Recruiter

Pep•Cincinnati, OH

1d•Hybrid

About The Position

NOTE - this is a posting for a role to start in 2026. We will be collecting information over the holidays, so thank you for your patience as we go through resumes starting January 5th, 2026. Who is pep: pep started with 7 employees, a borrowed conference room, and an idea to fill a void in the marketing services space. Today we’ve grown to over 200 people and we are an industry leader in consumer activation, serving some of the top Fortune 500 companies. We’ve managed over $5 billion in marketing spend for over 750 brands and pride ourselves on a client retention rate of 98%. Our company has evolved since we started 21 years ago, but there is one thing that has remained a constant. At pep, we put people first. Our core values of accountability, excellence, ingenuity, people, and tenacity guide our interactions, decisions, and drive our culture. We are committed to maintaining an inclusive environment where every member of our team feels seen, cared for, and has the support they need to thrive. And our tremendous growth provides our people with many new career and development opportunities along with the flexibility to pursue their professional goals. We’re looking for teammates who are driven, eager to learn, agile, positive, and client focused to join and contribute to our team. We enjoy a hybrid work model and competitive salary based on experience. If this sounds like you and you want to be a part of something special, then click below to apply. At pep we value our team and offer: Generous Time Off Robust Health and Wellness Plan Family Support Mentorship Program 401K Match Role Autonomy Certification Reimbursement and Ongoing Training Enrichment Events and Employee Resource Groups Summary of Position: Key Responsibilities Recruitment & Talent Acquisition (75%) Full-Cycle Recruiting: Manage the entire recruitment process for all open positions (client services, operations, leadership), from initial requisition to offer acceptance. Proactive Sourcing: Identify and attract top talent through diverse channels including LinkedIn Recruiter, job boards, social media, employee referrals, and networking. Distributed Hiring Management: Effectively manage the hiring process for teams across headquarters and 10+ remote locations, ensuring a consistent candidate experience. Candidate Assessment: Screen, interview, and assess candidates using behavioral interviews, skills assessments, and cultural fit evaluations. Interview Coordination: Oversee the interview process, including scheduling, preparing hiring managers, collecting timely feedback, and guiding decision-making. Offer Management: Extend offers, negotiate compensation, and facilitate pre-employment checks with final candidates. Talent Pipelining: Proactively build and maintain pipelines for high-volume or hard-to-fill critical roles. Recruitment Process Optimization: Standardize and enhance recruiting practices, including interview guides, scorecards, job descriptions, and candidate communications. ATS Management: Utilize and manage our Applicant Tracking System (ATS) for job postings, candidate tracking, and generating recruitment reports. Metrics & Reporting: Track and analyze key recruiting metrics such as time-to-fill, source effectiveness, quality of hire, and candidate satisfaction to drive continuous improvement. Employer Branding Support: Contribute to building and promoting our employer brand through career pages, social media presence, and supporting an effective employee referral program. Strategic Partnership: Collaborate with leadership on workforce planning and hiring forecasts, staying current on recruiting trends and best practices. General HR Support & Projects (25%) Employee Surveys: Design, launch, analyze, and report on employee surveys (as needed). Training Coordination: Draft and manage internal training schedules, coordinate logistics for training programs, and assist with content preparation. Process Documentation: Document and standardize internal HR processes and workflows to ensure consistency and efficiency. Ad-Hoc HR Projects: Support other HR initiatives and projects as needed, demonstrating adaptability and a willingness to contribute across various HR functions.

Requirements

2-3 years of full-cycle recruiting experience (corporate or agency), with a proven track record of managing a high volume of requisitions.
Demonstrated experience with proactive sourcing of passive candidates through LinkedIn, networking, and creative outreach.
Experience recruiting for client-facing/services roles (sales, account management, consulting, etc.).
Familiarity with distributed/remote hiring across multiple locations.
Experience with general HR support tasks, including drafting training schedules, coordinating logistics, conducting surveys, and documenting processes.
Strong organizational skills and ability to manage 10-15 open requisitions simultaneously alongside general HR tasks.
Excellent communication, interpersonal, and relationship-building skills with candidates, hiring managers, and internal stakeholders.
Proficiency with Applicant Tracking Systems (ATS) platforms (e.g., Greenhouse, Lever, Workday, iCIMS, etc.) and LinkedIn Recruiter.
Solid understanding of employment law and compliance as it pertains to recruitment (EEO, OFCCP).

Nice To Haves

Experience in professional services, consulting, or B2B services industries.
Background recruiting for small-to-mid-sized companies (100-500 people).
Familiarity with HR metrics and data-driven decision making.
Experience building recruiting processes from scratch or optimizing existing ones.
SHRM-CP, PHR, or AIRS certification (or willingness to obtain).

Responsibilities

Manage the entire recruitment process for all open positions (client services, operations, leadership), from initial requisition to offer acceptance.
Identify and attract top talent through diverse channels including LinkedIn Recruiter, job boards, social media, employee referrals, and networking.
Effectively manage the hiring process for teams across headquarters and 10+ remote locations, ensuring a consistent candidate experience.
Screen, interview, and assess candidates using behavioral interviews, skills assessments, and cultural fit evaluations.
Oversee the interview process, including scheduling, preparing hiring managers, collecting timely feedback, and guiding decision-making.
Extend offers, negotiate compensation, and facilitate pre-employment checks with final candidates.
Proactively build and maintain pipelines for high-volume or hard-to-fill critical roles.
Standardize and enhance recruiting practices, including interview guides, scorecards, job descriptions, and candidate communications.
Utilize and manage our Applicant Tracking System (ATS) for job postings, candidate tracking, and generating recruitment reports.
Track and analyze key recruiting metrics such as time-to-fill, source effectiveness, quality of hire, and candidate satisfaction to drive continuous improvement.
Contribute to building and promoting our employer brand through career pages, social media presence, and supporting an effective employee referral program.
Collaborate with leadership on workforce planning and hiring forecasts, staying current on recruiting trends and best practices.
Design, launch, analyze, and report on employee surveys (as needed).
Draft and manage internal training schedules, coordinate logistics for training programs, and assist with content preparation.
Document and standardize internal HR processes and workflows to ensure consistency and efficiency.
Support other HR initiatives and projects as needed, demonstrating adaptability and a willingness to contribute across various HR functions.