Talent Acquisition Recruiter (Contract to hire)

Nellis Auction•Las Vegas, NV

About The Position

The Talent Acquisition Recruiter is a hands-on, metrics-driven role responsible for rapidly and efficiently staffing Nellis Auction’s essential entry-level and frontline positions. The role focuses on moving candidates quickly through the hiring funnel, meeting daily and weekly fill quotas, and organizing new-hire classes for roles such as light industrial, warehouse operations, call center, and customer service positions. Speed and volume are key performance indicators.

Requirements

2–5 years of full-cycle recruiting experience in a high-volume, transactional environment.
Direct experience recruiting for day labor, light industrial, call center, or customer service roles.
Proven track record of consistently filling new-hire classes or cohorts.
Expert user of an Applicant Tracking System (ATS) for managing large candidate pipelines.
Exceptional organizational skills and ability to manage multiple high-priority openings simultaneously.
Self-starter with a strong sense of urgency and ability to meet aggressive daily and weekly hiring goals.
Excellent verbal communication skills and ability to clearly explain job requirements to many candidates.
Ability to lift, carry, push, and pull up to 20 lbs occasionally.
Ability to stand, walk, bend, reach, twist, and stoop for extended periods.

Nice To Haves

Recruiting experience in a staffing agency or high-growth operations setting.

Responsibilities

Execute daily and weekly hiring targets, prioritizing immediate operational staffing needs.
Proactively source, screen, and interview candidates for high-turnover, entry-level roles.
Process applications, background checks, and pre-employment requirements promptly to minimize time-to-start.
Coordinate new-hire class-fill events, including scheduling, notifications, and attendance.
Provide high-volume candidates with a fast, professional experience and clear communication about role expectations and next steps.
Conduct efficient phone screens and rapid in-person or virtual interviews to assess candidate availability, fit, and readiness.
Communicate with Operations and Customer Service leaders about real-time staffing needs and shift priorities.
Partner with local staffing agencies and community job placement resources to generate candidate flow.
Ensure recruitment activities comply with federal, state, and local hiring laws.
Update the Applicant Tracking System (ATS) promptly and accurately to maintain current requisition and candidate-status information.
Use recruitment metrics, such as Screen-to-Interview and Offer-to-Accept, to identify and address process bottlenecks.