Sr. Contract Recruiter, US & Canada

Prosci

18h•$0 - $65•Remote

About The Position

This is a fixed-term contract role supporting Prosci's Talent Acquisition function across the US and Canada. The Sr. Contract Recruiter owns full life cycle recruiting for an assigned slate of open requisitions, from intake through offer, partnering closely with hiring managers and HR Business Partners to build strong candidate pipelines and a consistently positive candidate experience. This role is intended to add recruiting capacity for a period of approximately 6 months (September 2026 – February 2027) with an anticipated workload of 20–40 hours per week; volume will vary with interview activity and open requisition load. Since our founding in 1994, Prosci has been laser-focused on change. By combining our deep understanding of people with a proven methodology rooted in the creation of the ADKAR® model, we’ve helped countless people and organizations thrive. Our solutions empower customers with lasting change resiliency through a unique blend of training, advisory services, and licensing options, including Kaiya, our AI change management coach. At Prosci, we are a purpose-driven organization full of passionate, curious, and results-oriented people. Working at Prosci means being part of a dynamic team that is dedicated to our purpose of creating a world where change is done right. Join us and be part of a culture that thrives on continuous learning, growth, and making a difference.

Requirements

Full life cycle recruiting experience across sourcing, screening, interviewing, and offer support, ideally spanning both US and Canadian hiring. Working knowledge of US and Canadian employment and hiring practices, with good judgment about when to escalate a compliance question (only US is required).
Working proficiency with an applicant tracking system and with LinkedIn Recruiter or an equivalent sourcing tool.
Strong written and verbal communication, comfortable managing multiple candidates, requisitions, and hiring manager relationships at once.
Ability to work independently against a defined requisition load with minimal day-to-day oversight.
Comfort using AI tools across the recruiting life cycle, primarily to synthesize interview notes and scorecard feedback into clear, evidence-based debrief summaries and candidate recommendations, with sound judgment about reviewing AI output for accuracy and bias before it informs a hiring decision.
5+ years of in-house or agency recruiting experience.
Demonstrated experience recruiting across a range of levels, from individual contributor through professional or exempt roles.

Nice To Haves

Experience recruiting for professional services, consulting, or other high-growth organization is a plus.
Prior contract or interim recruiting experience, comfortable ramping quickly on a new team's process and requisitions.
Experience with Predictive Index or a similar behavioral assessment tool.
Familiarity with competency-based, inclusive interviewing practices.

Responsibilities

Manage full life cycle recruiting for assigned US and Canadian requisitions: intake, sourcing, screening, interview coordination, assessment administration, reference and background checks, and offer support.
Lead intake and needs analysis conversations with hiring managers to confirm role scope, must-have criteria, and hiring timeline before opening a requisition.
Partner with HRBPs to create and publish job descriptions and postings.
Source active and passive candidates using Prosci's ATS (Workable), LinkedIn Recruiter, job boards, employee referrals, and other channels.
Conduct phone screens, coordinate interview loops, administer assessments, and lead scorecard completion and debrief discussions with interview teams.
Maintain regular, high-quality communication with candidates throughout the process to protect the candidate’s experience.
Support offer construction and, in partnership with the hiring HRBP and hiring manager, help negotiate terms with candidates.
Build and maintain candidate pipelines for roles that recur or are historically difficult to fill.
Apply sourcing, screening, and interview practices consistent with Prosci's commitment to diversity, equity, and inclusion, including attention to underexplored talent pools.
Apply working knowledge of US and Canadian hiring requirements relevant to recruiting (for example, pay transparency rules, background check requirements, and state or provincial variation) and flag questions to HR Business Partners rather than making independent compliance calls.
Perform select preboarding activities for new hires from the point of offer acceptance to start date, including internal stakeholder communication, coordination of first day logistics, and scheduling of week 1 core onboarding sessions.
Keep candidate and requisition records current and accurate in the ATS (Workable).
Provide regular pipeline and hiring status updates to hiring managers and HR Business Partners.
Flag process friction or candidate experience issues to HR Business Partners and suggest improvements.