Recruiter (Temporary)

CHILD TRENDS INCORPORATED•Baltimore, MD

4d•Remote

About The Position

Child Trends is seeking an experienced temporary recruiter to assist in filling approximately 40 to 50 positions, primarily in research, analytic, and program roles, over the next several months. The role requires efficient and fair screening of a high volume of applications, maintaining momentum for hiring managers and candidates, and enhancing and automating existing recruiting systems to support scalability. This is a hands-on, independent position with a projected end date of 3/31/2027.

Requirements

At least 4-6 years of recruiting experience, including high-volume hiring.
Experience using ADP Workforce Now to lead recruiting.
Experience configuring or improving an applicant tracking systems.
Comfort with Excel or reporting tools to track and present hiring metrics.
Federal contractor experience required.
Working knowledge of EEO requirements, state pay transparency and AI laws.
Excellent written communication and sound judgment with confidential information.
Ability to work independently with minimal supervision.
Must be authorized to work in the US.

Nice To Haves

Bachelor’s degree preferred.
Experience recruiting in academic or research settings preferred.
Experience with workflow automation or scheduling tools is a plus.

Responsibilities

Review and triage high volumes of applications against job-related criteria using structured scorecards and screening questions.
Conduct structured phone screens and reference checks using approved question sets.
Track every applicant’s status and disposition consistently and keep candidates informed at each stage.
Streamline applicant tracking workflow in ADP, including requisition intake, candidate communications, scheduling, and status updates.
Utilize and improve templates, automated messages, and dashboards that reduce manual work.
Recommend and, where practical, set up tools that help us scale, and document the processes for future use after engagement ends.
Run a short kickoff with each hiring manager to confirm requirements, interview panels, and timeline.
Coordinate interview schedules, send reminders, and track feedback deadlines.
Report weekly on pipeline status, time to fill, and where searches are stalling.
Post positions to our website and job boards with compliant pay ranges and language.
Conduct targeted outreach to broaden the applicant pool, including universities, professional associations, and organizations serving veterans and individuals with disabilities.
Flag job requirements that may unnecessarily narrow the pool.
Follow federal and state requirements for postings, pay transparency, applicant records, and retention, including Section 503 and VEVRAA obligations as they apply to our contracts.
Keep complete candidate records in our systems for every requisition and escalate potential compliance issues to the HR team.
Prepare offer letters for review using our pay guidance.
Hand off accepted candidates to the HR team for onboarding.