Recruiter - The Siegel Group

The Siegel Group•Paradise, NV

1d•Onsite

About The Position

The Siegel Group is seeking an experienced, driven Recruiter to lead full-cycle recruiting across our nationwide, multi-entity organization. This role supports a diverse portfolio of hiring needs, from high-volume, line-level positions in multi-family residential and hospitality operations to specialized corporate and leadership roles in marketing, construction, finance, information technology, human resources, and other critical business functions. This is not a transactional recruiting position. The Recruiter is expected to become a trusted business partner to hiring managers, understand the operational impact of every vacancy, develop thoughtful sourcing strategies, and take personal ownership of delivering strong candidates. The ideal candidate is collaborative, highly responsive, persistent, and unwilling to accept a weak pipeline as the final answer.

Requirements

At least 3-5 years of progressive full-cycle recruiting or talent acquisition experience, including responsibility for both high-volume and professional-level searches.
Demonstrated success managing multiple requisitions, hiring managers, priorities, and deadlines across different functions or locations.
Strong sourcing and candidate-engagement skills, including direct outreach to passive candidates.
Experience conducting structured candidate screens and presenting well-vetted candidates with clear, concise recommendations.
Ability to build credibility with leaders, communicate candidly, influence decisions, and maintain strong working relationships.
Strong organizational discipline, attention to detail, judgment, urgency, and follow-through.
Ability to interpret recruiting data, identify risks or trends, and present actionable updates to leadership.
Proficiency with applicant tracking systems, job boards, LinkedIn, Microsoft Office, and modern recruiting technology.
Ability to work collaboratively in person with hiring managers and travel to company locations or recruiting events as business needs require.

Nice To Haves

Recruiting experience within multi-family residential, extended-stay hospitality, hotels, property management, construction, or another multi-location service organization.
Experience recruiting across multiple states and supporting geographically dispersed hiring managers.
Experience filling corporate or specialized roles in marketing, construction, finance, technology, human resources, or senior leadership.
Paycom ATS and LinkedIn Recruiter experience.
Bilingual English/Spanish communication skills.

Responsibilities

Serve as a trusted recruiting partner to hiring managers and business leaders, building relationships through regular face-to-face meetings, candid communication, responsiveness, and reliable follow-through.
Conduct detailed requisition intake meetings to understand the role, business need, team environment, required qualifications, compensation parameters, hiring timeline, and definition of a successful candidate.
Advise leaders on market conditions, candidate availability, compensation competitiveness, interview strategy, and realistic hiring timelines; escalate barriers early and recommend clear action plans.
Translate operational and workforce needs into proactive recruiting plans for recurring, difficult-to-fill, seasonal, growth-related, and leadership positions.
Challenge assumptions professionally and collaborate with hiring managers to refine search criteria when a pipeline is not producing qualified candidates.
Own the full recruiting lifecycle from requisition intake through sourcing, screening, interview coordination, selection, offer support, pre-employment processing, and final disposition.
Recruit across a broad range of positions, including property and hospitality operations, maintenance, housekeeping, security, management, corporate support, marketing, construction, finance, technology, and executive-level roles.
Develop role-specific sourcing strategies using Paycom, LinkedIn Recruiter, Indeed, job boards, direct outreach, networking, referrals, community partnerships, hiring events, professional associations, and search firms when appropriate.
Actively identify and engage passive candidates rather than relying solely on incoming applications, particularly for professional, leadership, and hard-to-fill roles.
Conduct thorough phone screens and qualification assessments before presenting candidates, evaluating experience, motivation, communication, compensation alignment, schedule or travel requirements, and overall fit.
Maintain a high standard for candidate quality and continuously adjust sourcing efforts until hiring managers have a credible, competitive slate of candidates.
Maintain complete ownership of assigned requisitions, ensuring job postings, candidate stages, interview activity, hiring-manager feedback, dispositions, and requisition status are accurate and current in Paycom.
Provide timely weekly recruiting reports and regular updates that clearly communicate pipeline health, candidate activity, aging requisitions, hiring risks, next steps, and recommended actions—not simply raw activity data.
Track and use recruiting metrics such as time-to-fill, time-in-stage, source effectiveness, candidate conversion, offer acceptance, and hiring-manager satisfaction to improve results.
Follow up consistently with hiring managers to obtain interview feedback, move candidates through the process, resolve bottlenecks, and prevent strong talent from being lost through delays.
Ensure recruiting records, job postings, interview practices, offers, and candidate communications are accurate, professional, consistent, and compliant with applicable laws and company policies.
Represent The Siegel Group professionally and create a responsive, respectful candidate experience from first contact through final disposition.
Prepare hiring managers for effective interviews, support consistent evaluation standards, and help leaders make timely, informed hiring decisions.
Maintain productive relationships with external agencies, community organizations, schools, workforce programs, and other talent partners; evaluate results and manage outside resources responsibly.
Partner with Human Resources, Operations, Marketing, and company leadership on employer branding, hiring events, internal mobility, workforce planning, and continuous improvement initiatives.