Interim Recruiter (Temporary)

Recruiter (Temporary) Location Remote Employment Type Temporary Location Type Remote Department People Compensation $94,350 – $108,500 Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. We are seeking a highly motivated and execution focused Recruiter to join our Corporate Talent Acquisition team on a three month temporary assignment, with the possibility of extension based on business need. This role will own full cycle recruiting for one or more Corporate or GTM aligned business units and will report directly to the Senior Manager, Corporate Talent Acquisition. The Recruiter will lead and manage full-cycle talent acquisition initiatives for assigned business units, designing and executing recruitment strategies that align with organizational goals while serving as a strategic consultant to hiring leaders. This role primarily works on manager-and-below roles, with director-level roles as capacity requires. The ideal candidate can ramp quickly, operate independently, and deliver high quality hiring outcomes in a fast moving, high accountability environment. This is a temporary role and we’re hiring for a 3-month term. This is a fully remote role with core working hours of 9:00am to 5:00pm EST. What you’ll do: Develop and own recruitment strategies for business units; set goals and metrics that drive high-quality hiring outcomes. Consult with hiring managers to define role requirements, candidate profiles, hiring priorities, and workforce planning; provide strategic recommendations. Exercise independent judgment in sourcing, assessing, and prioritizing candidate pools; determine optimal channels and techniques. Screen and interview candidates to assess qualifications, business fit, and alignment with role complexity. Make decisions on advancing candidates, negotiating offers, and closing hires consistent with compensation frameworks. Represent the organization in employment branding, candidate engagement, and external talent communities. What success looks like in this role: Achieve quarterly hiring targets of 12 corporate or 6 R&D roles. Ensure Balanced Candidate Slate (BCS) standards are met for 80% of eligible roles. Demonstrate reduced time-to-hire and increased hiring manager satisfaction scores. How you’ll use AI in this role: Use approved AI tools to support recurring recruiting work, such as drafting candidate and hiring manager communications, creating job descriptions, and preparing interview or onboarding materials. Apply the team’s AI training, prompts, and templates consistently, and review all AI-generated content for accuracy, appropriate tone, sensitivity, and alignment with Spring Health’s values before using it. Follow data-handling standards, using only information permitted in approved AI tools and keeping sensitive candidate and employee information in secure systems. Use sound judgment when applying AI to less-defined recruiting tasks, and be able to explain how a tool contributed and assess the quality of its output. Look for practical ways to use AI to manage greater recruiting volume or complexity while maintaining a thoughtful, high-quality candidate and hiring manager experience. What you’ll bring: Minimum of two years of recruiting experience supporting G&A functions, Marketing, or other GTM teams Proven ability to independently manage full cycle recruiting Experience partnering directly with hiring managers and influencing hiring decisions Strong working knowledge of modern TA tools and familiarity with our (or similar) tech stack. Ours includes Ashby and LinkedIn Recruiter. Highly organized with strong follow through and attention to detail Comfortable operating in a fast paced, high volume, and evolving environment Results oriented with a strong sense of ownership and urgency Experience in a high growth or startup environment is strongly preferred #J-18808-Ljbffr Go Fractional