Recruiter III

Aston Carter•Seattle, WA

7d•$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. You will design and execute innovative recruiting strategies for students, interns, postdocs, and campus full-time hires, with a strong emphasis on top-of-funnel technical sourcing and passive candidate engagement. You will partner closely with business leaders, recruiters, and cross-functional teams to deliver high-quality hiring outcomes in a fast-paced, metrics-driven environment.

Requirements

Bachelors degree or equivalent education.
Proven experience in recruiting and sourcing, with a focus on technical recruiting for niche or specialized roles.
Demonstrated experience with passive candidate recruiting, including proactively identifying, engaging, and converting candidates rather than relying solely on applications.
Technical sourcing experience for roles in applied science, research, and data science, or similar technical domains.
Deep domain familiarity with scientific disciplines such as large language models (LLMs), computer vision (CV), natural language processing (NLP), augmented reality (AR), quantum, and related areas.
Experience and knowledge of candidates associated with top scientific publications and conferences.
Strong 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 the ability to influence stakeholders, manage expectations, and build trust with business leaders and partners.
Ability to remain calm, organized, and effective in fast-paced, high-volume, and 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.
Background in either corporate recruiting or agency recruiting; agency recruiters with technical sourcing experience tend to perform well in this environment.
In-person tradeshow and career fair experience at top scientific conferences such as NeurIPS, ICML, ICLR, CVPR, or similar events.
Experience sourcing for corporate and technology roles, particularly in early-career and university talent pipelines.
Familiarity with leadership principles centered on delivering results and maintaining high standards.
Experience working with centralized university recruiting or early-career talent programs.
Comfort participating in pilots and process improvement projects, contributing ideas and feedback to enhance recruiting operations.

Responsibilities

Partner with business and recruiting teams to understand student and early-career hiring needs for applied science, research, and data science roles.
Build and execute innovative strategies to attract, source, assess, and hire students and early-career scientists for niche and highly specialized roles.
Focus on top-of-funnel recruiting activities, including proactive candidate outreach, pipeline building, and managing large volumes of candidate interactions.
Conduct phone screens to evaluate candidate fit and readiness, and set up assessments and business phone screens with hiring teams.
Prepare candidates for interviews by providing clear expectations, process guidance, and feedback to ensure a positive candidate experience.
Manage and track all candidate and campus-related information, consolidating and analyzing results to identify trends and opportunities for improvement.
Identify and implement opportunities to improve candidate experience, scheduling efficiency, and overall recruiting processes.
Develop recruiting plans with clear deliverables, timelines, and scalable tracking processes aligned to business goals.
Create and refine standard operating procedures that support long-range growth objectives and uphold high-quality hiring standards.
Partner with full lifecycle recruiters, industry hiring teams, and other stakeholders to build and execute an early-career talent strategy.
Manage customer expectations and business goals through regular (bi-weekly) business reviews, metrics reporting, and status updates to stakeholders.
Use recruiting and pipeline metrics to drive decisions, showcase results, and continuously improve sourcing and hiring outcomes.
Participate in special projects and recruiting initiatives such as pilots, process improvement projects, and new program launches.
Collaborate regularly with recruiter peers to share insights, align on best practices, and ensure consistent delivery across the recruiting team.
Maintain composure and effectiveness in high-volume, ambiguous environments while meeting weekly and monthly performance targets.