Recruiter - School of Medicine Dean's Office

University of Washington•Seattle, WA

20h•Onsite

About The Position

The School of Medicine Dean’s Office has an outstanding opportunity for a Recruiter to join their team. Reporting to the Recruiting Manager, the Recruiter will help power the School of Medicine (SoM)’s ability to attract, engage, and hire exceptional talent across 31 clinical and biomedical research departments supporting more than 3,800 staff. This role manages full-cycle recruitment for professional and classified staff positions, builds inclusive talent pipelines, and partners closely with hiring managers, School of Medicine HR, UWHR Total Talent Management, and UWHR Compensation to deliver a thoughtful, compliant, and candidate-centered hiring experience. As the School of Medicine continues its transition from a decentralized to a more centralized HR operations model, this position will be instrumental in driving consistent recruiting practices, improving efficiencies, and enhancing service delivery across departments. This position requires a high level of confidentiality, independent judgment, discretion, and strong analytical skills in planning and executing SoM recruitments. This is an exciting opportunity for a collaborative recruiting professional who enjoys balancing strategy with hands-on execution, thrives in a complex academic medicine environment, and wants to make a direct impact on UW Medicine’s missions of education, research, and patient care.

Requirements

Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
Minimum two years of recruiting or HR experience with demonstrated full-cycle recruitment capabilities.
Strong knowledge of HR principles, particularly recruitment, selection, compliance, and candidate/customer service best practices.
Excellent interpersonal, communication, organization, problem-solving, and project management skills, with the ability to manage competing priorities accurately and efficiently.
Demonstrated ability to exercise independent judgment, discretion, and confidentiality when handling sensitive candidate, employee, and departmental information.
Demonstrated success working effectively with diverse populations and a service-oriented approach to supporting a diverse and demanding client base.

Nice To Haves

HR or recruiting experience in a large, complex, unionized, healthcare, academic, or university environment.
Experience working with applicant tracking systems and HRIS platforms, including Workday or similar systems.
Proficiency with Microsoft Office Suite and experience using data, dashboards, or metrics to support recruitment operations and decision-making.

Responsibilities

Manage full-cycle recruitment for a broad portfolio of professional and classified staff roles, including high-volume, hard-to-fill, senior leadership, and union-represented positions.
Design and execute creative sourcing strategies that attract qualified, diverse candidates through internal networks, external platforms, outreach events, and targeted talent pipelines.
Develop practical recruiting tools—such as tailored posting language, phone screen guides, and customizable interview question templates—to support consistent, inclusive, and effective hiring processes.
Create a seamless, welcoming, and inclusive candidate experience by coordinating interviews, managing candidate communications, and providing timely updates throughout the recruitment process.
Partner with hiring managers and HR colleagues to assess candidate alignment, share the School of Medicine’s mission and workplace culture, and connect strong candidates with alternative opportunities when appropriate.
Build and maintain productive relationships with hiring teams, internal stakeholders, and external partners to strengthen long-term talent acquisition strategies and promote the School of Medicine as an employer of choice.
Maintain recruitment dashboards and metrics, such as open positions, filled positions, time-to-fill, acceptance rate, and turnover/separations, to inform priorities and process improvements.
Advise hiring managers on recruitment and selection requirements, including relevant University policies, equal opportunity practices, regulatory considerations, and collective bargaining agreement provisions.
Evaluate recruitment workflows, systems, and practices to identify opportunities for continuous improvement, operational efficiency, and high-quality service delivery.