Recruiter

Sutherland

About The Position

As a Recruiter (Level 2), you will play a hands-on operational role in supporting US recruitment delivery through candidate sourcing support, screening coordination, recruitment workflow execution, and compliance-focused process management. The role operates with greater independence than Level 1 and contributes to smoother recruitment throughput across multiple requisitions. You will support the end-to-end recruitment cycle by maintaining candidate pipelines, coordinating hiring stages, ensuring documentation readiness, and partnering closely with recruiters and leads on process execution. The role requires strong system proficiency, sound process judgment, and the ability to manage multiple recruitment activities in parallel. The mission is to strengthen operational reliability, improve candidate stage movement, and contribute to a high-quality recruitment support model through speed, accuracy, and process discipline.

Requirements

1–3 years of experience in US recruitment operations, talent acquisition support, HR shared services, or hiring coordination.
Availability to work U.S. business hours and follow the U.S. holiday calendar.
Hands-on working knowledge of Workday, ATS platforms, Excel-based trackers, and Outlook/calendar coordination.
Good understanding of recruitment stages, documentation control, and coordination-heavy workflows.
Strong written and verbal communication skills in English and Spanish, with the ability to support candidate and stakeholder interactions confidently.
Ability to manage multiple requisitions and high-volume support activity in a deadline-driven environment.
Strong understanding of hiring stages, process sequencing, and candidate lifecycle movement.
Ability to maintain clean, reliable data across ATS, Workday, and recruitment trackers.
Ability to identify delays, missing information, or workflow risks before they impact delivery.
Ownership of assigned requisitions, candidate actions, and pending closures.
Strict adherence to hiring documentation and verification requirements.
Ability to partner effectively with recruiters, onboarding teams, and internal functions to close actions quickly.
Ability to support timely communication and structured follow-up to protect candidate experience.
Ability to work effectively in fast-paced, changing recruitment environments with competing priorities.

Nice To Haves

Bachelor’s degree in human resources, Business Administration, or a related field preferred.

Responsibilities

Support active requisitions by maintaining candidate pipelines and ensuring recruitment stages progress on time.
Conduct initial profile validations or basic screening coordination where applicable, based on defined hiring criteria.
Coordinate interview stages from scheduling through feedback closure to prevent delays in candidate progression.
Identify urgent roles, aging candidates, or delayed workflow items and proactively bring them to recruiter attention.
Coordinate with recruiters, leads, and hiring teams to maintain visibility on pending actions and bottlenecks.
Manage candidate stage movement in Workday or ATS systems from application review through offer or handoff stages.
Assist in identifying aligned profiles based on role criteria, location, shift fit, and work authorization requirements.
Ensure recruitment-stage movement is accurately reflected in systems and trackers.
Provide timely candidate updates and structured follow-up to help prevent candidate drop-off.
Complete scheduling, documentation, and recruiter-support tasks within service-level expectations.
Validate required pre-employment documents before next-stage processing.
Ensure background verification, consent forms, and mandatory compliance steps are initiated and tracked correctly.
Coordinate with background-check partners or internal teams for status follow-up where applicable.
Flag missing, incorrect, or delayed compliance items and ensure they are resolved within defined timelines.
Ensure recruitment execution adheres to internal policy, audit standards, and client-specific requirements.
Support the transition from offer release to onboarding initiation by ensuring records are updated and complete.
Respond to candidate queries about joining steps, pending documents, or timeline expectations.
Coordinate with onboarding, HR operations, and recruitment leadership on case-specific issues that may affect joining.
Track onboarding readiness and escalate risks related to delays or candidate drop-off.
Support resolution of first-level issues related to pre-joining process steps.
Maintain daily and weekly recruitment reports, candidate trackers, and open-action dashboards.
Review records for data gaps, incorrect stage movement, or documentation errors before final submission or handoff.
Identify repeated workflow issues, scheduling delays, or compliance slippages and escalate them for resolution.
Suggest improvements in coordination, tracker usage, or documentation flow to improve efficiency.
Follow defined SOPs, quality guidelines, and reporting formats consistently.