Recruitment Coordinator

Overview

Salary Range: $44,782-$72,242

The Recruitment Coordinator plays a vital role in supporting CLG’s talent acquisition function by performing essential administrative and operational tasks throughout the hiring lifecycle. From opening a requisition to the employee’s first day, this role ensures a seamless experience for both candidates and hiring managers. This position actively supports both direct hiring initiatives and the contingent-to-permanent employee conversion process. In addition to core recruitment duties, the Recruitment Coordinator champions the candidate-to-employee transition by actively supporting end-to-end onboarding and facilitating engaging new hire orientations.

Recruitment & Candidate Management

• Direct Hiring & Conversions: Support direct hire pipelines and manage the end-to-end process for contingent-to-permanent employee conversions, ensuring seamless transitions for converted staff.
• Job Postings: Collect, review, and refine internal job descriptions in collaboration with hiring managers. Post and manage job openings across various job boards, professional networks, and the CLG corporate career site.
• Candidate Screening: Review incoming resumes and conduct initial phone screens to evaluate applicant qualifications.
• Interview Logistics: Coordinate and schedule in-person and virtual interviews between candidates and hiring managers.
• Background & Reference Checks: Conduct reference and employment history checks, and authorize/initiate background checks.
• Candidate Communication: Draft, prepare, and send accurate offer letters, as well as timely and professional rejection letters.

Onboarding & New Hire Orientation

• Coordinate the Onboarding Journey: Act as the primary point of contact for all new hires and newly converted employees between offer acceptance and their first 30 days, answering questions and providing necessary resources.
• Facilitate Orientation: Schedule, prepare materials for, and help lead comprehensive New Hire Orientation sessions to introduce new employees to CLG’s culture, policies, and teams.
• Cross-Functional Setup: Liaise proactively with IT, Facilities, and department heads to ensure new hires have their equipment, system credentials, and work spaces fully set up prior to their start date.
• Documentation & Compliance: Ensure all required new hire paperwork (I-9s, tax forms, policy acknowledgments) is collected, verified, and securely filed.
• Training Coordination: Partner with department managers to organize and schedule initial role-specific training sessions for incoming staff.

• Education:
  
  High school diploma or equivalent required;
  Bachelor's degree strongly preferred.
• Experience:
  
  2 to 4 years of proven experience in Human Resources, Talent Acquisition, or a related administrative capacity.
• Autonomy:
  Performs work under general supervision. Capable of handling moderately complex issues independently while escalating highly complex problems to senior HR staff.

Technical Skills & Abilities

• Systems Fluency: Tech-savvy with a proven ability to quickly learn and adapt to new software, digital tools, and internal platforms.
• Recruitment Systems: Hands-on experience navigating Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS) to manage candidate pipelines and employee profiles.
• Data & Analytics: Familiarity with data visualization and reporting tools such as Power BI to help track and present recruiting metrics, time-to-fill, and candidate flow.
• Microsoft Office Suite: Strong proficiency in Microsoft Office, specifically Microsoft Excel (e.g., using formulas, pivot tables, and VLOOKUPs to manage staffing trackers and rosters).
• Virtual Platforms: Competence in managing virtual meeting platforms (Teams, Zoom, etc.) for remote interviews and digital orientation sessions.

Core Competencies

• Team
  
  Collaboration:
  
  Strong ability to work seamlessly as part of a cross-functional team.
• Communication: Excellent oral and written communication skills; capable of representing CLG professionally to external candidates and contingent workers.
• Client Orientation: High level of customer and client focus, ensuring a positive experience for both candidates and internal hiring managers.
• Time Management: Proven ability to manage multiple priorities, juggle complex interview schedules, and consistently meet deadlines.
• Attention to Detail: Ability to understand, interpret, and follow specific directions and compliance requirements accurately.
• Interpersonal
  
  Skills:
  
  Warm,…