Assoicate Recruiter

The Associate Recruiter supports Pure Infusion's talent acquisition function by helping identify, engage, evaluate, and hire talented individuals who align with our organizational needs and core values.

This position works closely with and supports the Recruiter, who leads recruiting for the department, while developing the skills necessary to independently manage assigned recruiting activities and positions. The Associate Recruiter participates throughout the recruiting lifecycle, including sourcing, candidate outreach, screening, interview coordination, applicant tracking, candidate communication, offer support, pre-employment screening and verification, and recruiting analytics.

This position places significant emphasis on recruiting technology. The Associate Recruiter uses artificial intelligence as a daily productivity tool, works extensively within Pure Infusion's applicant tracking system, and stays current on emerging recruiting technology and AI capabilities. Experience with Rippling is strongly preferred.

This position is expected to use technology and AI thoughtfully and responsibly. The Associate Recruiter should understand the importance of human oversight, candidate privacy, nondiscrimination, appropriate use of candidate information, and escalation when technology or AI creates potential employment-law, compliance, privacy, or fairness concerns.

• Support the Recruiter and hiring managers throughout the recruiting and selection process.
• Support assigned requisitions under the direction of the Recruiter and the Vice President, Human Resources.
• Source qualified candidates through job boards, professional networks, referrals, direct outreach, social media, and other appropriate recruiting channels.
• Conduct initial candidate screens using established job-related criteria and share results with the Recruiter and hiring managers for review.
• Coordinate interviews and maintain timely communication with candidates and hiring managers.
• Assist with the preparation and administration of offers.
• Provide candidates with a professional, responsive, and positive candidate experience.
• Maintain accurate and timely recruiting records within the applicant tracking system.
• Assist in building candidate pipelines for recurring and difficult-to-fill positions.
• Coordinate background checks through the approved screening vendor, including required candidate disclosures and authorizations, consistent with the Fair Credit Reporting Act (FCRA) and applicable law.
• Route screening results that require review to the Vice President, Human Resources, and support pre-adverse and adverse action notice processes as directed.
• Complete primary-source verification of professional licenses and certifications for clinical and other licensed candidates, such as state boards of nursing and pharmacy, and document results in the applicant tracking system.
• Conduct federal exclusion screening, including the OIG List of Excluded Individuals/Entities (LEIE) and the System for Award Management (SAM), as directed, and document results.
• Escalate license discrepancies, restrictions, expirations, disciplinary findings, or potential exclusion matches to the Recruiter or the Vice President, Human Resources.

• Become a highly proficient user of Pure Infusion's recruiting technology and applicant tracking system.
• Use Rippling ATS and related functionality to manage candidates, requisitions, workflows, communications, and recruiting records.
• Help identify opportunities to improve recruiting workflows through automation and technology.
• Maintain data quality and appropriate documentation within the ATS.
• Assist with recruiting dashboards, reports, and metrics used to evaluate recruiting effectiveness.
• Identify inefficient manual processes and recommend opportunities for appropriate automation.
• Stay current on emerging recruiting technologies and modern talent acquisition practices.

• Use approved AI tools to improve recruiting productivity, research, sourcing, communication, job-posting development, interview preparation, process improvement, and other appropriate recruiting activities.
• Apply human review and professional judgment to AI-generated recruiting content and recommendations.
• Understand that AI should support—not replace—appropriate human judgment in employment decisions.
• Recognize potential concerns involving algorithmic bias,…