The Recruiter plays a key role in attracting, engaging, and hiring qualified talent across the organization. This role partners closely with hiring managers to understand workforce needs, develop sourcing strategies, and guide candidates through a consistent and high‑quality hiring process. The Recruiter balances strategic advisory work with hands‑on execution, ensuring an efficient, candidate‑centered experience from requisition intake through onboarding.
Essential Functions
* Acts as a strategic talent advisor to business leaders; shapes hiring plans, workforce strategies, and talent forecasting for assigned departments.
* Leads intake and recruitment strategy meetings; provides market insights and recommended search strategies; delivers ongoing progress updates; influences decision‑making and ensures consistent application of selection standards.
* Manages a full requisition portfolio with moderate complexity, prioritizing based on business needs.
* Develops sourcing strategies including passive outreach, research, niche site targeting, and competitive talent mapping; maintains a robust pipeline.
* Serves as a workforce‑planning partner; interprets business priorities and talent risks to influence staffing strategies.
* Monitors applicant pool trends; recalibrates sourcing strategy as needed based on data and hiring‑manager feedback.
* Screens for work authorization, compensation alignment, relocation, skills, potential, and overall suitability; recommends structured interview processes.
* Supports hiring managers in adopting practices that promote consistent, unbiased decision‑making.
* Facilitates the full interview process and ensures alignment with hiring strategy.
* Manages complex background workflows as needed; partners with HR/Compliance to resolve exceptions quickly.
* Partners on offer development and closing strategies; manages candidate expectations.
* Improves touchpoints throughout the process; identifies themes that impact candidate satisfaction.
* Uses reporting and dashboards to track metrics and SLA adherence; prepares weekly updates for managers and stakeholders.
* Identifies inefficiencies and recommends improvements to tools, templates, and workflows.
* Mentors less experienced recruiters team members on sourcing, intake prep, and candidate evaluation.
* Leads recurring updates with hiring managers; ensures alignment on progress, risks, and barriers.
* Attends career fairs and niche events; partners on community outreach efforts.
* Supports employer branding efforts through social media, networking events, and other outreach activities.
* Promotes GGM as an employer of choice and highlight the organizations unique opportunities and culture.
Required Knowledge, Skills, Abilities
* Knowledge of laws, legal codes, government regulations, executive orders, agency rules, and state/federal labor laws and EEO/ADA guidelines.
* Knowledge of full‑cycle recruiting practices, including sourcing, screening, interviewing, assessments, selection, and offer processes.
* Knowledge of labor‑market dynamics, compensation trends, and talent‑supply conditions relevant to assigned roles.
* Knowledge of sourcing techniques such as Boolean search, passive outreach, networking, and pipeline development.
* Knowledge of applicant tracking systems and related recruitment technologies.
* Knowledge of structured interview methods and competency‑based evaluation.
* Knowledge of background check processes and pre‑employment requirements.
* Skill in identifying qualified talent through research, outreach, and targeted sourcing strategies.
* Skill in facilitating intake meetings and advising hiring managers on requirements, timelines, and market realities.
* Skill in screening candidates for technical skills, experience, work authorization, compensation alignment, and overall suitability.
* Skill in communicating clearly and professionally with candidates, hiring teams, and stakeholders
* Skill in analyzing recruiting metrics, dashboards, and data trends to inform decision‑making.
* Strong organizational skills, with the ability to manage multiple requisitions and competing priorities.
* High level of attention to detail in a compliance heavy environment.
* Proficiency in using ATS, sourcing platforms, and productivity tools.
* Ability to build strong, trusting relationships with hiring managers and influence hiring decisions constructively
* Ability to manage candidate experience with professionalism, transparency, and timely communication
* Ability to adapt quickly to changing business needs and recalibrate sourcing strategies when required.
* Ability to guide hiring managers in applying consistent, equitable hiring practices.
* Ability to work independently while contributing to a collaborative team environment.
* Ability to mentor less experienced team members when needed.
* Ability to manage multiple tasks, deadlines, and follow ups in a fast‑paced setting.
* Ability to handle confidential information with professionalism and discretion.
Required Education, Certifications/ Licenses, Related Experience
* Bachelors degree in Business Administration, Human Resources, Communications, or a related field, OR a High School Diploma or GED with four (4) additional years of experience in corporate, RPO, or executive search recruiting.
* Minimum of three (3) years of high volume recruiting in a corporate and/or agency setting.
* Experience with ATS/HRIS platforms (Paycor preferred but not required).
J-18808-Ljbffr