Recruiter, Recruiter ​/ Talent Acquisition

Recruiter (Talent Acquisition Specialist)

Childcare Marketing | Remote-First | Full-Time

We are looking for a Recruiter who can identify exceptional talent, build strong candidate relationships, and help Childcare Marketing and our clients build high-performing teams.

The Recruiter owns the full recruitment lifecycle - from sourcing and attracting candidates to conducting interviews, managing communication, and supporting successful hires. This role requires someone who understands that great recruiting is not about collecting resumes; it is about finding the right people who align with the opportunity, culture, and long-term goals.

You will partner closely with hiring managers to understand their needs, create effective sourcing strategies, and deliver a seamless hiring experience for both candidates and internal stakeholders.

• Work That Matters:
  You transform lives by connecting families who need quality child care with the providers who serve them.
• Recession-Proof Growth:
  An established, fast-growing company that continues to thrive while many competitors struggle.
• Leadership That Has Your Back: A supportive, attentive team that answers your questions and helps you grow, professionally and personally.
• An Owner Who Shows Up:
  Our owner is actively involved in the business - not just a name on the door.
• Small-Team Feel: A friendly, tight-knit environment where you are a person, not a headcount.
• Remote-First Flexibility:
  Work remotely while staying connected to a fast-moving, collaborative team. Buffalo-area candidates may also have opportunities for occasional in-person meetings, strategy sessions, or team gatherings.
• Top-of-Market Pay:
  We pay above market because we hire the best and want to keep them.
• Train to Be the Best:
  Access $100K+ in training, courses, and materials - enough to make you more knowledgeable than 99.9% of the account managers our competitors employ.
• A Workspace That Feels Alive:
  Working from home can get lonely, so our virtual Sims-like office keeps the team connected day to day.
• Quarterly Town Halls:
  Every quarter, you get a full state-of-the-company update, so you are never guessing where things stand.
• The Dream-On Program:
  Each year, our CEO grants multiple wishes pulled straight from team members' dream boards.
• 25 Days Off: A full 25 paid days off per year, because we want you to have a real life outside work.
• Paid Days to Give Back: 4 paid days a year to volunteer with any charity you choose.

Within your first 90 days, you will develop a strong understanding of our hiring process, company culture, and the types of people who thrive at Childcare Marketing. You'll begin building robust talent pipelines, earning the trust of hiring managers, and taking ownership of recruiting outcomes. Ongoing, you will be measured on:

• Hiring Success:
  Consistently identify, attract, and hire exceptional candidates who are aligned with both the role and our culture.
• Quality of Hire:
  Present high-caliber candidates who are well-qualified, thoroughly evaluated, and ready to succeed—not just available to interview.
• Time to Hire:
  Keep recruitment processes moving efficiently while maintaining an exceptional candidate experience and high hiring standards.
• Talent Pipeline:
  Build and maintain proactive pipelines for key roles, reducing the time needed to fill future openings.
• Candidate
  
  Experience:
  
  Deliver a professional, responsive, and engaging experience that reflects positively on Childcare Marketing from first contact through onboarding.
• Hiring Manager Partnership:
  Become a trusted partner to hiring managers by communicating proactively, providing thoughtful recommendations, and helping them make confident hiring decisions.
• Recruitment Process Excellence:
  Continuously improve our hiring process through better organization, documentation, reporting, and data-driven recommendations.
• Employer Brand:
  Represent Childcare Marketing with professionalism and enthusiasm, helping us become an employer of choice for top talent.

• Partnering with hiring managers to understand current hiring priorities, define ideal candidates, and create effective recruitment strategies.
• Sourcing and engaging qualified candidates through Linked In, Indeed, Monster, job boards, referrals, networking, and other talent channels.
• Reviewing applications and identifying candidates who have the skills, experience, and mindset needed to succeed in the role.
• Conducting structured screening interviews to evaluate qualifications, motivation, communication skills, and cultural alignment.
• Managing candidate communication throughout the hiring process to ensure a professional and positive experience from first contact through the offer stage.
• Coordinating interviews, collecting feedback, and keeping hiring processes moving efficiently.
• Building and maintaining talent pipelines so we are prepared for future hiring needs—not just reacting to open positions.
• Maintaining accurate candidate…