Contract Recruiter

About Vasion For more than a decade, Vasion has been helping companies simplify their print infrastructure, automate business processes, and integrate their technology in a more secure environment. Our mission, to make digital transformation attainable for everyone, drives a culture of innovation and exploration. We have one simple goal: help organizations simplify processes through automation and integration. About Vasion For more than a decade, Vasion has been helping companies simplify their print infrastructure, automate business processes, and integrate their technology in a more secure environment. Our mission, to make digital transformation attainable for everyone, drives a culture of innovation and exploration. We have one simple goal: help organizations simplify processes through automation and integration. So we created simple, cost-effective, and easy-to-implement digital tools that work together, removing bottlenecks and improving efficiency. And we're always on the lookout for new people who can help us innovate, grow, and reach our goal. About The Role Vasion is looking for a Contract Recruiter to lead full-cycle recruiting across our growing team. This is a six-month contract position, with the possibility of extension based on business needs and performance. You'll own requisitions from intake to offer across a variety of departments, act as a trusted advisor to hiring managers, and represent Vasion's culture and brand to every candidate you touch. You'll work closely with HRBPs, People Ops, and hiring leaders to keep pipelines moving without sacrificing candidate experience or quality of hire. Contract length: 6 months, with possible extension Engagement type: Contract (temporary) Core Skills and Competencies 3-5 years of full-cycle recruiting experience across a range of functions (e.g., sales, engineering, marketing, operations, GandA) - comfortable moving between requisition types rather than specializing in one Ability to quickly get up to speed on the competencies and evaluation criteria for a new role type by partnering closely with the hiring manager Ability to translate a hiring manager's \"what I need\" into a compelling, differentiated job posting and search strategy Sourcing and Talent Pipelining Fluency across multiple sourcing channels: LinkedIn Recruiter, general and niche job boards, and role-specific networks Skilled at proactive, creative outreach to passive candidates - personalized messaging that gets responses, not templated blasts Able to build and nurture a talent pipeline ahead of need, not just react to open requisitions Candidate Assessment Structured phone/video screening skills - competency-based and behavioral interviewing techniques Ability to assess for both role fit (skills, experience, track record) and culture fit (values alignment, working style) Comfortable giving hiring managers clear, evidence-based recommendations rather than a simple pass/fail Process and Candidate Experience Management Strong interview coordination skills - scheduling across multiple stakeholders, managing panel logistics, and keeping timelines tight A service mindset toward candidates: proactive communication, timely feedback loops, and a polished experience from first touch to offer (or respectful, timely closure if not moving forward) Comfortable managing a full requisition load across multiple departments simultaneously without dropping details ATS and Data Hygiene Proficiency with an applicant tracking system (Vasion currently uses Rippling) - accurate stage-tracking, notes, and candidate status updates Disciplined documentation habits that support compliant, auditable hiring records and clean reporting Stakeholder Communication Confident communicating with hiring managers, HRBPs, and leadership - comfortable adjusting tone and detail level depending on audience (a quick pipeline update for a manager vs. a broader recruiting update for leadership) Able to push back constructively when a role spec, timeline, or process isn't set up for success Process Improvement Mindset Naturally looks for friction in the hiring process - slow stages, unclear ownership, candidate drop-off... #J-18808-Ljbffr PrinterLogic GmbH