Recruiter - job 2 of 3

Job Title: Recruiter
Position Type: Full-Time, Remote
Working Hours: U.S. client business hours (with flexibility for candidate availability and interview scheduling)

About the Role:
Our client is seeking a Recruiter to lead the end-to-end hiring process. This role is responsible for sourcing, screening, and presenting top candidates, while managing client relationships and ensuring a world-class candidate experience. The Recruiter is both a strategic advisor and hands-on executor, balancing pipeline generation, process management, and stakeholder communication.

Responsibilities:

Role Intake & Strategy:

• Meet with hiring managers to clarify role requirements, success profiles, and timelines.
• Draft compelling job descriptions and posting strategies aligned with market conditions.

Sourcing & Outreach:

• Build candidate pipelines using LinkedIn Recruiter, Indeed, Glassdoor, niche job boards, and Boolean search.
• Engage passive candidates through direct outreach and talent mapping.
• Maintain active presence in talent communities relevant to the industry.

Screening & Assessment:

• Conduct structured phone/video interviews to assess skills, cultural fit, and career goals.
• Use behavioral and competency-based questions to evaluate alignment.
• Administer skills assessments or case studies where required.

Candidate Experience:

• Manage communication throughout the process — from outreach to offer.
• Provide timely feedback and ensure candidates feel respected and informed.
• Serve as the brand ambassador for the client company.

Interview & Selection Support:

• Coordinate interviews, prepare candidates, and gather hiring team feedback.
• Facilitate debriefs with managers to align on decisions.
• Maintain structured evaluation notes in the ATS.

Offer Management & Onboarding:

• Draft and present offers, negotiate terms, and secure candidate acceptance.
• Support onboarding processes to ensure smooth transitions.

Reporting & Analytics:

• Track and report on time-to-fill, cost-per-hire, source effectiveness, and pipeline health.
• Present weekly/monthly recruitment dashboards to leadership.

Process & Relationship Management:

• Partner with HR and hiring managers to refine processes and improve hiring efficiency.
• Ensure compliance with labor and data privacy laws.

What Makes You a Perfect Fit:

• Excellent communicator and relationship builder.
• Skilled at balancing speed, quality, and candidate experience.
• Organized, metrics-driven, and able to manage multiple requisitions simultaneously.
• Trusted advisor to hiring managers, with a proactive, problem-solving mindset.

Required Experience & Skills (Minimum):

• 2+ years in recruiting, talent acquisition, or staffing.
• Proficiency with ATS platforms (Greenhouse, Lever, JazzHR, iCIMS).
• Experience sourcing through LinkedIn Recruiter, job boards, and Boolean searches.
• Strong interview and candidate assessment skills.

Ideal Experience & Skills:

• Agency or high-volume recruiting background.
• Industry exposure in SaaS, finance, professional services, or property management.
• Knowledge of employment law and compliance requirements.
• Experience managing a team of recruiters or scaling a TA function.

What Does a Typical Day Look Like?
A Recruiter’s day revolves around keeping hiring pipelines full, candidates engaged, and clients aligned. You will:

• Start the day sourcing candidates for active roles using LinkedIn Recruiter and other platforms.
• Screen candidates, conducting phone or video interviews and entering structured notes into the ATS.
• Coordinate interviews, aligning schedules between candidates and hiring teams.
• Provide client updates on pipeline health, challenges, and market feedback.
• Maintain candidate experience by sending timely communications, prepping candidates, and ensuring smooth interview logistics.
• End the day by updating dashboards on pipeline metrics and following up with hiring managers.

In essence: you ensure clients get the right candidates quickly, hiring managers stay confident in the process, and candidates feel respected and supported throughout their journey.

Key Metrics for Success (KPIs):

• Time-to-fill within client benchmarks.
• Candidate quality — % advancing past first-round interviews.
• Candidate satisfaction/experience scores.
• Hiring manager satisfaction with pipeline and process.
• 100% compliance in ATS records and reporting.

Interview Process:

• Initial Phone Screen
• Video Interview with Pavago Recruiter
• Practical Task (e.g., build a Boolean search string and source 5 candidates for a sample role)
• Client Interview
• Offer & Background Verification