typically operates with guidance from senior team members and follows established sourcing methodologies within the talent acquisition function.

Requirements

4–8 years of experience in sourcing or recruiting, with a focus on high-volume talent acquisition.
Proven experience recruiting for non-technical roles and handling a high volume of requisitions simultaneously.
Demonstrated ability to recruit across different disciplines at different times, adapting sourcing strategies to varied role requirements.
Strong recruiting and candidate sourcing skills, including experience with Boolean searches, LinkedIn recruiting, networking, and talent mapping.
Excellent attention to detail and organizational skills, with the ability to manage multiple requisitions and candidate pipelines accurately.
Effective time management skills, including the ability to build and organize a calendar to balance sourcing, candidate engagement, and administrative tasks.
Working knowledge of sourcing tools, candidate engagement techniques, and current talent market trends.
Ability to evaluate candidates against technical qualifications, experience, and leadership principles and present well-qualified candidates to hiring teams.
Capability to follow established sourcing methodologies while collaborating with senior team members.
Strong communication and collaboration skills for partnering with hiring managers and recruiting stakeholders.

Nice To Haves

Bachelor’s degree may be required, depending on organizational standards for the role.
Experience reporting to or working closely with a recruiting manager or senior recruiter.
Comfort working in a structured recruiting environment with defined processes and methodologies.
Ability to adapt sourcing and recruiting approaches to different role types and changing business needs.
Interest in staying current with evolving best practices in talent acquisition and sourcing.

Responsibilities

Identify, source, and engage passive candidates using proactive outreach strategies, including Boolean searches, LinkedIn recruiting, networking, and talent mapping.
Build and maintain robust talent pipelines to support current openings and future hiring needs, with a focus on high-volume non-technical roles.
Oversee approximately 30 requisitions at a time, managing candidate flow and communication effectively across multiple disciplines.
Evaluate candidates for role fit by assessing technical qualifications, relevant experience, and alignment with leadership principles before presenting them to hiring teams.
Partner closely with hiring managers to understand role requirements, ideal candidate profiles, and team needs across different disciplines.
Leverage sourcing tools and candidate engagement techniques to attract and nurture top talent in competitive markets.
Apply established sourcing methodologies and best practices while working under the guidance of senior recruiters or a recruiting manager.
Maintain accurate and organized records of candidate activities, requisition status, and pipeline progress in the appropriate systems.
Manage time effectively by building and organizing a structured calendar to balance administrative tasks, sourcing activities, and stakeholder communication.
Stay informed about talent market trends and incorporate this knowledge into sourcing strategies and candidate outreach.