Recruiter II (Agency/Start Up)

Aston Carter•Seattle, WA

10d•$50 - $50•Onsite

About The Position

This role focuses on recruiting senior-level operational leaders for a large-scale, fast-paced organization. You will work in a high-volume, sales-oriented recruiting environment, owning the full recruiting lifecycle for operational leadership roles in both major hubs and challenging-to-fill rural markets. The position requires a strong executive presence, exceptional candidate engagement skills, and the ability to build trust quickly with senior stakeholders while consistently delivering high-quality hires. This is a great role for those who have experience operating within an agency/staffing/ or start up environment who are looking to pivot to an in house recruiting role. Role is 100% onsite in Seattle, WA OR Nashville, TN.

Requirements

Bachelor's degree.
3–4+ years of recruiting experience- preferably from a start up/agency/staffing company
Proven experience in high-volume recruiting environments.
Strong sourcing skills, including passive candidate sourcing and talent acquisition strategies.
Experience recruiting for senior or leadership-level roles, ideally within operations or similar functions.
Background that includes both agency and corporate recruiting experience is preferred.
Ability to manage the full recruiting lifecycle from sourcing through offer close.
Sales-oriented mindset with strong influencing and closing skills.
Strong executive presence and confidence to engage with senior and executive-level stakeholders.
Ability to challenge or push back constructively with senior leaders when appropriate.
Proven capability to build credibility quickly with stakeholders and candidates.
Self-starter with the ability to work independently and handle ambiguity without extensive direction.
Excellent candidate engagement and relationship-building skills.
Strong organizational and time-management skills to handle multiple requisitions in a high-volume environment.

Nice To Haves

Personality-driven, highly motivated, and energetic approach to recruiting.
Naturally curious and inquisitive, with a desire to continuously improve sourcing and assessment methods.
Proactive mindset, regularly reviewing and adjusting sourcing strategies and pipelines without waiting for direction.
Ability to think beyond day-to-day responsibilities and contribute ideas that improve broader recruiting outcomes.
Comfort working in fast-paced, evolving environments where processes may not be fully defined.
Startup experience or similar Background that demonstrates being scrappy, adaptable, and comfortable figuring things out quickly.
Strong communication skills, both written and verbal, with the ability to tailor messaging to senior leaders and candidates.
Collaborative approach and willingness to share knowledge and best practices with a recruiting team.

Responsibilities

Own the full recruiting lifecycle for senior operational leadership roles, from initial sourcing through offer acceptance.
Source and engage high-level operational leaders with significant scope, scale, and leadership responsibility, including Operations Managers and similar roles.
Drive high-volume recruiting efforts with an expectation of generating approximately two offers per month.
Develop and execute sourcing strategies to identify both active and passive candidates, including those in challenging-to-fill and rural markets such as New Mexico and Texas.
Prepare candidates thoroughly for onsite interviews, ensuring they understand role expectations, interview structure, and organizational culture.
Guide candidates through each stage of the hiring process, providing timely communication and feedback to ensure a positive candidate experience.
Manage the candidate experience from initial contact through offer close, maintaining a high-touch, relationship-driven approach.
Maintain full ownership of your recruiting desk and requisition portfolio, prioritizing effectively across multiple open roles.
Regularly interact with senior leaders, regional directors, and executive-level stakeholders to align on hiring needs and progress.
Demonstrate strong executive presence in stakeholder meetings, confidently challenging or pushing back when appropriate to ensure sound hiring decisions.
Build credibility quickly with business leaders by understanding their operational environments, talent needs, and performance expectations.
Continuously evaluate and refine sourcing strategies, candidate pipelines, and recruiting approaches to improve overall recruiting outcomes.
Proactively identify opportunities to enhance recruiting processes, tools, and practices beyond day-to-day requisition management.
Leverage a sales-oriented mindset to market opportunities effectively, influence candidate decision-making, and close top talent.
Contribute to a highly engaged recruiting team by sharing best practices, collaborating on hard-to-fill roles, and supporting team goals.