Senior Recruiter

Premier Roofing Company•Glendale, CO

7d•$70,000 - $95,000

About The Position

We’re looking for a Senior Recruiter who doesn’t just fill roles—you build pipelines, create momentum, and own outcomes. This role is for someone who thrives in fast-moving environments, enjoys solving hard hiring problems, and wants real ownership over both high-volume 1099 sales recruiting and strategic W-2 hiring. If you move fast, think creatively, and take pride in getting the right people across the finish line, you’ll feel at home here.

Requirements

2+ years of recruiting or talent sourcing experience, ideally in sales or field-based roles
Proven ability to manage multiple requisitions and pipelines simultaneously
Strong communicator with candidates and hiring leaders
High sense of urgency, ownership, and follow-through
Comfort operating in fast-paced, performance-driven environments
Familiarity with ATS platforms and outbound sourcing tools

Nice To Haves

Experience recruiting for commission-based or entrepreneurial sales roles
Background in construction, home improvement, or door-to-door sales environments
Experience hiring at scale across multiple geographies

Responsibilities

Own the Sales Hiring Pipeline
Manage full-cycle recruiting across multiple markets, owning both high-volume contractor hiring and W-2 roles across the organization.
Build and maintain a consistent, qualified pipeline of candidates
Drive candidates from first touch through offer acceptance and start readiness
Balance speed, quality, and volume without sacrificing candidate experience
Partner with Sales Leadership
Collaborate directly with branch leaders to understand hiring needs, timelines, and local market dynamics
Set clear expectations with hiring managers around urgency, ownership, and accountability
Provide real-time market feedback on candidate supply, demand, compensation expectations, and hiring friction
Drive Speed & Accountability
Maintain momentum between offer and start date through proactive follow-up and candidate engagement
Identify and mitigate drop-off risks (ghosting, competing offers, readiness issues)
Hold yourself and stakeholders accountable to hiring timelines and commitments
Sourcing & Outreach
Proactively source talent through LinkedIn, referrals, events, outbound outreach, and creative sourcing strategies
Craft compelling outreach that educates candidates, sets realistic expectations, and attracts the right profile
Continuously test, iterate, and optimize sourcing strategies by market and role type
Data & Process Excellence
Track pipeline activity, conversion rates, and hiring outcomes in the ATS
Maintain clean, accurate candidate documentation and notes
Use data to improve efficiency, forecast hiring needs, and inform leadership decisions