1. Talent Sourcing & AttractionJob Posting Management: Writing engaging, inclusive job descriptions and posting them on job boards (LinkedIn, Indeed, Glassdoor) and the company career page.
- Active Sourcing: Hunting for passive candidates (people who aren't actively looking for a job but are a great fit) via LinkedIn Recruiter, databases, and professional networks.
- Networking & Branding: Attending career fairs, industry events, and university recruiting sessions to build a steady pipeline of future talent.
2. Candidate Screening & EvaluationResume Review: Reviewing incoming applications to filter out candidates who don't meet the minimum qualifications.
- Phone Screening: Conducting initial 15-30 minute interviews to assess the candidate's communication skills, basic technical alignment, salary expectations, and cultural add.
- Shortlisting: Presenting the best 3-5 candidates to the hiring manager with detailed notes on why they are a good match.
3. Interview Coordination & Process ManagementScheduling: Coordinating calendars between candidates and internal interview panels (often using scheduling tools like Calendly or ATS plugins).
- Candidate Experience: Keeping candidates informed about their status, guiding them on what to expect in interviews, and ensuring they have a positive impression of the company-regardless of the hiring outcome.
- Feedback Collection: Gathering feedback from the interview panel to help make a collaborative hiring decision.
4. Offers & Onboarding PreparationOffer Negotiation: Extending the job offer, explaining the compensation package (salary, benefits, equity), and negotiating terms if the candidate counters.
- Background & Reference Checks: Initiating background checks, drug screenings, or reference checks as required by company policy.
- Hand-off to HR/Onboarding: Transitioning the hired candidate to the HR or Onboarding team to ensure a seamless first day.
5. Administrative & Strategic DutiesATS Management: Keeping the Applicant Tracking System (ATS) (e.g., Greenhouse, Lever, Workday) updated to ensure data accuracy and compliance.
- Hiring Manager Alignment: Meeting regularly with department heads to understand their upcoming staffing needs and define the profile of the ideal candidate.
- Data Reporting: Tracking key recruitment metrics like Time-to-Hire, Cost-per-Hire, and Source of Hire to improve the recruitment process over time.
experience
3
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