Recruiter - Car Wash

Wash Associates•Nashville, TN

47d•$55,000 - $65,000•Hybrid

About The Position

We are looking for our first dedicated Recruiter to own hiring for frontline and site-level roles across all of our locations in Illinois and Tennessee. Reporting into the Director of HR, the Recruiter will own the hiring process end-to-end - from posting the job to extending the offer - while General Managers retain the final interview and hire decision at their site. This role is vital to finding the best people to fit our culture and values across a fast-growing, multi-site organization, and will require strong organization, communication, and judgment.

Requirements

3+ years of experience in recruiting or talent acquisition, ideally in multi-site, hourly, or high-volume hiring environments
Strong communication skills, with the ability to build trust quickly with both candidates and operational leaders
Strong organizational skills, with the ability to manage multiple open roles and pipelines simultaneously across two states
Strong problem solving skills
A high degree of accuracy and attention to detail
Effective organizational and time management skills
Strong sense of urgency and ability to meet tight deadlines
Highest ethical standards, integrity, authenticity, credibility and character

Nice To Haves

Bachelor's degree in Human Resources, Business, or other related field
Experience with applicant tracking systems and recruiting tools, including BreezyHR
A genuine eye for culture fit, beyond resume keywords

Responsibilities

Post and manage job openings across all sites in Illinois and Tennessee
Source and screen candidates, including conducting first-round phone screens
Schedule and coordinate interviews between candidates and General Managers
Partner with GMs to understand site-specific hiring needs and timelines
Extend offers and complete onboarding paperwork, handing off cleanly to HR
Route candidates to the right location when fit or availability shifts across sites
Track and report on key metrics, including time-to-fill, 90-day retention, and GM satisfaction
Build and maintain a values-based screening rubric in partnership with HR and site leadership
Provide regular feedback loops with GMs after each hiring cycle to continuously improve the process
Identify and support continuous improvement initiatives within the hiring process as the company scales