Recruiter 2

Aston Carter•Seattle, WA

2d•$50 - $50•Onsite

About The Position

This role supports a centralized sourcing team, an agile recruiting workforce designed to scale ahead of peak hiring periods. Recruiters will be deployed dynamically across multiple business groups within Stores and Operations, enabling rapid response to shifting hiring demand. Role is 100% onsite in Seattle, WA and is a great foot in the door with a large tech company.

Requirements

Bachelor’s degree (BA) or equivalent education.
3–5 years of experience in recruiting, talent acquisition, or a closely related field.
Proven experience in passive candidate recruiting, including proactively identifying, engaging, and converting passive and niche candidates.
Demonstrated success filling niche roles without relying solely on incoming applications.
Ability to pivot quickly between technical and non-technical recruiting, including experience with technical sourcing.
Experience in talent acquisition and full-cycle recruiting, including sourcing, screening, and offer processes.
Proficiency using applicant tracking systems (ATS) to manage candidates and requisitions.
Strong Excel skills for tracking, reporting, and analyzing recruiting data and metrics.

Responsibilities

Recruit and source candidates for a variety of roles, including non-technical positions, hardware roles, data engineers, and software development engineers.
Focus on top-of-funnel recruiting activities, including proactive outreach to passive candidates and building strong talent pipelines.
Conduct candidate reach-outs through multiple channels to attract passive and niche talent rather than relying solely on inbound applications.
Perform phone screens to assess candidate qualifications, interest, and fit for open roles.
Coordinate and set up assessments and business phone screens with hiring teams and stakeholders.
Use applicant tracking systems (ATS) and Excel to track candidates, maintain accurate data, and generate reports.
Produce regular reports and metrics on recruiting activities, performance, and progress toward weekly and monthly targets.
Meet regularly with recruiting peers and the manager to align on priorities, share updates, and refine sourcing strategies.
Collaborate with recruiting management and hiring teams in the business units you support to understand hiring needs and timelines.
Pivot quickly between technical and non-technical recruiting needs, adjusting focus based on changing business priorities.
Contribute to an agile recruiting model by deploying your skills to job families and demand pockets that are least likely to be filled within required timeframes.
Lead and direct the work of others when needed, drawing on extensive experience and judgment to plan and accomplish goals.
Participate in recruiter ramp training and complete onboarding activities to become proficient in internal tools, processes, and expectations.
Consistently meet or exceed weekly and monthly performance metrics and productivity goals.