Recruiter, Recruiter ​/ Talent Acquisition

Collectivus Holdings guides many of the most prestigious brands in the Collecting, Trading Card Game, and Hobby industries. With a century's worth of collective experience in driving product and service innovation, high-end quality standards, and elevated customer experience, Collectivus brands are among the most recognized and loved throughout the world by the communities they serve.

Website:

Locations: Aarhus – Dallas – Delhi – Lisbon – Nashville – Worldwide

Job Title: Recruiter

Job Location: US - Remote

We are seeking a driven, proactive Recruiter to join our People team, someone who operates like an owner, not an order-taker. This is a high-autonomy, full-cycle role for a go-getter who thrives without a playbook handed to them: someone who builds their own pipeline, pressure-tests hiring manager assumptions, and treats every requisition like it's their own business to run.

You will support the full-cycle recruitment process across our global teams, partnering closely with hiring managers to understand business needs and role requirements. You will develop and execute customized recruitment strategies, leveraging innovative sourcing techniques to attract top talent, help coordinate a smooth start for new hires, and continuously look for ways to improve how the People team operates. As a key ambassador of our employer brand, you will promote our company culture and values to prospective candidates.

• Full-Cycle Recruitment:
  Manage the recruitment process from job requisition through to offer acceptance, running a well-organized process that keeps candidates and hiring managers engaged at every stage.
• Collaboration with Hiring Managers:
  Build strong relationships with hiring managers across the organization, acting as a true talent advisor; challenging vague requirements, aligning on scorecards, and setting realistic timelines and market expectations.
• Customized Recruitment Plans:
  Develop and implement tailored recruitment strategies to attract high-quality candidates, fill roles on a sensible timeline, and meet the unique demands of each business unit.
• Sourcing & Pipeline Building:
  Proactively source candidates using creative techniques — social media, networking, direct outreach, and databases — to identify and engage top and passive talent across diverse markets, building pipelines so critical roles rarely start from zero.
• Candidate Assessment (Culture Index):
  Help incorporate Culture Index into the hiring process — administer assessments and interpret candidate profiles alongside hiring managers to support consistent, data-informed hiring decisions and strong role and team fit.
• Data-Driven Recruitment:
  Track recruitment metrics and trends (pipeline conversion, offer-acceptance rate, source of hire, time-to-fill) to help improve recruitment strategies and optimize the hiring process.
• Employer Branding:
  Champion and promote the company's employer brand to prospective candidates, ensuring a positive and consistent message throughout the recruitment process.
• Offer Negotiation:
  Lead offer negotiations and close candidates effectively, ensuring a smooth transition from offer acceptance to onboarding.
• Onboarding:
  Stay involved beyond offer acceptance — coordinate start-date logistics and offer paperwork, help guide new hires through their first days, and partner with the People Partner and hiring manager to ensure a smooth transition into the company.
• Process Improvement:
  Flag inefficiencies across the hiring lifecycle, requisition approvals, interview scheduling, ATS workflows, offer processes, and help drive practical fixes.
• Global Recruitment:
  Support recruitment efforts across multiple regions, keeping processes consistent while adapting strategies to each market.