Position Summary

This role is primarily accountable for end-to-end recruiting execution—owning the

sourcing-to-hire workflow to ensure strong candidate pipelines and timely fills. When

recruiting demands are lighter, the individual will transition to providing high-value

administrative and operational support directly to the Director of Human Resources.

The ideal candidate is proactive, highly organized, comfortable working at pace, and

able to switch gears seamlessly between talent acquisition priorities and HR support.

Primary Responsibilities (Majority of Role): Sourcing to Hire

Talent Sourcing & Pipeline Development

• Proactively source candidates via LinkedIn, job boards, referrals, networking, and targeted outreach campaigns.

• Build and maintain pipelines for recurring and high-priority roles; track outreach and conversion metrics.

• Develop sourcing strategies aligned to hiring manager needs, compensation ranges, and local market conditions.

Screening & Candidate Management

• Conduct initial resume reviews and phone screens to evaluate qualifications, skills, and culture alignment.

• Maintain a strong candidate experience through consistent communication, timely follow-ups, and clear expectations.

• Coordinate and document screening outcomes; recommend next steps to hiring managers/HR leadership.

Interview Coordination & Selection Support

• Schedule interviews, panels, and assessments; manage logistics (rooms/virtual links, calendars, confirmations).

• Prepare interview packets, guide interviewers on process/structure, and collect feedback promptly.

• Support fair and consistent selection practices aligned with company standards.

Offer & Hire Execution

• Prepare offer details for approval, draft offer letters, and coordinate background checks/drug screens as applicable.

• Manage pre-employment steps through start date confirmation; ensure all required documentation is completed.

• Partner with HR to hand off successfully into onboarding and first-day readiness.

ATS / Data & Recruiting Operations

• Maintain accurate ATS records, candidate dispositioning, and requisition status updates.

• Produce routine recruiting reporting (pipeline health, time-to-fill, source effectiveness, interview-to-offer ratios).

• Support continuous improvement of recruiting workflows, templates, and playbooks.

Secondary Responsibilities (As Capacity Allows): Executive Support to HR Director

When recruiting workload permits, provide administrative and project support to the

Director of HR, including:

• Calendar support, meeting coordination, and preparation of agendas/materials.

• Drafting communications, memos, and internal HR announcements; maintaining templates and SOPs.

• Data entry and HRIS support (status changes, org updates, reporting requests) as assigned.

• Coordinating logistics for HR initiatives (training sessions, policy acknowledgements, audits, culture events).

• Supporting confidential documentation, filing, and record management with exceptional discretion.

• Assisting with special projects (process documentation, vendor coordination, survey administration, presentations).

Success Measures (What “Good” Looks Like)

• Consistent, qualified pipelines for priority roles with strong outreach response rates.

• Clean ATS hygiene and real-time requisition visibility for HR leadership and hiring managers.

• Timely interview scheduling and feedback collection that reduces cycle time.

• Reliable, detail-driven administrative support that helps the HR Director stay focused on strategic priorities.

Required Qualifications

• Strong writing and communication skills (candidate outreach, scheduling, and stakeholder updates).

• High attention to detail, ability to prioritize, and comfort handling confidential information.

Preferred Qualifications

• Experience supporting multiple roles/requisitions simultaneously in a fast-paced environment.

• Familiarity with employment compliance basics (e.g., documentation, dispositioning, structured interviews).

• Strong Excel (trackers, pivots, reporting) and comfort with HRIS tools.

• HR certification in progress (aPHR/SHRM) is a plus.

• Hands-on experience with an ATS and sourcing tools (LinkedIn Recruiter, Indeed, etc.) strongly preferred.

Core Competencies

• Sourcing discipline and persistence

• Professional judgment and confidentiality

• Stakeholder management and customer service orientation

• Process adherence, documentation rigor, and operational excellence

• Flexibility: ability to pivot from recruiting to HR support without losing momentum