Recruiter & Resource Coordinator

DC Metro Area
District of Columbia, DC 20001, USA

Indelible is a national management consulting firm that operates through client‑site, in‑office, and at times, remote operations, employing a multifaceted workforce that includes a combination of full‑time employees and short‑term contracted staff. We cultivate a culture of success that creates sustainable growth opportunities for our clients and their communities while fostering an empowering and dynamic environment within our organization.

Role overview:

Indelible is seeking a proactive and detail‑oriented Recruiter/Resource Coordinator to support the hiring, onboarding, and resource coordination of both external and internal talent. This role sits within our People & Culture team, reporting to the Talent Management Lead, and executes resource management activities in partnership with the President of Operations. The ideal candidate will be highly organized, independent, and comfortable recruiting for both high‑volume, temporary roles and niche, full‑time positions.

In addition, this role plays a key part in resource coordination and workforce planning, supporting the tracking and monitoring of staff allocation, utilization, and client engagements to ensure teams are appropriately staffed to meet business and operational needs.

*** During peak storm season, work hours may be extended to include evenings, weekends, or non‑standard business hours to support operational needs.

Responsibilities include, but are not limited to:

Recruitment:

• Manage the full‑cycle recruitment process for both temporary/seasonal emergency and recovery roles and full‑time positions, including posting and maintaining job requisitions, proactively sourcing candidates, reviewing applications, and coordinating interviews at all stages.
• Conduct initial candidate screenings and assist in evaluating first‑round interview outcomes by summarizing candidate qualifications and readiness.
• Build and maintain talent pipelines using job boards, internal databases, social media platforms, and referral networks to ensure rapid response to staffing needs.
• Draft and send employment‑related communications, including, but not limited to, offer letters, change letters, deployment status updates, and check‑ins for onboarded individuals who are not yet actively assigned.
• Provide administrative support to the People & Culture team by maintaining accurate documentation and assisting with general communications, employee administration, compliance tracking, etc.
• Coordinate closely with the Talent Management Lead and internal stakeholders to stay aligned on evolving staffing priorities and recruitment timelines.
• Maintain accurate records in our HRIS, including requisition tracking, employee management, candidate status updates, and hiring data, providing regular reporting on progress to the People & Culture team and key stakeholders.
• Facilitate onboarding processes, including background checks, document collection, and orientation logistics.
• Monitor and manage onboarding checklists and track completion across multiple hires to maintain compliance and readiness.
• Provide responsive communication to candidates throughout the recruitment and onboarding process, answering questions and escalating as needed.

Resource Coordination:

• Support day‑to‑day resource coordination by tracking internal and external staff assignments (e.g., bookings, task creation, task assignment, project closeout activities, etc.) across active and upcoming client engagements using established systems and tools.
• Create and maintain user profiles and project‑specific resource trackers to support accurate staffing, utilization, and reporting.
• Maintain accurate records of staff allocation, utilization, engagement status, and anticipated engagement durations to support workforce planning and staffing decisions.
• Prepare and deliver regular staffing and utilization updates to executive leadership, including dashboards, trackers, and summary reports.
• Proactively monitor resource availability and downtime, flagging risks, gaps, or conflicts and escalating issues as needed.
• Partner with Engagement Managers, Delivery leadership, and People & Culture…