Recruiter

GTT•Altamonte Spings, FL

1d•Hybrid

About The Position

The Recruiter partners with assigned hiring managers to identify staffing needs, build candidate pipelines, and attract talent that supports the organization’s mission. The role manages the end-to-end talent acquisition process, including developing recruitment strategies, screening and interviewing candidates, extending offers, and overseeing onboarding. This is a right-to-hire, temporary-to-permanent position with a four-month contract duration. The role is based in Altamonte Springs, Florida, with a hybrid schedule: in the office Monday, Wednesday, and Thursday, and remote on Friday. The first week of training is onsite Monday through Thursday. Facility visits are required two to three times per quarter, including a scheduled team talent acquisition day and at least one independent visit or visit with an RN partner. The position requires a non-clinical background check and drug screen. The work is sedentary, and the dress code is business casual. Applicants must be authorized to work for any employer in the United States; visa sponsorship or transfer is not available.

Requirements

Bachelor’s degree required; an equivalent combination of a bachelor’s degree in a related field or four years of relevant work experience may be considered.
At least one year of experience in recruiting or human resources.
Proficiency with applicant tracking systems (ATS) and recruiting CRMs.
Proficiency with Microsoft Office Suite.
Proficiency in utilizing AI tools.
Authorization to work for any employer in the United States; the employer is unable to sponsor or take over sponsorship of an employment visa.

Nice To Haves

Healthcare experience and/or RPO experience.
Talent acquisition certification through HCI, NAHCR, or RACR.
HR certification through HCI or SHRM, such as SHRM-CP.
Professional in Human Resources (PHR) certification.

Responsibilities

Partner with hiring managers to determine staffing needs by reviewing attrition rates, new business plans, and potential retirements.
Develop recruitment strategies to keep vacancies at facility-specified levels and ensure new programs are fully staffed by opening dates.
Screen and interview candidates using behavioral interview techniques, resume reviews, and credential assessments to evaluate their knowledge, skills, and abilities.
Prepare and extend job offers, including sign-on bonuses, relocation agreements, and other incentives, and manage counteroffers as needed.
Maintain accurate and timely records of candidate progress in the applicant tracking system.
Develop and maintain knowledge of benefit plans, incentives, and corporate policies to respond to applicant inquiries.
Oversee onboarding as part of the end-to-end talent acquisition process.