Recruiter II (AWS Sourcer Seattle/VA)

Aston Carter

4d•Onsite

About The Position

The Recruiter II plays a key role in driving high-volume hiring for global sales and worldwide public sector organizations, with a primary focus on solutions architects and field sales professionals. You will manage the full recruitment lifecycle from intake to offer and orientation, leveraging modern applicant tracking systems and AI-driven tools to source and engage highly specialized, often security-cleared talent. This role requires a seasoned recruiter who exercises sound judgment, operates with a high degree of autonomy, and partners effectively with senior leaders in complex, fast-paced environments.

Requirements

At least 5 years of experience in recruiting or a closely related talent acquisition role.
Recent, hands-on experience working extensively with modern applicant tracking systems, including AI-enabled tools, as the primary platform for all candidate engagement.
Proficiency using LinkedIn Recruiter as a main sourcing and engagement system.
Experience using Hire or similar ATS platforms and in-house systems to track candidate information and manage requisitions.
Proven ability to manage the full recruitment cycle from sourcing to offer and hire, including reference checks and orientation.
Demonstrated success in high-volume recruiting, managing 20–30 requisitions simultaneously while maintaining quality and speed.
Experience recruiting for corporate-level roles, including solutions architects and field sales positions.
Ability to work independently within a globally dispersed team, effectively managing time zones, virtual communication, and remote collaboration.
Strong attention to detail in managing candidate pipelines, documentation, and ATS data integrity.
Experience handling candidates and roles that require security clearances, including familiarity with cleared environments and government-related hiring.
Strong communication skills, including the ability to work effectively with senior leaders (L7–L10) and corporate stakeholders.
Capability to build trust with business partners and candidates through consistent, transparent, and professional interactions.
Demonstrated bias for action, delivering results despite obstacles and adapting quickly to changing priorities.
Comfort working with technical recruiting needs, particularly for solutions architect roles and other technical sales positions.
Ability to apply judgment, creativity, and problem-solving skills to meet aggressive hiring goals.

Nice To Haves

Bachelor’s degree is preferred as an indicator of long-term commitment and academic discipline.
Background in agency recruiting, particularly in high-volume or specialized talent markets.
Previous experience recruiting within large, complex organizations or for cloud, technology, or public sector clients.
Familiarity with clearance-focused sourcing tools and platforms, such as clearance jobs or similar.
Experience supporting global sales and public sector teams, including roles requiring direct customer engagement.
Demonstrated commitment to continuous learning and curiosity about new tools, technologies, and recruiting practices.
Track record of earning trust with stakeholders by providing data-driven insights, market intelligence, and proactive communication.
Experience working with or within environments that emphasize customer obsession, rapid decision-making, and operational excellence.

Responsibilities

Manage the end-to-end recruitment lifecycle, including intake meetings, sourcing, screening, interviewing, reference checks, offer management, and new hire orientation.
Recruit, interview, and evaluate candidates for solutions architect roles (L5–L7) and field sales roles (L4–L7) within global sales and worldwide public sector divisions.
Support high-volume hiring goals, contributing to plans to hire approximately 300 new employees while accounting for 40–50 hires per month to offset attrition.
Handle a portfolio of approximately 20–30 requisitions at a time, ensuring timely progress and consistent communication with hiring managers and stakeholders.
Source candidates using LinkedIn Recruiter, Hire ATS, clearance-focused platforms, and in-house systems, avoiding reliance on traditional job boards.
Focus on recruiting field sellers who work directly with customers, particularly those in highly secure and government-related environments.
Identify and engage candidates for roles that require various levels of security clearance, including positions needing U.S. citizenship and top secret clearances with CI polygraph.
Use an applicant tracking system as the central hub for all candidate engagement, ensuring accurate tracking of candidate information, status updates, and communication history.
Apply AI-driven tools and modern ATS capabilities to build pipelines, manage high-volume requisitions, and enhance sourcing efficiency.
Conduct reference checks, coordinate interviews, and guide candidates through the process from initial contact through offer acceptance and onboarding.
Perform exit interviews and process changes in employee status as needed, maintaining accurate and timely documentation.
Collaborate closely with a globally dispersed team, aligning recruiting strategies and sharing best practices across regions and business units.
Partner with corporate stakeholders and business leaders, including senior-level (L7–L10) leaders, to understand hiring needs and deliver tailored recruiting solutions.
Leverage deep knowledge of recruiting best practices, concepts, and procedures to plan and accomplish hiring goals with minimal oversight.
Provide guidance and, when needed, direction to others on the recruiting team, contributing to process improvements and team effectiveness.
Demonstrate leadership principles such as earning trust, customer obsession, bias for action, and a strong desire to learn and be curious in daily work.
Use creativity and professional judgment to overcome obstacles, ensuring that roadblocks do not prevent successful delivery of hiring results.
Maintain strong, clear, and timely communication with candidates, hiring managers, and internal partners throughout the recruitment process.
Ensure a positive candidate experience by setting expectations, providing feedback, and representing the organization’s values and culture.