HR Recruiter

Looking for an Experienced, High Volume Recruiter!

Are you goal oriented, move with urgency and like deadlines? Then we want to speak to you!

Job Title:

HR Recruiter Department:
Human Resources

Reports to:

HR Leader FLSA Status:
Full-Time, Exempt Salary Range: $55,000 - $65,000

The HR Recruiter is a recruiting-focused member of the Human Resources team responsible for keeping Refreshed Tech staffed with the right people, at the right time. This role owns high-volume, full-cycle recruiting for production, warehouse, and professional positions, partnering closely with hiring managers to fill openings quickly while maintaining quality hires and a strong candidate experience.

Beyond filling requisitions, this role is responsible for continuously improving how Refreshed Tech recruits — getting the most out of our applicant tracking (ATS), candidate relationship management (CRM), and HRIS systems, using data to identify bottlenecks, and building repeatable processes that shorten time-to-fill and reduce early turnover. This position requires someone who thrives in a fast-moving manufacturing or warehouse environment and is energized by high-volume hiring.

• Lead High-Volume Recruiting:
  Own full-cycle recruiting for a high volume of open requisitions, with an emphasis on hourly production and warehouse roles — posting jobs, sourcing, screening, scheduling and conducting interviews, checking references, and extending offers.
• Partner with Hiring Managers:
  Conduct intake meetings to define job requirements, set hiring timelines, and provide regular pipeline updates; coach hiring managers on interviewing and selection best practices.
• Source and Build Talent Pipelines:
  Proactively source candidates through job boards, social media, employee referrals, staffing agencies, job fairs, schools, and community partnerships, and maintain warm talent pools for recurring and hard-to-fill roles.
• Manage ATS, CRM, and HRIS Systems:
  Serve as the day-to-day owner of recruiting systems (Paycor, ADP, or similar) — building requisitions, managing candidate workflows and communications, and keeping applicant data accurate and compliant.
• Improve Recruiting Processes:
  Evaluate the end-to-end hiring process, identify bottlenecks, and implement improvements such as streamlined applications, structured interviews, automated candidate communications, hiring events, and standardized offer and onboarding steps.
• Track and Report Recruiting Metrics:
  Track and report on open requisitions, time-to-fill, applicant flow, source effectiveness, cost-per-hire, offer acceptance, and 90-day retention, and use the data to recommend changes to recruiting strategy.
• Plan Hiring Events and Campaigns:
  Plan and run hiring events, open interview days, and targeted job campaigns to fill high-volume and seasonal staffing needs quickly.
• Manage Staffing Agency Relationships:
  Coordinate with staffing partners on temp and temp-to-hire needs, monitor agency performance, and manage conversions to direct hire.
• Coordinate Pre-Employment and Onboarding:
  Coordinate background checks, drug screens, and offer letters, and hand off new hires smoothly into orientation, I-9 verification, and first-day onboarding.
• Strengthen Employer Brand:
  Write compelling job postings and help promote Refreshed Tech as an employer of choice through social media, career pages, and community outreach.
• Ensure Hiring Compliance:
  Ensure recruiting practices comply with EEO, OFCCP (as applicable), and other federal and state employment laws, and maintain proper applicant records.
• High-Volume Recruiting:
  Proven ability to source, screen, and close candidates at scale while keeping quality and candidate experience high.
• Recruiting Technology:
  Strong working knowledge of ATS, CRM, and HRIS platforms, including building workflows, automations, and reports.
• Process Improvement:
  Ability to analyze recruiting data, spot inefficiencies, and implement practical, lasting process improvements.
• Communication:
  Clear, professional written and verbal communication with candidates, employees, and all levels of management.
• Relationship Building:
  Builds trust with hiring managers, candidates, and staffing partners and acts as a credible advisor on hiring decisions.

• Organization & Prioritization:
  Manages a high volume of requisitions and candidates without losing attention to detail or follow-through.
• Sense of Urgency:
  Moves quickly to fill critical openings and keeps…