Torchora
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Key Responsibilities and Required Skills for Employment Recruiter

💰 $65,000 - $95,000

Human ResourcesTalent AcquisitionRecruiting

🎯 Role Definition

As an Employment Recruiter, you are the architect of our company's greatest asset: its people. This role is far more than just filling open positions; you are a strategic partner to the business, a brand ambassador to the talent market, and a trusted advisor to candidates. You will drive the entire recruitment lifecycle, from understanding a department's deep-seated needs to extending the offer that brings a top-tier professional onto our team. Your success will be measured by your ability to attract, engage, and hire exceptional talent that aligns with our culture and fuels our growth.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Talent Sourcer / Recruitment Coordinator
  • HR Assistant / Generalist
  • Sales Development Representative (SDR)
  • Customer Success Manager

Advancement To:

  • Senior Recruiter / Senior Talent Acquisition Partner
  • Recruiting Manager / Talent Acquisition Manager
  • HR Business Partner (HRBP)

Lateral Moves:

  • Employer Branding Specialist
  • HR Generalist
  • People Analytics Specialist
  • Learning & Development Coordinator

Core Responsibilities

Primary Functions

  • Manage the full-cycle recruitment process, including sourcing, screening, interviewing, providing feedback, negotiating offers, and facilitating the pre-employment process to ensure a superior candidate experience.
  • Act as a strategic talent advisor by partnering closely with hiring managers to conduct in-depth intake meetings, define role requirements, and develop tailored recruitment strategies.
  • Proactively build and maintain a robust pipeline of diverse, high-caliber talent for current and future openings using a variety of sourcing channels, including LinkedIn Recruiter, job boards, social media, and industry networking.
  • Develop and execute innovative and effective sourcing strategies to identify and engage passive candidates who are not actively seeking new opportunities.
  • Craft compelling and inclusive job descriptions that accurately reflect the role's responsibilities and attract a qualified and diverse applicant pool.
  • Conduct thorough behavioral and competency-based interviews to assess candidate qualifications, motivation, and cultural alignment with the organization.
  • Serve as the primary point of contact for candidates, ensuring timely, transparent, and empathetic communication throughout the entire hiring journey.
  • Master and meticulously maintain candidate data, status updates, and feedback within the Applicant Tracking System (ATS), such as Greenhouse, Lever, or Workday.
  • Structure, present, and negotiate complex compensation packages and job offers, working to close candidates and ensure a high acceptance rate.
  • Analyze and report on key recruitment metrics, such as time-to-fill, source-of-hire, quality-of-hire, and pipeline activity, to inform strategy and demonstrate ROI.
  • Represent the company as a brand ambassador at virtual and in-person career fairs, university recruiting events, and industry conferences to build brand awareness.
  • Champion and embed Diversity, Equity, and Inclusion (DEI) principles into every aspect of the recruitment process, from sourcing to selection.
  • Stay abreast of talent market trends, competitor intelligence, and industry best practices to provide actionable insights to business leaders.
  • Manage relationships and performance of third-party recruitment agencies and vendors when necessary to supplement sourcing efforts.
  • Guide hiring teams and interviewers on best practices for interviewing, candidate evaluation, and promoting a positive and consistent candidate experience.
  • Ensure all recruitment and hiring activities are in compliance with federal, state, and local employment laws and regulations.

Secondary Functions

  • Collaborate with the marketing and HR teams on employer branding initiatives, including social media campaigns, career page content, and employee testimonials.
  • Contribute to the continuous improvement of talent acquisition processes, tools, and systems to enhance efficiency and effectiveness.
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  • Participate in or lead special projects within the Talent Acquisition team, such as developing internship programs or rolling out new recruiting technology.
  • Train and mentor new hiring managers on effective interviewing techniques, unconscious bias mitigation, and our company's hiring philosophy.
  • Support the onboarding team by facilitating a seamless transition for new hires from the offer acceptance stage to their first day.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-Cycle Recruiting: Demonstrated mastery of the end-to-end recruitment lifecycle, from sourcing and screening to offer negotiation and closing.
  • Applicant Tracking Systems (ATS): Deep proficiency in using modern ATS platforms like Greenhouse, Lever, Workday, or iCIMS for tracking, managing, and reporting on candidates.
  • Sourcing Expertise: Advanced skills in utilizing sourcing tools and platforms such as LinkedIn Recruiter, SeekOut, Indeed, and Boolean search strings to identify passive talent.
  • Data & Metrics Analysis: Ability to track, analyze, and present recruitment data (e.g., time-to-hire, funnel metrics) to drive data-informed decisions.
  • Employment Law Knowledge: Solid understanding of relevant employment laws and compliance requirements, including EEO and OFCCP regulations.
  • HRIS Familiarity: Experience working with Human Resource Information Systems (HRIS) for seamless data flow between recruiting and HR functions.

Soft Skills

  • Stakeholder Management: Exceptional ability to build rapport, influence, and partner effectively with hiring managers, senior leadership, and cross-functional teams.
  • Interpersonal Communication: World-class verbal and written communication skills, with the ability to articulate a compelling value proposition to candidates and stakeholders.
  • Negotiation & Persuasion: Strong influencing and negotiation skills, particularly in managing candidate expectations and closing complex offers.
  • Resilience & Adaptability: Ability to thrive in a fast-paced, dynamic environment, managing multiple priorities and adapting to changing business needs.
  • Organizational Prowess: Superior time management and organizational skills to handle a high volume of requisitions and candidates simultaneously without sacrificing quality.
  • Empathy & Emotional Intelligence: High degree of emotional intelligence to create a positive and empathetic experience for every candidate, regardless of the hiring outcome.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree or equivalent practical experience in a relevant field.

Preferred Education:

  • Bachelor's degree in a field of study listed below.
  • Professional certification (e.g., PHR, SHRM-CP, CIR, CDR).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Psychology or Sociology
  • Communications

Experience Requirements

Typical Experience Range: 2-7 years of progressive experience in full-cycle recruitment.

Preferred: A combination of both corporate (in-house) and agency recruiting experience, with a proven track record of sourcing and hiring talent in a competitive market.

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