Recruiter III

Aston Carter • Seattle, WA

5d • $55 - $55 • Onsite

About The Position

This role focuses on attracting, engaging, and hiring early-career scientific talent at scale for applied science, research, and data science roles. The Recruiter designs and executes recruiting strategies for students, interns, postdocs, and campus full-time hires, with an emphasis on technical sourcing and passive candidate engagement. The role partners with business leaders, recruiters, and cross-functional teams to deliver hiring outcomes in a fast-paced, metrics-driven environment.

The position is part of a specialized university talent acquisition team supporting internship, postdoctoral, and campus full-time hiring. It is fully onsite in Seattle, Washington, and is a contract position. Work includes candidate outreach, phone screens, scheduling, reporting, and recurring business reviews. The role uses Excel and recruiting platforms to manage pipelines and report on performance. Onboarding includes approximately one week of dedicated recruiter ramp training. Contract extension or conversion may be possible based on business needs and individual performance.

Requirements

• Bachelor’s degree or equivalent education.
• Proven recruiting and sourcing experience, with a focus on technical recruiting for niche or specialized roles.
• Demonstrated experience proactively identifying, engaging, and converting passive candidates.
• Technical sourcing experience in applied science, research, data science, or similar technical domains.
• Deep familiarity with scientific disciplines such as large language models, computer vision, natural language processing, augmented reality, quantum, or related areas.
• Experience and knowledge of candidates associated with leading scientific publications and conferences.
• Ability to plan, prioritize, and manage multiple requisitions and candidate pipelines within tight timelines.
• Proficiency with Excel for tracking metrics, reporting, and analyzing recruiting data.
• Strong communication skills, including influencing stakeholders, managing expectations, and building trust with business leaders and partners.
• Ability to remain calm, organized, and effective in fast-paced, high-volume, ambiguous environments.
• Comfort working in a metrics-driven environment with weekly and monthly targets.

Nice To Haves

• Experience recruiting within technology companies, large enterprises, or Fortune 500 environments.
• Knowledge of corporate or agency recruiting; technical sourcing experience is especially relevant for agency recruiters.
• In-person tradeshow and career fair experience at scientific conferences such as NeurIPS, ICML, ICLR, or CVPR.
• Experience sourcing corporate and technology roles, particularly for early-career and university talent pipelines.
• Familiarity with leadership principles centered on delivering results and maintaining high standards.
• Experience with centralized university recruiting or early-career talent programs.
• Comfort participating in pilots and process improvement projects and contributing ideas to enhance recruiting operations.

Responsibilities

• Partner with business and recruiting teams to understand early-career hiring needs in applied science, research, and data science.
• Build and execute strategies to attract, source, assess, and hire students and early-career scientists for niche and specialized roles.
• Conduct proactive candidate outreach, build pipelines, and manage large volumes of candidate interactions.
• Conduct phone screens and arrange assessments and business phone screens with hiring teams.
• Prepare candidates for interviews by explaining expectations and processes and providing feedback.
• Manage, consolidate, and analyze candidate and campus-related information to identify trends and opportunities for improvement.
• Identify and implement improvements to candidate experience, scheduling efficiency, and recruiting processes.
• Develop recruiting plans with deliverables, timelines, and scalable tracking processes aligned with business goals.
• Create and refine standard operating procedures that support long-range growth and high-quality hiring.
• Partner with full lifecycle recruiters, industry hiring teams, and stakeholders to develop and execute early-career talent strategies.
• Manage stakeholder expectations and business goals through bi-weekly business reviews, metrics reporting, and status updates.
• Use recruiting and pipeline metrics to guide decisions, communicate results, and improve sourcing and hiring outcomes.
• Participate in special projects and initiatives, including pilots, process improvement projects, and new program launches.
• Collaborate with recruiter peers to share insights, align on best practices, and ensure consistent delivery.
• Meet weekly and monthly performance targets while working effectively in high-volume and ambiguous environments.

Benefits

• Medical, dental, and vision coverage, subject to eligibility.
• Critical illness, accident, and hospital coverage, subject to eligibility.
• 401(k) retirement plan with pre-tax and Roth post-tax contribution options, subject to eligibility.
• Voluntary life insurance and AD&D coverage for employees and dependents, subject to eligibility.
• Short- and long-term disability coverage, subject to eligibility.
• Health Spending Account (HSA), subject to eligibility.
• Transportation benefits, subject to eligibility.
• Employee Assistance Program, subject to eligibility.
• Time off or leave, including PTO, vacation, or sick leave, subject to eligibility.

What This Job Offers

• Career Level: Mid Level