Recruiter

As a Recruiter (Level 2), you will play a hands-on operational role in supporting US recruitment delivery through candidate sourcing support, screening coordination, recruitment workflow execution, and compliance-focused process management. This role is expected to operate with higher independence than Level 1 and contribute to smoother recruitment throughput across multiple requisitions.

You will be responsible for supporting the end-to-end recruitment cycle by maintaining candidate pipelines, coordinating hiring stages, ensuring documentation readiness, and partnering closely with recruiters and leads on process execution. The role requires strong system proficiency, sound process judgment, and the ability to manage multiple recruitment activities in parallel.

Your mission is to strengthen operational reliability, improve candidate stage movement, and contribute to a high-quality recruitment support model through speed, accuracy, and process discipline.

Key Responsibilities

• Recruitment Operations & Workflow Execution

• Requisition Coordination: Support active requisitions by maintaining candidate pipelines and ensuring recruitment stages progress on time.

• Candidate Screening Support: Conduct initial profile validations or basic screening coordination where applicable, based on defined hiring criteria.

• Interview Process Management: Coordinate interview stages from scheduling through feedback closure, ensuring no delay in candidate progression.

• Priority Handling: Identify urgent roles, aging candidates, or delayed workflow items and bring them to recruiter attention proactively.

• Stakeholder Coordination: Work with recruiters, leads, and hiring teams to maintain visibility on pending actions and bottlenecks.
• Full-Lifecycle Recruitment & Workflow Expertise

• Pipeline Management: Manage candidate stage movement in Workday or ATS systems from application review through offer or handoff stages.

• Resume Review Support: Assist in identifying aligned profiles based on role criteria, location, shift fit, and work authorization requirements.

• Workflow Accuracy: Ensure all movement across recruitment stages is accurately reflected in systems and trackers.

• Candidate Experience Support: Maintain timely updates and structured follow-up to prevent candidate drop-off.

• Turnaround Ownership: Ensure scheduling, documentation, and recruiter support tasks are completed within service-level expectations.
• Pre-Hire, BGV & Compliance Oversight

• Documentation Verification: Validate that required pre-employment documents are complete before next-stage processing.

• Compliance Tracking: Ensure background verification, consent forms, and mandatory compliance steps are initiated and tracked correctly.

• Vendor Coordination Support: Where applicable, coordinate with background check partners or internal teams for status follow-up.

• Exception Management: Highlight missing, incorrect, or delayed compliance items and ensure they are resolved within defined timelines.

• Policy Compliance: Ensure recruitment process execution adheres to internal policy, audit standards, and client-specific requirements.
• Onboarding & Candidate Transition Support

• Offer-to-Onboarding Handoff: Support smooth transition from offer release to onboarding initiation by ensuring records are updated and complete.

• Candidate Query Handling: Respond to candidate queries related to joining steps, pending documents, or timeline expectations.

• Cross-Functional Support: Coordinate with onboarding, HR operations, and recruitment leadership on case-specific issues that may impact joining.

• Readiness Monitoring: Track onboarding readiness and escalate risks related to delays or candidate drop-off.

• Employee Support Coordination: Support resolution of first-level issues related to pre-joining process steps.
• Quality Governance & Reporting

• Operational Reporting: Maintain daily and weekly recruitment reports, candidate trackers, and open action dashboards.

• Quality Checks: Review records for data gaps, incorrect stage movement, or documentation errors before final submission or handoff.

• Trend Identification: Identify repeated workflow issues, scheduling delays, or compliance slippages and escalate them for resolution.

• Process Improvement Support: Suggest improvements in coordination, tracker usage, or documentation flow to improve efficiency.

• Knowledge Adherence: Follow defined SOPs, quality guidelines, and reporting formats consistently.

Qualifications & Skills

• Experience: 1– 3 years of experience in US recruitment operations, talent acquisition support, HR shared services, or hiring coordination.

• Availability to work U.S. business hours and follow the U.S. holiday calendar.

• System Knowledge: Hands-on working knowledge of Workday, ATS platforms, Excel-based trackers, and Outlook/calendar coordination.

• Operational Strength: Good understanding of recruitment stages, documentation control, and coordination-heavy workflows.

• Communication (English and Spanish): Strong written and verbal communication skills with the ability to support candidate and stakeholder interactions confidently.

• Execution Capability: Ability to manage multiple requisitions and high-volume support activity in a deadline-driven environment.

• Education: Bachelor’s degree in human resources, Business Administration, or a related field preferred.

Core Competencies

• Recruitment Workflow Management: Strong understanding of hiring stages, process sequencing, and candidate lifecycle movement.

• System Accuracy: Ability to maintain clean, reliable data across ATS, Workday, and recruitment trackers.

• Analytical Attention: Identifies delays, missing information, or workflow risks before they impact delivery.

• Process Accountability: Takes ownership of assigned requisitions, candidate actions, and pending closures.

• Compliance Orientation: Maintains strict adherence to hiring documentation and verification requirements.

• Stakeholder Responsiveness: Partners effectively with recruiters, onboarding teams, and internal functions to close actions quickly.

• Candidate Focus: Supports timely communication and structured follow-up to protect candidate experience.

• Adaptability: Works effectively in fast-paced, changing recruitment environments with competing priorities.

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