Corporate Recruiter

Typical responsibilities include:

Communicate with hiring managers in the company as to the technical staffing needs, key personnel, overall perspective on future direction, and senior management needs and priorities both immediately and for the future for assigned area of responsibility.

Develop strong, trustworthy relationships with key stakeholders within the assigned area of responsibility, including senior operating leadership and HR staff.


Assign priority to key positions as ascertained from managers and assumes responsibilities which may include: determining position requirements, technical duties, special skills, etc; initial screening of candidates; telephone interviewing of candidates; evaluation of each candidate with recommendations for interviews; setting interviewing schedules; debriefing both candidates and interviewers; assisting in the negotiation (if required); and assisting in the “closing” of the candidate. Conducts reference checks for candidates.

Research resources to find qualified applicants and candidates who meet specific needs and qualifications, and identifies them for current or future talent needs.


Actively source qualified candidates for urgent needs in the assigned area of responsibility through using all accessible recruiting tools. For example: ATS database searches, advertising, agencies, networking and passive candidate sources. Prioritizes use of recruiting tools based on urgency and budget.

Perform research for passive candidates.


Create requisitions that clearly define the scope and responsibilities of each position in order to attract candidates. Manages all requisitions (including those created by technical personnel) and their respondents through Taleo ATS on a regular basis –- daily or every other day. Qualifies those candidates and refers as appropriate to the managers for consideration. Ensure that applicants and requisitions are properly processed in Taleo ATS, in order to comply with the DOL.

Coordinate the efforts of approved search firms (when approved by the technical manager/client). Act as liaison between the search firm and the manager to facilitate the smooth hiring of candidates. Selects the search firm based on competency in the technical area; coordinates the submission of resumes; and proactively oversees the smooth and timely flow of the hiring process.

Track candidates throughout the system, through the company’s ATS and by communicating directly and frequently with the hiring managers, monitoring turnaround time within assigned area of responsibility, encouraging a more rapid flow of the process when it appears stalled, and ensuring that appropriate comments are made for each candidate. For requisitions posted by the local HR Rep or the technical manager, the Recruiter stays in regular communication with them to assist and train them as necessary.

Place advertisements in print, electronic, and minority publications. Checks to make sure that requisitions have been posted. Utilize social networking sites to advertise job opportunities, particularly among passive candidates.