Recruiter, Talent Manager

Recruiter

Position Type :
Full-Time, Remote

Working Hours : U.S. client business hours (with flexibility for candidate availability and interview scheduling)

About the Role

Our client is seeking a Recruiter to lead the end-to-end hiring process. This role is responsible for sourcing, screening, and presenting top candidates, while managing client relationships and ensuring a world-class candidate experience. The Recruiter is both a strategic advisor and hands‑on executor, balancing pipeline generation, process management, and stakeholder communication.

Responsibilities Role Intake & Strategy

• Meet with hiring managers to clarify role requirements, success profiles, and timelines.
• Draft compelling job descriptions and posting strategies aligned with market conditions.

Sourcing & Outreach

• Build candidate pipelines using Linked In Recruiter, Indeed, Glassdoor, niche job boards, and Boolean search.
• Engage passive candidates through direct outreach and talent mapping.
• Maintain active presence in talent communities relevant to the industry.

Screening & Assessment

• Conduct structured phone / video interviews to assess skills, cultural fit, and career goals.
• Use behavioral and competency‑based questions to evaluate alignment.
• Administer skills assessments or case studies where required.

Candidate Experience

• Manage communication throughout the process from outreach to offer.
• Provide timely feedback and ensure candidates feel respected and informed.
• Serve as the brand ambassador for the client company.

Interview & Selection Support

• Coordinate interviews, prepare candidates, and gather hiring team feedback.
• Facilitate debriefs with managers to align on decisions.
• Maintain structured evaluation notes in the ATS.

Offer Management & Onboarding

• Draft and present offers, negotiate terms, and secure candidate acceptance.
• Support onboarding processes to ensure smooth transitions.

Reporting & Analytics

• Track and report on time‑to‑fill, cost‑per‑hire, source effectiveness, and pipeline health.
• Present weekly / monthly recruitment dashboards to leadership.

Process & Relationship Management

• Partner with HR and hiring managers to refine processes and improve hiring efficiency.
• Ensure compliance with labor and data privacy laws.

What Makes You a Perfect Fit

• Excellent communicator and relationship builder.
• Skilled at balancing speed, quality, and candidate experience.
• Organized, metrics‑driven, and able to manage multiple requisitions simultaneously.
• Trusted advisor to hiring managers, with a proactive, problem‑solving mindset.

Required Experience & Skills (Minimum)

• 2+ years in recruiting, talent acquisition, or staffing.
• Proficiency with ATS platforms (Greenhouse, Lever, , iCIMS).
• Experience sourcing through Linked In Recruiter, job boards, and Boolean searches.
• Strong interview and candidate assessment skills.

Ideal Experience & Skills

• Agency or high‑volume recruiting background.
• Industry exposure in SaaS, finance, professional services, or property management.
• Knowledge of employment law and compliance requirements.
• Experience managing a team of recruiters or scaling a TA function.

What Does a Typical Day Look Like?

• Start the day sourcing candidates for active roles using Linked In Recruiter and other platforms.
• Screen candidates, conducting phone or video interviews and entering structured notes into the ATS.
• Coordinate interviews, aligning schedules between candidates and hiring teams.
• Provide client updates on pipeline health, challenges, and market feedback.
• Maintain candidate experience by sending timely communications, prepping candidates, and ensuring smooth interview logistics.
• End the day by updating dashboards on pipeline metrics and following up with hiring managers.

In essence

You ensure clients get the right candidates quickly, hiring managers stay confident in the process, and candidates feel respected and supported throughout their journey.

Key Metrics for Success (KPIs)

• Time‑to‑fill within client benchmarks.
• Candidate quality % advancing past first‑round interviews.
• Candidate satisfaction / experience scores.
• Hiring manager satisfaction with pipeline and process.
• 100% compliance in ATS records and reporting.

Interview Process

• Initial Phone Screen
• Video Interview with Recruiter
• Practical Task (e.g., build a Boolean search string and source 5 candidates for a sample role)
• Client Interview
• Offer & Background Verification

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