Recruiter, Level 2

AirReps•WALLER, TX

7d•Onsite

About The Position

Daikin Comfort Technologies is hiring a Recruiter, Level 2, in Waller, Texas. The Recruiter manages the full-cycle recruitment process for external and internal candidates in entry- to mid-level roles across functions including sales, experienced professional and technical roles, IT, support staff, hourly positions, and supervisory or management roles. The work includes developing and executing strategies for talent attraction, sourcing, assessment, selection, and acquisition. The Recruiter also determines when to use employment agencies and appropriate online, internet, or print advertising, and may recruit through colleges, technical schools, and job fairs. The role works independently with general supervision and applies practical knowledge gained through education and work experience. Assignments are mainly straightforward, while problems can be difficult but are not typically complex. The Recruiter may work varied schedules and days to accommodate recruiting efforts and must be able to perform essential responsibilities with or without reasonable accommodation. The position reports to the Manager, Talent Acquisition. Applicants must be legally authorized to work in the United States without current or future employer-sponsored work authorization.

Requirements

4–8 years of progressive full-cycle recruiting experience for technical and non-technical jobs.
Experience managing full-cycle recruitment across a variety of functions and levels in a fast-paced, matrixed organization.
Demonstrated ability to build strong stakeholder partnerships at all levels and influence hiring decisions using data, insight, and credibility.
Advanced knowledge of Applicant Tracking Systems and sourcing tools such as LinkedIn Recruiter, Indeed, and Boolean search methods.
Solid understanding of employment laws, compliance regulations, and recruiting ethics.
Strong written and verbal communication skills, executive presence, and business acumen.
Analytical mindset and data-driven approach to decision-making and continuous process improvement.
Ability to manage multiple priorities with agility and attention to detail in a deadline-driven environment.
Ability to act as a change agent within Talent Acquisition.
Bachelor’s degree in Business or Human Resources, or 4+ years of related corporate or agency recruiting experience.
Must be legally authorized to work in the United States without employer-sponsored work authorization now or in the future.

Responsibilities

Build and maintain talent pipelines using proactive sourcing strategies, including job boards, digital platforms, industry events, and partnerships with universities, professional organizations, and community networks.
Maintain accurate requisition data, job descriptions, and hiring records in the ATS in accordance with EEO, FLSA, and internal governance requirements.
Optimize job advertisements across digital channels, social media, and industry networks to attract active and passive candidates.
Conduct competency-based interviews and provide hiring managers with consultative recommendations based on job requirements and candidate potential.
Analyze recruiting metrics and hiring data, identify trends and process improvement opportunities, and present insights and recommendations to HR leadership and stakeholders.
Help implement plans to achieve hiring targets and KPIs, supporting continuous improvement and operational excellence.
Maintain documentation and data integrity throughout the recruitment process in compliance with internal policies and applicable labor regulations.
Partner with Compensation and Total Rewards teams on competitive job offers and promote the employer brand by communicating company culture, benefits, and growth opportunities.
Stay informed about labor market trends, talent acquisition technologies, and recruiting best practices.
Coach and mentor junior recruiting team members when appropriate and act as an escalation point for complex hiring scenarios.
Contribute to cross-functional projects that improve talent acquisition operations, candidate experience, employer branding, DEI initiatives, and hiring manager training.
Identify and suggest continuous improvements.
Participate in additional activities and projects that enhance the Talent Acquisition function and other areas of the company.