Regional Recruiting Manager - West

Boyd Group Services•Washington, DC

5d•$70,000 - $95,000•Remote

About The Position

The Regional Recruiting Manager provides full-cycle recruiting services and support to assigned markets. Following the recruiting process, systems, and legal requirements, the role networks, develops recruiting strategies, sources and screens applicants for a variety of roles and center-level positions, and coordinates hiring and selection. This is an individual-contributor position that manages relationships and requisitions without direct reports. The role must be based in Seattle or Denver, and the employee must live in Washington or Colorado. Travel of up to 50% for business purposes, including some overnight travel, is required.

Requirements

2–4 years of recruiting and/or HR experience.
Proficiency with Applicant Tracking Systems and Candidate Relationship Management systems.
Ability to identify and handle priority and/or sensitive issues with discretion and a commitment to confidentiality.
Effective written and verbal communication and interaction skills.
Proficiency with Google email, docs, and presentation software.
Must live in Washington or Colorado and be located in Seattle or Denver.
Willingness to travel up to 50% for business purposes, within and outside the state; some overnight travel is required.

Nice To Haves

Experience with Workday.

Responsibilities

Communicate proactively with operational leadership to review staffing strategy, provide recommendations, and understand recruiting needs.
Communicate regularly with Talent Acquisition Managers about goal alignment and achievement, recruiting process updates and changes, and internal customer alignment.
Support staffing strategy in person and remotely as recruiting needs require, including posting positions, making talent recommendations, reviewing resumes, maintaining candidates, conducting phone screens, and tracking prospects, applicants, and candidates.
Manage the offer process to ensure consistency, compliance with company policy and practice, and a high rate of acceptance; provide a clear handoff to HR to support effective and consistent onboarding.
Research, recommend, and use established and new sources for active and passive candidates.
Generate applicants by promoting and expanding teammate and alumni referral networks, building a professional network, and leveraging sources such as Indeed or LinkedIn recruiting tools.