Corporate Recruiter – Build the Talent Engine Behind a Growing Organization

About the Opportunity

Our client is an established, multi-entity organization with 800+ employees across the U.S., currently evolving how hiring works across a complex “Family of Solutions” model.

They’ve already upgraded HR leadership. Now they’re upgrading how recruiting actually operates.

This role exists to bring structure, consistency, and better decision-making into hiring—not just fill open roles.

What You’ll Own

This is full-cycle recruiting with real visibility and expectation.

Full-Cycle Recruiting

• Own searches from intake through close across multiple teams
• Partner directly with hiring managers to define roles—not just execute
• Build structured interview processes that improve hiring quality

Hiring Process Improvement

• Bring consistency to recruiting workflows across business units
• Help align how different teams approach hiring
• Improve decision-making through better structure and calibration

Sourcing and Pipeline Strategy

• Develop targeted sourcing strategies based on role and market
• Actively build pipelines (not a “post and pray” environment)
• Keep pipelines organized, active, and intentional

Candidate Experience

• Run a high-quality, professional process from first outreach through offer
• Ensure communication is clear, timely, and human
• Represent the organization with credibility in the market

Offer and Onboarding

• Partner with leadership on compensation and offer structure
• Manage onboarding logistics including compliance documentation
• Act as a bridge between recruiting and HR operations

Data and Reporting

• Maintain clean ATS/HRIS data
• Contribute to hiring metrics and pipeline visibility
• Support improvements in hiring efficiency and outcomes

What Makes You Effective Here

• You don’t just recruit—you improve how recruiting works
• You’re comfortable working directly with hiring leaders and pushing for clarity
• You balance speed, quality, and candidate experience
• You bring structure without overcomplicating things
• You follow through—nothing falls through the cracks

What You Bring

• 3–5 years of full-cycle recruiting experience (corporate or agency)
• Bachelor’s degree required
• Experience partnering directly with hiring managers
• Exposure to onboarding, HRIS, or recruiting operations
• Strong organization and attention to detail

This Is Not the Right Role If

• You prefer transactional recruiting over consultative partnership
• You need highly structured environments instead of building them
• You’ve moved role-to-role without improving processes or outcomes

Why This Role Is Worth Considering

• Direct exposure to upgraded HR leadership
• Opportunity to influence how hiring works across the organization
• Blend of recruiting execution and operational impact
• Visible contribution—not buried in req volume

A year from now, you should be able to point to the hiring process and say:

“This works better because I was here.”

Next Steps

If you’re looking to move closer to the business and have a real voice in how hiring gets done, this is worth a conversation.