Recruiter

DiLucci CPA

1d•$1 - $2•Remote

About The Position

The Recruiter manages full-cycle recruiting for open positions across the firm, including tax preparers, tax managers, accounting, administrative, and support roles. The role proactively sources and headhunts candidates, manages multiple openings, and builds pipelines for roles that may not yet be posted. The Recruiter writes job postings, conducts interviews using established guides and screening criteria, determines which candidates advance, and presents vetted shortlists with clear recommendations. Hiring decisions remain with leadership. The Recruiter keeps candidates informed throughout the process, tracks recruiting metrics such as time to fill, source of hire, pipeline health, and offer acceptance, and recommends improvements to recruiting processes and tools. As the firm grows and its recruiting function matures, the role may take on additional responsibility and help shape new processes. This is a full-time remote role. Remote candidates must be based in Florida, Nevada, Tennessee, Texas, or Utah. The firm describes itself as small and fast-growing, with opportunities for ownership and career growth.

Requirements

At least 2 years of recruiting or talent acquisition experience.
Proven sourcing and headhunting experience; ability to source beyond inbound applicants.
Experience managing multiple open roles at once in a high-volume environment.
Hands-on experience with sourcing platforms, job boards, and at least one applicant tracking system (ATS).
Strong communication and follow-up skills.

Nice To Haves

Experience hiring CPAs and/or working in the tax industry.
Experience in professional services, such as accounting, finance, or legal.
Experience in a founder-led or fast-growing company.
Experience helping improve or implement recruiting processes and tools.

Responsibilities

Manage full-cycle recruiting across the firm for tax preparers, tax managers, accounting, administrative, and support roles.
Proactively source and headhunt candidates rather than relying on inbound applicants.
Manage multiple open positions at the same time.
Build and maintain candidate pipelines for roles that are not yet posted.
Write job postings and conduct candidate interviews using interview guides and screening criteria.
Decide which candidates advance and present well-vetted shortlists with clear recommendations to leadership.
Keep candidates informed and follow up consistently throughout the recruiting process.
Track recruiting metrics, including time to fill, source of hire, pipeline health, and offer acceptance.
Share recruiting insights and suggest improvements to processes and tools.
Help shape recruiting processes as the function scales.