Recruiter III

Aston Carter•Seattle, WA

3d•$55 - $57•Onsite

About The Position

The Recruiter III leads full-cycle recruitment activities with a strong focus on manager and leadership hiring. This role sources, recruits, interviews, checks references, extends offers, and supports orientation for new employees. The recruiter also conducts exit interviews and processes changes in employee status. The position relies on extensive experience and sound judgment to plan and achieve hiring goals, performs a variety of complex tasks, and may lead and direct the work of other recruiting professionals. A wide degree of creativity and autonomy is expected, and the role typically reports to the head of a unit or department.

Requirements

At least 8 years of experience in recruiting or a closely related field.
Proven experience in executive manager and leadership recruiting, including executive-level or high-impact roles.
Strong expertise in sourcing and passive sourcing techniques to identify and engage high-quality candidates.
Demonstrated proficiency in talent acquisition strategies and full-cycle recruitment.
Hands-on experience using applicant tracking systems (ATS) for managing requisitions and candidate pipelines.
Ability to conduct structured interviews, assess candidate qualifications, and check references thoroughly.
Strong judgment and decision-making skills, relying on extensive experience to plan and accomplish hiring goals.
Ability to lead and direct the work of others in a recruiting or talent acquisition context.
Familiarity with a variety of recruiting concepts, practices, and procedures.
Bachelor’s degree, which may be required for this role.

Nice To Haves

Experience supporting leadership hiring within worldwide operations, reliability, maintenance, and engineering environments.
Demonstrated ability to conduct effective intake calls and partner closely with hiring stakeholders.
Comfort working with a wide degree of creativity and latitude in designing sourcing strategies and recruitment solutions.
Ability to manage multiple tasks and priorities in a fast-paced, dynamic environment.
Strong communication and relationship-building skills with stakeholders and candidates.
Experience performing exit interviews and processing changes in employee status.
Ability to adapt to evolving recruitment needs and contribute to continuous improvement of talent acquisition processes.

Responsibilities

Lead and manage full-cycle recruitment processes for manager and leadership roles, particularly within worldwide operations and reliability, maintenance, and engineering functions.
Conduct intake calls with hiring stakeholders to clarify role requirements, candidate profiles, and hiring timelines.
Source and attract high-caliber leadership and management talent through proactive and passive sourcing strategies.
Screen, interview, and evaluate candidates to ensure alignment with role requirements and organizational needs.
Check references and verify candidate information to support informed hiring decisions.
Prepare, present, and negotiate offers to selected candidates in collaboration with relevant stakeholders.
Support the onboarding process by coordinating and conducting orientation activities for new hires as needed.
Conduct exit interviews to gather feedback and insights, and process changes in employee status accurately and promptly.
Utilize applicant tracking systems and recruitment tools to manage requisitions, track candidates, and maintain accurate records.
Develop and execute creative talent acquisition strategies to build and maintain strong pipelines of leadership and executive-level candidates.
Collaborate with hiring stakeholders to plan and accomplish recruitment goals, providing guidance based on extensive experience and market knowledge.
Perform a variety of recruitment and talent acquisition tasks while managing multiple priorities and requisitions.
Lead and direct the work of other recruiters or team members when required, providing mentorship and guidance.
Apply a wide degree of creativity and latitude in solving complex recruiting challenges and improving processes.