Senior Contract Recruiter (Remote, US)

Pie Insurance - Contracts

1d•Remote

About The Position

As a Senior Contract Recruiter, you will identify and attract top talent, communicate Pie’s value proposition and talent brand, and manage the candidate experience throughout the recruiting process. You will support the company’s scaling initiatives by recruiting across corporate and business groups, filling manager- to director-level requisitions as well as high-volume and specialized insurance roles, including Claims. The role is a six-month independent contractor engagement with possible extension and an expected 40 hours per week. It is remote for US-based workers, excluding territories. You will own full-cycle recruiting, sourcing strategy, candidate management in Greenhouse, hiring-team partnership, and candidate offer development and closing. You will advise hiring leaders on hiring plans and market conditions, lead search kickoffs and interview debriefs, and contribute to improving recruiting workflows, tracking, and processes. You will also support talent-brand initiatives, external events, and projects. Success requires ramping quickly, operating effectively amid shifting priorities, and balancing speed, quality, and candidate experience.

Requirements

High school diploma or GED.
At least 8 years of sourcing or full-lifecycle recruiting experience across multiple departments, including corporate functions.
Experience with an applicant tracking system and common sourcing tools such as LinkedIn Recruiter.
Advanced communication skills, including the ability to explain complex information, communicate the team member value proposition, write compelling candidate outreach, and deliver difficult decisions professionally.
Strong business acumen and the ability to solve problems quickly and effectively.
Proven ability to manage high-volume, high-complexity searches and navigate ambiguity with stakeholders and candidates.
Understanding of how corporate and business teams operate together.
Ability to balance independent ownership of tasks, deliverables, and timelines with collaboration, and to involve hiring leaders and the Talent team when appropriate.
Ability to ramp quickly in new environments and build credibility with hiring leaders in specialized functions.
Systems and process expertise, including experience building or improving recruiting workflows, tracking, and reporting.
Track record of balancing quality and volume and using data such as pass-through rates and time-to-fill to manage a recruiting pipeline.
Must live and work in the United States, excluding territories, and have reliable, high-speed internet.

Nice To Haves

At least 3 years of recruiting experience in the insurance industry, ideally property and casualty (P&C).
Claims hiring experience or familiarity with claims adjudication profiles.
At least 2 years of recruiting experience in a fast-paced startup or scaling business.
Hands-on proficiency with Greenhouse.

Responsibilities

Manage the full-cycle recruiting process.
Develop strategies to identify, attract, and engage top talent, emphasizing passive candidate outreach and innovative sourcing.
Manage candidate flow through the Greenhouse applicant tracking system.
Provide prospects and candidates with a high-quality experience throughout the process.
Partner with the People Partner to shape market-competitive offers, probe candidate interests, negotiate, and close candidates with minimal guidance.
Partner with hiring teams to understand organizational objectives and develop hiring plans.
Work with executives, leaders, and the Director of Talent to create and distribute content on job-posting platforms and social media.
Coach hiring leaders through recruiting, constructively challenge requirements, and advise them on the talent market.
Build strong relationships with client groups.
Lead search kickoffs, interview-panel alignment, and debriefs.
Identify gaps and build or improve recruiting processes, trackers, and workflows, sharing effective practices with the Talent team.
Manage a high-volume, high-complexity requisition load while maintaining quality and talent density.
Support talent-brand efforts, external events, and projects that strengthen recruitment and brand.