Recruiter (Temporary)

CHILD TRENDSORPORATED•Baltimore, MD

3d•Remote

About The Position

Child Trends is seeking an experienced temporary recruiter to assist in filling approximately 40-50 positions, primarily in research, analytics, and program roles, over the next several months. The ideal candidate will be adept at efficiently and fairly reviewing a high volume of applications, maintaining momentum for hiring managers and candidates, and enhancing and automating existing recruiting systems to support scalability. This is a hands-on, independent role with a projected end date of March 31, 2027.

Requirements

At least 4-6 years of recruiting experience, including high-volume hiring.
Experience using ADP Workforce Now to lead recruiting.
Experience configuring or improving an applicant tracking system.
Comfort with Excel or reporting tools to track and present hiring metrics.
Federal contractor experience required.
Working knowledge of EEO requirements, state pay transparency and AI laws.
Excellent written communication skills.
Sound judgment with confidential information.
Ability to work independently with minimal supervision.
Must be authorized to work in the US.

Nice To Haves

Bachelor’s degree preferred.
Experience recruiting in academic or research settings preferred.
Experience with workflow automation or scheduling tools is a plus.

Responsibilities

Review and triage high volumes of applications against job-related criteria using structured scorecards and screening questions.
Conduct structured phone screens and reference checks using approved question sets.
Track every applicant’s status and disposition consistently and keep candidates informed at each stage.
Streamline applicant tracking workflow in ADP, including requisition intake, candidate communications, scheduling, and status updates.
Utilize and improve templates, automated messages, and dashboards that reduce manual work.
Recommend and, where practical, set up tools that help scale recruiting processes, and document these processes for future use.
Run kickoff meetings with hiring managers to confirm requirements, interview panels, and timelines.
Coordinate interview schedules, send reminders, and track feedback deadlines.
Report weekly on pipeline status, time to fill, and where searches are stalling.
Post positions to the company website and job boards with compliant pay ranges and language.
Conduct targeted outreach to broaden the applicant pool, including universities, professional associations, and organizations serving veterans and individuals with disabilities.
Flag job requirements that may unnecessarily narrow the applicant pool.
Follow federal and state requirements for postings, pay transparency, applicant records, and retention, including Section 503 and VEVRAA obligations.
Maintain complete candidate records in systems for every requisition and escalate potential compliance issues to the HR team.
Prepare offer letters for review using pay guidance.
Handoff accepted candidates to the HR team for onboarding.