Torchora
Back to Home

Key Responsibilities and Required Skills for Business Recruiter

💰 $60,000 - $95,000 (dependent on location & experience)

Human ResourcesTalent AcquisitionRecruiting

🎯 Role Definition

The Business Recruiter owns full-cycle recruiting for mid-to-senior level business functions (sales, marketing, finance, customer success, operations). This role partners with hiring managers to define role profiles, builds talent pipelines through active sourcing and employer branding, evaluates candidates through structured interviewing and assessments, negotiates offers, and drives a seamless candidate-to-new-hire experience. The recruiter uses data and recruiting technology to measure time-to-fill, quality of hire, diversity outcomes and cost-per-hire, and recommends continuous improvements to the talent acquisition process.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Talent Acquisition Coordinator / Recruiting Coordinator
  • Sourcer or Junior Recruiter
  • HR Generalist with recruiting duties

Advancement To:

  • Senior Business Recruiter / Lead Recruiter
  • Talent Acquisition Partner / Senior TA Business Partner
  • Recruiting Manager / Head of Campus or Early Careers

Lateral Moves:

  • Employer Brand Manager
  • Recruiting Operations Analyst
  • Diversity, Equity & Inclusion (DEI) Program Lead

Core Responsibilities

Primary Functions

  • Own end-to-end full-cycle recruitment for business functions (sales, marketing, finance, customer success, operations), delivering high-quality candidates on time while maintaining excellent candidate experience and employer brand consistency.
  • Partner with hiring managers and business leaders to develop clear role profiles, success criteria, compensation bands and hiring timelines; translate business strategy into effective sourcing plans and hiring forecasts.
  • Build and manage robust passive and active candidate pipelines using advanced sourcing techniques (Boolean search, X-ray, GitHub/Dribbble for relevant roles when applicable), targeted outreach, and relationship management to reduce time-to-fill.
  • Use LinkedIn Recruiter, ATS (Greenhouse, Lever, iCIMS) and CRM tools to maintain accurate candidate records, manage pipelines, run reports and ensure compliance with hiring policies and data privacy regulations.
  • Conduct structured phone screens, behavioral interviews and competency-based assessments to evaluate candidate fit, skills, career drivers and cultural alignment; provide evidence-based recommendations to hiring teams.
  • Coordinate and facilitate interview loops, panel interviews, skills assessments and case studies; train hiring managers on effective interviewing, bias reduction and candidate evaluation techniques.
  • Create, optimize and own compelling job descriptions and job postings optimized for SEO and candidate conversion on job boards, company careers site and social media channels.
  • Lead offer strategy and negotiation, prepare competitive offer packages in partnership with compensation and HR partners, and close candidates while considering market data, internal equity and candidate expectations.
  • Drive end-to-end candidate experience from initial contact through onboarding handoff; ensure timely communication, feedback loops, and a high NPS (candidate satisfaction) throughout the recruitment lifecycle.
  • Partner with People Ops and HR Business Partners to coordinate background checks, reference checks, pre-employment screenings, and ensure timely completion of onboarding documentation.
  • Implement and monitor recruitment metrics (time-to-fill, time-to-hire, offer acceptance rate, source of hire, quality-of-hire) and deliver weekly/monthly dashboards and insights to hiring leaders.
  • Design and execute targeted sourcing campaigns for hard-to-fill roles including outbound campaigns, talent pool segmentation, employee referral programs and recruitment events to proactively source high-potential candidates.
  • Lead diversity hiring initiatives by building diverse pipelines, running inclusive sourcing campaigns, advising hiring managers on inclusive interviewing, and tracking DEI hiring metrics to meet diversity goals.
  • Manage high-volume hiring programs and bulk requisitions during growth phases, balancing speed with quality through process automation, templated communications and scalable interview structures.
  • Collaborate with employer branding and marketing to amplify the company value proposition, create content for social recruiting, career pages, employee testimonials and virtual recruiting events to attract business talent.
  • Maintain up-to-date market intelligence on talent supply, compensation trends, competitor hiring activity and skill scarcity; advise hiring managers on realistic expectations and go-to-market tactics.
  • Manage third-party recruiting relationships (agencies, RPO partners) by defining SLAs, negotiating fees, tracking performance and ensuring agency pipeline quality and compliance.
  • Conduct regular debriefs and calibration sessions with hiring teams to align on candidate shortlists, feedback practices, decision timelines and continuous improvement actions.
  • Drive continuous process improvement of recruitment workflows and tools by piloting new sourcing channels, automations, interview scorecards and candidate assessment methods.
  • Provide training and mentoring to junior recruiters and coordinators on sourcing methodologies, ATS best practices, candidate screening, and professional development.
  • Support campus and early career recruitment initiatives when applicable: build relationships with universities, coordinate on-campus events, run internship programs and convert top interns to full-time hires.
  • Ensure all recruitment practices comply with local employment laws, data protection requirements (GDPR/CCPA where applicable) and internal governance standards; partner with legal when necessary.
  • Participate in workforce planning meetings to align hiring priorities with business objectives, headcount budgets and strategic workforce initiatives.

Secondary Functions

  • Maintain and optimize recruiting documentation: interview guides, scorecards, offer templates, candidate email cadences and recruitment SOPs.
  • Support employer branding and content efforts by providing hiring insights, candidate testimonials and input on careers site copy.
  • Assist with ad-hoc HR projects such as workforce analytics, talent mapping and special recruiting initiatives (M&A hiring, seasonal ramp-up).
  • Provide ad-hoc data requests related to recruiting KPIs and support exploratory analysis to identify bottlenecks in the hiring funnel.
  • Contribute to the organization's hiring playbook and recruitment strategy, sharing best practices and lessons learned from closed requisitions.
  • Participate in cross-functional hiring committee meetings and talent review sessions to assess internal mobility and succession candidates.
  • Coach hiring managers on candidate closing techniques, salary negotiation strategies and internal candidate development opportunities.
  • Help coordinate internal mobility and promotions pipeline, ensuring transparent communication and fair process for internal candidates.
  • Manage requisition lifecycle in the ATS: opening, updating hiring stages, closing with reason codes and documenting hiring decisions.
  • Support periodic audit processes for recruitment compliance, candidate data retention and hiring approvals.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-cycle recruiting for business functions (sales, marketing, finance, operations, customer success).
  • Advanced sourcing: Boolean search, X-ray search, talent mapping and passive candidate engagement.
  • ATS proficiency: Greenhouse, Lever, iCIMS, Workday, or SmartRecruiters (creating reports, pipeline management).
  • Candidate Relationship Management (CRM) tools and outreach automation (Gem, Hiretual, Beamery, Lusha).
  • LinkedIn Recruiter expertise and social sourcing across LinkedIn, Twitter, GitHub, Behance where applicable.
  • Interviewing and assessment design: structured interviews, scorecards, competency-based interviewing.
  • Offer management and compensation benchmarking using market data and internal comp grids.
  • Recruitment analytics: time-to-fill, quality-of-hire, pipeline conversion rates, offer acceptance and source attribution.
  • DEI recruiting best practices and inclusive sourcing approaches.
  • Event recruiting and campus hiring program management.
  • Familiarity with employment law basics, background check workflows, and privacy/compliance requirements (GDPR/CCPA awareness).
  • Experience managing contingent agency partners and negotiating fees/SLAs.

Soft Skills

  • Strong stakeholder management: ability to influence hiring managers and partner cross-functionally with People Ops, Finance and Legal.
  • Excellent written and verbal communication for candidate outreach, offer negotiation, and employer brand storytelling.
  • High emotional intelligence with superior candidate stewardship and conflict resolution skills.
  • Time management and prioritization in a high-volume, fast-paced hiring environment.
  • Data-driven mindset: comfortable leveraging metrics to make recruitment decisions and recommend improvements.
  • Resilience and adaptability during shifting business priorities and hiring surges.
  • Coaching and mentoring aptitude for developing junior talent acquisition colleagues.
  • Creative problem-solving and resourcefulness when sourcing for niche or competitive skill sets.
  • Attention to detail for accurate record-keeping, compliance and offer documentation.
  • Collaborative team player with a service-oriented approach to internal customers.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or related field (or equivalent work experience).

Preferred Education:

  • Bachelor’s or Master’s degree in Human Resources or Business, or HR certification such as SHRM-CP, PHR, AIRS/OSR-C.
  • Coursework or certification in interviewing, assessment, or diversity & inclusion practices.

Relevant Fields of Study:

  • Human Resources
  • Business Administration / Management
  • Organizational Psychology
  • Communications
  • Marketing

Experience Requirements

Typical Experience Range:

  • 3–6 years of full-cycle recruiting experience, with demonstrated success hiring for business roles (sales, marketing, finance, customer success).

Preferred:

  • 5+ years as a Business Recruiter or Talent Acquisition Partner, experience with high-growth/scale-up environments, strong track record managing senior-level searches and diversity hiring programs.
Explore More Careers