Recruiter IV

Pay rate range - $60/hr. to $63/hr. Onsite Must Have

1. Candidate management — Ability to manage a high volume of candidates simultaneously through closing, offer, and on-boarding stages. Must demonstrate experience keeping 50+ candidates moving in parallel without dropping balls.
2. Communication — Clear, professional, and proactive written and verbal communication with candidates, hiring managers, and cross-functional partners. Must be able to translate complex offer/immigration details into simple language.
3. Responsiveness — Demonstrated urgency and follow-through. Candidates and hiring managers should never be left waiting. Must show a track record of fast turnaround on offers, questions, and escalations

Nice to Have 1. Identify and implement process improvements to increase recruiting velocity and quality of hire Years of Experience 5+ years of corporate recruiting experience with meaningful time spent in closing/offer operations Task breakdown 20% Meetings — Debriefs with interview panels, hiring manager syncs, immigration check-ins, and candidate calls 50% Heads-down work — Offer approvals and generation, immigration, pre-boarding coordination, ATS data hygiene, and candidate communications 30% Collaborative work — Partnering with hiring managers on offer strategy, working with compensation and immigration teams, and coordinating with recruiters on pipeline handoffs Key Responsibilities

• Partner with hiring managers and candidates throughout the closing and offer process
• Provide data-driven counsel to hiring managers on compensation, leveling, and offer strategy
• Drive candidate experience through timely communication, structured interviews, and efficient offer processes
• Manage immigration cases and partner with internal immigration teams to ensure timely visa sponsorship and transfers
• Own the offer process end-to-end: approvals, generation, extension, and negotiation
• Handle pre-boarding questions and coordinate on-boarding logistics for incoming hires
• Maintain accurate pipeline data in the ATS (Hire) and ensure data integrity across all requisitions
• Facilitate debrief discussions and calibrate interviewers to maintain bar consistency
• Identify and implement process improvements to increase recruiting velocity and quality of hire