Recruiting and HR Administrator

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Recruiting and HR Administrator based in the United States.

This role serves as a key operational partner across both recruiting and human resources, keeping people processes organized, accurate, and moving forward.
You will coordinate recruiting activities from job posting and candidate screening through interviews, offers, and pre-boarding.
You will also support core HR administration, including HRIS management, employee records, onboarding, reporting, and compliance tracking.
The position requires strong ownership, as you will be expected to identify bottlenecks, follow up proactively, and resolve routine issues without waiting for direction.
You will act as a trusted first point of contact for candidates, employees, and managers while escalating sensitive or complex matters appropriately.
With approximately 60% recruiting operations and 40% HR administration, the balance of responsibilities will adapt to hiring needs and business priorities.
This remote or hybrid opportunity is ideal for a highly organized, discreet, detail-oriented professional who thrives in a collaborative and fast-moving environment.

Accountabilities:

• Manage recruiting operations from requisition launch through candidate start date, including drafting, formatting, publishing, refreshing, and closing job postings across relevant career sites, job boards, LinkedIn, and professional or diversity-focused channels.
• Ensure job postings contain required compliance, pay-transparency, equal employment opportunity, and applicable preference language before publication.
• Review applications against documented, job-related criteria, conduct initial candidate screens, assess qualifications and availability, and provide hiring teams with concise recommendations.
• Coordinate phone, virtual, and in-person interviews across candidates, hiring managers, and technical panels in multiple time zones, including confirmations, agendas, interview materials, and feedback follow-up.
• Serve as a reliable point of contact throughout the candidate journey, ensuring timely communication and coordinating travel or reimbursement logistics when required.
• Prepare offer documentation and new-hire paperwork for approval, initiate and track background checks, drug screening, references, and applicable clearance processes, and ensure smooth handoffs to onboarding.
• Maintain accurate and up-to-date applicant, requisition, and compliance records, including data required for federal contractor reporting, and produce recurring recruiting pipeline reports.
• Administer the HRIS on a day-to-day basis, including employee and job data, user permissions, workflows, templates, requisitions, offers, documents, reporting, and data audits.
• Process employee lifecycle transactions such as new hires, job and status changes, transfers, and separations while maintaining confidential personnel, I-9, and related records in accordance with retention requirements.
• Coordinate onboarding and orientation logistics, including new-hire materials, equipment, systems access, accounts, and day-one readiness.
• Prepare recurring and ad hoc HR reports covering headcount, turnover, open requisitions, time-to-fill, and relevant compliance data, while supporting audits, benefits renewals, and external information requests.
• Maintain HR and recruiting procedures, checklists, templates, trackers, calendars, meeting notes, and action items to ensure processes remain organized and current.
• Serve as the first point of contact for routine employee, manager, and candidate questions related to HR processes, PTO, payroll timing, benefits enrollment mechanics, HRIS navigation, employment verification, and recruiting status.
• Escalate questions involving policy interpretation, benefits, payroll, legal matters, or other sensitive issues with the relevant facts, documentation, and context already gathered.
• Handle confidential compensation, medical, personnel, investigation, and candidate information with strict discretion and according to business need-to-know principles.
• Maintain visibility across HR and recruiting activities so that deadlines, follow-ups, and action items do not fall through the cracks.

Requirements:

• Associate degree in Human Resources, Business, or a related field; equivalent recruiting or HR administrative experience demonstrating the required capabilities may be considered in place of a degree.
• At least 2 years of experience in recruiting coordination, HR administration, or comparable professional administrative work.
• Demonstrated ability to coordinate complex scheduling across multiple stakeholders, calendars, and time zones while maintaining accuracy.
• Hands-on experience working daily with an HRIS or applicant tracking system, including data entry, reporting, record maintenance, and system administration.
• Experience with HRIS administration and reporting; experience administering Rippling is strongly preferred.
• Strong written and verbal communication skills, with the ability to communicate professionally with candidates, employees, hiring managers, and senior leaders.
• Proven ability to handle confidential employee and candidate information with discretion and sound judgment.
• Proficiency with Microsoft Office and Teams, including practical Excel skills such as filtering, sorting, basic formulas, and pivot tables.
• Strong organizational, prioritization, multitasking, follow-up, and time-management skills.
• Ability to work independently in a remote or hybrid environment, take ownership of assigned processes, identify bottlenecks, and proactively address issues.
• Recruiting experience in a federal contracting environment is preferred, including familiarity with clearance and background-investigation processes and EEO, OFCCP, VEVRAA, and Section 503 recordkeeping.
• Experience supporting hiring within architecture, engineering, professional services, or other technical environments is preferred.
• Working knowledge of I-9, E-Verify, and personnel-record retention requirements is advantageous.
• PHR, aPHR, or SHRM-CP certification, or progress toward one, is preferred.
• Must have or be able to obtain and maintain a Real ID or passport for potential commercial air travel.
• Must have or be able to obtain and maintain a valid driver's license.
• Must be able to maintain reliable high-speed internet suitable for video conferencing, VPN access, and cloud-based applications in a remote setting.

Benefits:

• Hourly compensation: $20–$23 per hour, depending on experience, qualifications, geographic location, and internal equity.
• Medical, dental, and vision insurance.
• 401(k) with company contributions.
• Paid time off and company holidays.
• Life and disability insurance.
• Professional development and career growth support.
• Remote or hybrid work options, depending on location and business needs.
• Full-time schedule of approximately 40 hours per week.
• Minimal travel, generally less than 5%, with occasional office visits, career fairs, or recruiting events.
• Opportunity to work across both recruiting operations and HR administration, gaining broad experience in people operations.
• Collaborative environment with exposure to recruiting, HR, compliance, systems, and cross-functional business operations.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.