Recruiter II (RBP 2 NACF)

Aston Carter•Seattle, WA

7d•$50 - $50•Onsite

About The Position

This role leads high-volume, full-cycle recruitment activities, serving as a recruiting business partner and client lead to hiring teams. The Recruiter II manages the end-to-end hiring process from sourcing and screening through offers and onboarding, while also conducting exit interviews and processing employee status changes. The position relies on extensive recruiting experience, sound judgment, and a strong understanding of recruitment best practices to plan and accomplish hiring goals. The Recruiter II may lead and direct the work of others and operates with a wide degree of creativity and latitude, typically reporting to a manager or head of a unit or department.

Requirements

4+ years of experience in full-cycle recruiting with a focus on high-volume hiring.
Proven experience as a recruiting business partner or client lead supporting hiring managers and business units.
Hands-on experience managing the entire recruitment process, including sourcing, interviewing, reference checking, offer management, and onboarding.
Proficiency with applicant tracking systems (ATS) and related recruiting technologies.
Strong understanding of recruiting concepts, practices, and procedures, with the ability to apply them in a variety of hiring situations.
Demonstrated ability to work independently and make decisions using sound judgment.
Experience handling exit interviews and processing employee status changes.
Ability to lead or direct the work of others in a recruiting environment.
Excellent communication and interpersonal skills, with the ability to build effective relationships with candidates and internal stakeholders.
Strong organizational and time management skills to handle multiple requisitions and priorities.

Nice To Haves

Bachelor’s degree is preferred and may be required for some assignments.
Experience as a full-cycle recruiting business partner (RBP) or client lead within a large-scale, fast-paced organization.
background as a former recruiting business partner or RBP 2 supporting complex or high-volume hiring environments.
Ability to operate with a wide degree of creativity and latitude in designing sourcing and recruiting strategies.
Comfort working in dynamic environments where priorities and hiring needs may shift rapidly.
Experience collaborating with managers or heads of units/departments to align hiring strategies with business goals.

Responsibilities

Manage full-cycle recruiting for high-volume hiring, including sourcing, screening, interviewing, selection, and offer management.
Partner closely with hiring leaders as a recruiting business partner to understand workforce needs, define role requirements, and develop effective recruiting strategies.
Act as a client lead for assigned business groups, serving as the primary point of contact for all recruiting-related matters.
Conduct candidate interviews using structured methods to assess skills, experience, and fit for the role and organization.
Check and verify candidate references and other background information as part of the selection process.
Prepare, present, and manage employment offers, ensuring a positive candidate experience and alignment with internal guidelines.
Coordinate and conduct orientation activities for new employees to support a smooth onboarding experience.
Perform exit interviews to gather feedback, identify trends, and provide insights that may improve retention and employee experience.
Process changes in employee status, ensuring accurate and timely updates in relevant systems.
Utilize applicant tracking systems (ATS) and related tools to manage requisitions, candidates, and hiring workflows.
Apply a strong understanding of recruiting concepts, practices, and procedures to solve complex hiring challenges.
Plan and prioritize recruiting activities to meet hiring targets and service level expectations.
Lead and direct the work of other recruiting team members when needed, providing guidance and support.
Exercise sound judgment and creativity in developing sourcing strategies and resolving recruitment issues.
Collaborate with internal stakeholders to continuously improve recruiting processes and candidate experience.