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Key Responsibilities and Required Skills for Recruiter

💰 $55,000 - $120,000

Human ResourcesRecruitingTalent Acquisition

🎯 Role Definition

A Recruiter is responsible for sourcing, engaging, and hiring top talent to meet organizational objectives. This role owns full-cycle recruiting efforts across assigned roles and levels, partners with hiring managers to define hiring needs, builds candidate pipelines using proactive sourcing strategies, and ensures a smooth candidate experience from initial contact through offer and onboarding. The Recruiter drives employer branding and diversity, equity & inclusion initiatives, maintains recruiting metrics and reporting, and optimizes recruiting processes and tools (ATS, sourcing platforms, recruitment marketing) to deliver timely, high-quality hires.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recruiting Coordinator
  • Talent Acquisition Specialist (Entry-Level)
  • Human Resources Assistant

Advancement To:

  • Senior Recruiter / Talent Partner
  • Technical Recruiter / Corporate Recruiter Lead
  • Talent Acquisition Manager

Lateral Moves:

  • Employer Branding / Recruitment Marketing Specialist
  • HR Business Partner
  • Diversity, Equity & Inclusion (DEI) Program Manager

Core Responsibilities

Primary Functions

  • Lead full-cycle recruiting for assigned roles and business units: write and refine job descriptions, develop sourcing strategies, screen resumes, conduct phone and in-person interviews, coordinate hiring manager interviews, perform reference checks, and manage offer negotiations ensuring alignment with compensation guidelines and business priorities.
  • Build proactive, sustainable talent pipelines by leveraging inbound and outbound sourcing techniques (LinkedIn Recruiter, boolean searches, job boards, niche communities, employee referrals, networking events) to reduce time-to-fill and improve quality-of-hire for current and future roles.
  • Partner closely with hiring managers to consult on role design, market benchmarks, hiring timelines, candidate persona development, and interview process design to ensure consistent, competency-based selection and equitable assessments.
  • Manage end-to-end candidate experience by providing timely communications, candidate coaching, interview feedback, status updates, and seamless transitions from offer acceptance to onboarding, thereby increasing acceptance rates and employee retention.
  • Screen and qualify candidates against role-specific competencies and cultural fit using structured interviewing techniques, scorecards, and evidence-based evaluation to minimize bias and improve hiring predictability.
  • Source, attract and close passive candidates through targeted outreach, employer value proposition messaging, and tailored candidate engagement that highlights career growth, culture, and benefits.
  • Administer offer processes including salary range analysis, internal approvals, offer letter preparation, counteroffer negotiation, and finalizing employment terms while aligning with HR policies and compensation guidelines.
  • Maintain and optimize applicant tracking system (ATS) data hygiene: ensure accurate candidate status updates, source tracking, requisition ownership, interview feedback capture, and compliance documentation for audits and reporting.
  • Track, analyze and report recruiting metrics (time-to-fill, time-to-offer, source of hire, offer acceptance rate, pipeline conversion rates, diversity metrics) and present actionable insights and recommendations to hiring leaders and talent acquisition leadership.
  • Execute targeted recruitment campaigns and recruitment marketing initiatives (job ads, social campaigns, talent events, campus recruiting) to increase employer brand awareness and improve the talent funnel for hard-to-fill or strategic roles.
  • Implement and champion diversity, equity, and inclusion (DEI) recruiting strategies by sourcing diverse talent pools, implementing inclusive job language and assessment practices, and partnering with ERGs and community organizations.
  • Conduct regular market and salary benchmarking to advise hiring managers on competitive compensation, skills demand, and talent availability, enabling data-informed hiring decisions.
  • Coordinate background checks, pre-employment screenings, immigration and visa processes, and ensure compliance with local, state, and federal employment laws and internal HR policies.
  • Facilitate efficient interview scheduling and candidate logistics, managing cross-functional interview panels and training hiring teams on inclusive interviewing practices and structured feedback collection.
  • Design and continuously improve recruiting workflows, interview guides, scorecards, and candidate evaluation frameworks to standardize selection and reduce time-to-fill while maintaining candidate quality.
  • Act as a talent advisor to business leaders: provide workforce planning input, identify skill gaps, suggest talent development or internal mobility opportunities, and contribute to succession planning discussions.
  • Manage relationships with external recruiting partners, agencies, and staffing vendors: negotiate terms, track performance, and optimize usage of contingent labor to meet business demands.
  • Drive campus and early-career recruiting programs: create internship pipelines, coordinate career fair participation, deliver on-campus presentations, and build university partnerships that feed long-term talent channels.
  • Support employer branding via content development, candidate testimonials, recruitment events, and social media presence to communicate company mission, culture, and benefits across target talent communities.
  • Lead candidate rejection and feedback processes sensitively and professionally to preserve the employer brand and maintain pipelines for future hiring needs.
  • Participate in HR and cross-functional projects (compensation calibration, HRIS rollouts, process automation, onboarding improvements) that impact the talent lifecycle and candidate experience.
  • Mentor and train junior recruiting staff or hiring managers on sourcing best practices, candidate assessment techniques, and recruitment technologies to raise hiring effectiveness across the organization.

Secondary Functions

  • Maintain recruiter dashboards and ad-hoc headcount forecasts to support quarterly workforce planning and hiring manager requests.
  • Contribute to the development and documentation of talent acquisition playbooks, interview guides, and onboarding checklists.
  • Conduct ad-hoc labor market research to identify emerging skill trends, competitor hiring activity, and areas for talent investment.
  • Support internal mobility by identifying and coordinating lateral and promotional opportunities for existing employees.
  • Help implement or test recruiting technologies and automation (chatbots, AI screening tools, sourcing chrome extensions) to scale sourcing and screening efforts.

Required Skills & Competencies

Hard Skills (Technical)

  • Advanced experience with Applicant Tracking Systems (ATS) such as Greenhouse, Lever, Workday, iCIMS, or SmartRecruiters — including job posting, pipeline management, reporting, and candidate workflow configuration.
  • Expert sourcing skills: boolean search, X-ray queries, LinkedIn Recruiter, GitHub/Stack Overflow sourcing (for technical roles), social recruiting, and outreach personalization.
  • Strong interview design and assessment skills: competency-based interviewing, behavioral interviewing, structured scorecards, and interview panel coordination.
  • Recruiting metrics and analytics proficiency: ability to define, measure, and interpret KPIs (time-to-fill, time-to-hire, source effectiveness, cost-per-hire, diversity metrics) using Excel, Google Sheets, or reporting tools.
  • Familiarity with recruitment marketing platforms and social advertising (LinkedIn Ads, Indeed, Glassdoor, programmatic job advertising).
  • Knowledge of employment law basics and compliance requirements (EEO, OFCCP, GDPR where applicable, background verification best practices).
  • Offer and compensation management experience: salary benchmarking, total compensation explanations, and offer letter generation.
  • Experience with HRIS systems integration, candidate data privacy, and basic data hygiene practices.
  • Experience conducting technical screenings and collaborating with technical leads to assess candidate fit for engineering or other specialized roles.
  • Ability to design and run campus recruiting programs, on-campus events, and early talent pipelines.

Soft Skills

  • Excellent stakeholder management: ability to partner with hiring managers, HR business partners, and executives; manage expectations; and influence hiring decisions.
  • Strong written and verbal communication with an emphasis on persuasive outreach and clear candidate feedback.
  • High emotional intelligence and candidate empathy to manage sensitive conversations and deliver constructive feedback.
  • Strong organizational and time-management skills to run multiple searches concurrently and prioritize critical hires under tight timelines.
  • Problem-solving and proactive mindset: propose creative sourcing channels, pipeline strategies, and process improvements.
  • Negotiation skills to navigate offers, counteroffers, and compensation discussions while protecting business interests.
  • Resilience and adaptability in fast-paced environments and changing hiring priorities.
  • Coaching and mentoring aptitude to upskill hiring managers and junior recruiting teammates.
  • Detail-oriented with a strong commitment to data accuracy and compliance.
  • Cultural sensitivity and commitment to equitable hiring practices.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or related field. Equivalent experience in recruiting may be accepted in lieu of a degree.

Preferred Education:

  • Bachelor's or Master's degree with coursework or certifications in HR, talent acquisition, organizational psychology, or recruitment marketing.
  • Professional certifications such as AIRS, SHRM-CP, PHR, or LinkedIn Certified Professional–Recruiter are a plus.

Relevant Fields of Study:

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

Experience Requirements

Typical Experience Range:

  • 2–7 years of full-cycle recruiting experience (varies by mid-level vs. senior roles)

Preferred:

  • 4–6+ years of demonstrated recruiting experience including technical or specialized hiring, with a proven track record of sourcing passive candidates, managing large requisition volumes, and delivering measurable recruiting metrics.
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