Recruiter

Job Purpose

The Recruiter supports the full-cycle talent acquisition process for a multi-state charter school network. This role focuses on sourcing high-quality educators, CTE instructors, school staff, and administrative personnel, managing applicant pipelines, conducting and coordinating interviews, and ensuring a positive candidate experience. The Recruiter plays a critical role in maintaining compliance with state licensing and credential requirements and helping schools meet staffing needs throughout the academic year.

Duties and Responsibilities

Talent Acquisition & Pipeline Management

• Assist in creating and maintaining the Recruiting Workflows in partnership with HR, Academics, and Operations to ensure adoption and compliance throughout the hiring process.
• Manage the full recruitment cycle for teachers, CTE instructors, support staff, school administrators, and leadership roles.
• Build and maintain active pipelines for high-need areas, including CTE program pathways (e.g., health sciences, manufacturing and construction trades, business/marketing, etc).
• Develop year-round sourcing strategies for both traditional educators and professionals transitioning into CTE teaching roles.
• Partner with school leaders to understand staffing needs, licensure requirements, industry certification needs, and program-specific experience.
• Maintain accurate candidate pipelines in the ATS (e.g., Paylocity Recruiting).

Sourcing & Candidate Outreach

• Source CTE and academic candidates through job boards, educator networks, trade associations, workforce development groups, and industry partnerships.
• Conduct proactive searches for licensed teachers as well as experienced industry professionals eligible for alternative or CTE-specific licensure pathways.
• Build relationships with universities, technical colleges, union apprenticeship programs, and certification bodies to support CTE recruitment.
• Coordinate and represent the organization at traditional education job fairs as well as CTE-specific events (e.g., skilled trades expos, career center partnerships).

Initial Screening & STAR-Method Interviewing

• Conduct structured initial interviews using the STAR behavioral method to assess candidate competencies, alignment with school values, and role suitability.
• Evaluate candidate qualifications, licensure or credential status, industry experience (for CTE candidates), and cultural alignment with the charter school mission.
• Document interview findings thoroughly in the ATS for hiring team review.
• Recommend and forward qualified candidates to relevant teams (school leadership, Special Education directors, Executive team, etc.) for subsequent interviews or demo lessons.

ATS & Data Management

• Maintain accurate candidate data, interview documentation, and hiring statuses within the ATS.
• Generate routine recruiting reports such as pipeline metrics, time-to-fill, and CTE-specific hiring trends.
• Support continuous improvement of recruiting workflows.

Candidate Experience & Employer Branding

• Provide timely, professional communication to all applicants.
• Support employer branding efforts that highlight the charter network’s mission, culture, CTE pathways, and student impact.
• Ensure candidates experience a respectful, transparent, and engaging hiring process.

Cross-Functional Collaboration

• Partner with school leaders, CTE program directors, Special Education leaders, and HR to align on staffing needs and candidate profiles.
• Ensure smooth handoff of candidates to hiring managers for second-round interviews, panel interviews, and demonstration lessons.
• Assist with onboarding tasks when needed to support peak hiring seasons.

Qualifications, Education and Experience

Necessary and desirable qualifications include, but are not limited to, the following:

• Must have a passion for improving educational opportunities for urban students and for building a strong, mission-driven organization. 
• Commitment to continued personal and professional growth, and a commitment to the company’s mission, vision and growth. 
• Experience conducting structured behavioral interviews (STAR or similar methods).
• Excellent organization, attention to detail, and relationship-building skills with a customer-focused approach.
• Ability to manage multi-state hiring with diverse position types.
• Experience recruiting for CTE programs, skilled trades, or technical education.
• Familiarity with teacher licensure, CTE credential requirements, and alternative pathway programs.
• Knowledge of ATS platforms (Paylocity Recruiting preferred).
• Computer skills, including proficiency in Microsoft Office/Google applications.
• Education Preferred:

Bachelor’s degree in Human Resources, Education, Business, Communications, or related field. 

HR certification (PHR, SHRM-CP) or experience in K–12/CTE educational settings.

• Experience Preferred:

2–4 years of recruiting experience, preferably full-cycle and high-volume.

Core Competencies

Behavioral method interviewing

Cultural and mission alignment assessment

Talent sourcing & networking

Candidate evaluation & pipeline management

Data accuracy & ATS proficiency

Strong communication & follow-through

Adaptability during school-year staffing cycles

Benefits

• 401k with a generous employer match!
• Paid time off
• Medical, dental, vision
• Short and Long term disability
• Life Insurance
• Professional development assistance

Working Conditions

The working conditions for the HR administrator involve a combination of office work sitting at a desk, using a computer, and interacting with colleagues and employees. Interpersonal interaction, administrative tasks, and a focus on maintaining compliance with employment laws and regulations.

Physical Requirements

The usual and customary methods of performing the job’s functions are primarily sedentary, involving sitting for extended periods while working on a computer. However, there may be occasional requirements to attend meetings or training sessions that involve standing or walking.

Reasonable accommodations can be made to employees with qualified disabilities who can perform the essential functions of the job, so long as there is no undue hardship created upon the organization or other employees within the organization.

Supervision Received

Limited- supervision is normally available for help and guidance.

Direct Reports

None.

Conclusion

This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed within this job. However, this job description is not intended to be an exhaustive list of responsibilities, duties, qualifications, or physical demands associated with the position.