Recruiter

Cornerstone Building Brands•Cary, NC

2d•$100,000 - $120,000•Onsite

About The Position

As a Corporate Recruiter, you will be responsible for identifying, attracting, and hiring top talent to support the organization’s workforce needs. Reporting to the Talent Acquisition Sr. Manager, you will manage an average requisition load of 16–20 open positions at a time, supporting a diverse range of roles from manufacturing and operations leadership to engineering and other professional positions. You will partner closely with hiring leaders to develop effective recruiting strategies and deliver a strong candidate experience. The ideal candidate is a proactive, relationship-driven recruiter who can effectively manage competing priorities, thrive in a fast-paced environment, and is passionate about connecting great talent with the right opportunities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant experience.
5+ years of full-cycle recruiting experience, preferably within a corporate or manufacturing environment.
Proven success recruiting for salaried professional positions, including manufacturing leadership, operations, engineering, and other specialized roles.
Strong understanding of labor market trends and the ability to translate market insights into effective recruiting strategies.
Demonstrated ability to manage a high-volume requisition portfolio, typically supporting 16–20 open requisitions while effectively prioritizing competing demands.
Ability to act as a change agent and champion process excellence, driving continuous improvement across Talent Acquisition.
Strong interpersonal and communication skills with the ability to build trusted relationships with candidates, hiring managers, and business leaders.
Ability to thrive in a fast-paced, dynamic environment and adapt quickly to changing business priorities.
Strong organizational and prioritization skills with the ability to effectively manage multiple searches and deadlines simultaneously.
Detail-oriented with a strong commitment to accuracy, follow-through, and operational efficiency.
Proficiency with applicant tracking systems and other recruiting or HR technology.
Working knowledge of employment laws, regulations, and recruiting compliance requirements.
Creative problem-solving skills with a proactive, solutions-oriented approach to recruiting challenges.
Ability to maintain confidentiality and exercise sound judgment when handling sensitive candidate and employee information.
Must be at least 18 years of age to apply.

Responsibilities

Manage an average portfolio of 16–20 requisitions, balancing priorities and ensuring consistent progress across assigned openings.
Partner with hiring managers to understand business needs, define hiring requirements, and develop effective recruiting strategies.
Recruit across a diverse portfolio of positions, including manufacturing leadership, operations, engineering, and other professional roles.
Source and attract qualified candidates through job boards, social media, networking, referrals, direct outreach, and other creative sourcing channels.
Review applications and resumes to identify qualified candidates and maintain strong talent pipelines.
Conduct recruiter screens and interviews to assess candidates’ experience, skills, and alignment with the role and organization.
Coordinate interviews and maintain consistent communication with candidates throughout the hiring process.
Partner with hiring managers to facilitate efficient and effective interview and selection processes.
Conduct reference checks and coordinate background screening and other pre-employment requirements.
Extend offers, communicate compensation and employment details, and support candidates through the offer and acceptance process.
Proactively build and maintain talent pipelines to support current and future hiring needs.
Track recruiting activity and maintain accurate and timely candidate and requisition information within the applicant tracking system.
Stay current on recruiting trends, labor market conditions, sourcing strategies, and talent acquisition best practices.
Contribute to Talent Acquisition initiatives, process improvements, and other HR projects as needed.