Recruiter - The Siegel Group

SIEGEL GROUP NEVADA INC•Paradise, NV

19d•Onsite

About The Position

The Siegel Group is seeking an experienced Recruiter to lead full-cycle recruiting across its nationwide, multi-entity organization. The role covers high-volume line-level hiring in multi-family residential and hospitality operations, as well as specialized corporate and leadership roles in areas including marketing, construction, finance, information technology, human resources, and other business functions. The Recruiter is expected to serve as a trusted business partner to hiring managers, understand the operational impact of vacancies, develop thoughtful sourcing strategies, and take ownership of delivering strong candidates. The Recruiter owns recruiting from requisition intake through sourcing, screening, interview coordination, selection, offer support, pre-employment processing, and final disposition. The role requires accurate and current Paycom records, weekly reporting, use of recruiting metrics, consistent follow-up, and professional, compliant candidate and hiring-manager interactions. The position is based at the Shared Service location in Las Vegas, Nevada, and requires in-person collaboration with hiring managers and travel to company locations or recruiting events as business needs require.

Requirements

At least 3–5 years of progressive full-cycle recruiting or talent acquisition experience, including high-volume and professional-level searches.
Demonstrated success managing multiple requisitions, hiring managers, priorities, and deadlines across different functions or locations.
Strong sourcing and candidate-engagement skills, including direct outreach to passive candidates.
Experience conducting structured candidate screens and presenting well-vetted candidates with clear, concise recommendations.
Ability to build credibility with leaders, communicate candidly, influence decisions, and maintain strong working relationships.
Strong organizational discipline, attention to detail, judgment, urgency, and follow-through.
Ability to interpret recruiting data, identify risks or trends, and present actionable updates to leadership.
Proficiency with applicant tracking systems, job boards, LinkedIn, Microsoft Office, and modern recruiting technology.
Ability to collaborate in person with hiring managers and travel to company locations or recruiting events as business needs require.
Four-year degree.

Nice To Haves

Recruiting experience in multi-family residential, extended-stay hospitality, hotels, property management, construction, or another multi-location service organization.
Experience recruiting across multiple states and supporting geographically dispersed hiring managers.
Experience filling corporate or specialized roles in marketing, construction, finance, technology, human resources, or senior leadership.
Experience with Paycom ATS and LinkedIn Recruiter.
Bilingual English/Spanish communication skills.

Responsibilities

Build trusted relationships with hiring managers and business leaders through regular face-to-face meetings, candid communication, responsiveness, and follow-through.
Conduct detailed requisition intake meetings to understand role requirements, business needs, team environment, compensation parameters, hiring timelines, and candidate success criteria.
Advise leaders on market conditions, candidate availability, compensation competitiveness, interview strategy, and realistic hiring timelines; escalate barriers and recommend action plans.
Develop proactive recruiting plans for recurring, difficult-to-fill, seasonal, growth-related, and leadership positions.
Collaborate with hiring managers to refine search criteria when sourcing does not produce qualified candidates.
Own the full recruiting lifecycle from requisition intake through sourcing, screening, interview coordination, selection, offer support, pre-employment processing, and final disposition.
Recruit for property and hospitality operations, maintenance, housekeeping, security, management, corporate support, marketing, construction, finance, technology, and executive-level roles.
Develop role-specific sourcing strategies using Paycom, LinkedIn Recruiter, Indeed, job boards, direct outreach, networking, referrals, community partnerships, hiring events, professional associations, and search firms when appropriate.
Identify and engage passive candidates, particularly for professional, leadership, and hard-to-fill roles.
Conduct thorough phone screens and qualification assessments, evaluating experience, motivation, communication, compensation alignment, schedule or travel requirements, and overall fit.
Maintain candidate quality and adjust sourcing efforts until hiring managers have a credible, competitive slate.
Maintain accurate and current job postings, candidate stages, interview activity, hiring-manager feedback, dispositions, and requisition status in Paycom.
Provide timely weekly recruiting reports and regular updates on pipeline health, candidate activity, aging requisitions, hiring risks, next steps, and recommended actions.
Track and use time-to-fill, time-in-stage, source effectiveness, candidate conversion, offer acceptance, and hiring-manager satisfaction metrics to improve results.
Follow up with hiring managers to obtain interview feedback, advance candidates, resolve bottlenecks, and prevent delays from losing strong candidates.
Ensure recruiting records, job postings, interview practices, offers, and candidate communications are accurate, professional, consistent, and compliant with applicable laws and company policies.
Represent The Siegel Group professionally and provide a responsive, respectful candidate experience from first contact through final disposition.
Prepare hiring managers for effective interviews, support consistent evaluation standards, and help leaders make timely, informed hiring decisions.
Maintain productive relationships with external agencies, community organizations, schools, workforce programs, and other talent partners; evaluate results and manage external resources responsibly.
Partner with Human Resources, Operations, Marketing, and company leadership on employer branding, hiring events, internal mobility, workforce planning, and continuous improvement initiatives.