Bilingual Field Team Recruiter

Role Summary The Bilingual Bilingual Field Team Recruiter (FTR) owns the full recruiting funnel for front‑line positions at East Coast Facilities. This is an outbound, high‑touch role – FTRs spend significant time in the community sourcing candidates rather than waiting for applicants to find ECF. The FTR is accountable for every stage of the pipeline, from opening a requisition through a candidate’s first 90 days as an employee. Why This Role Exists Front‑line workforce quality directly drives client satisfaction and contract retention. This role exists to replace ad‑hoc hiring with a proactive, metrics‑driven recruiting function – one that owns not just the hire, but the quality and retention of every person brought in. System Context: OMNIA & CAMPO OMNIA – ECF’s system of record for all HR data and recruiting workflows. All pipeline activity, verifications, offers, and approvals live in OMNIA. CAMPO – ECF’s native field app. Candidates apply and e‑sign offers through CAMPO. The same account becomes their employee profile on hire. E‑Verify – East Coast Facilities, Inc. is an E‑Verify employer at all locations. Employment eligibility is verified for every new direct hire. Core Responsibilities 1. Sourcing & Pipeline Development Maintain a consistent field recruiting presence in the community – proactive outreach in public venues, not just inbound applications. Build and sustain a warm candidate pipeline through networking with current, former, and prospective employees. Manage open job requisitions in OMNIA and attend job fairs and recruiting events as directed. 2. Screening & Candidate Quality Conduct structured phone screens and advance qualified candidates to hiring managers for interviews. Apply skills testing and pre‑hire certification requirements correctly for roles that require them before an offer can be extended. Maintain accurate, timely candidate records in OMNIA throughout the pipeline. 3. Verifications Drive all required pre‑offer verifications to completion: drug screen, driver’s license check, and background check. Coordinate with the designated background check reviewer and elevate any flags to HR. Drug Screen Policy For non‑CDL roles, marijuana results are governed by state law at the service center location. Any other positive substance is disqualifying for all roles in all states. CDL roles: marijuana is always disqualifying regardless of state. 4. Offer Management Generate and manage offer letters in OMNIA; confirm pay rates are within the HR‑defined band before submission. Coordinate the offer approval process and monitor candidate response through CAMPO. Manage counter offers and candidate communication through to signed acceptance. 5. Onboarding & Drop‑off Prevention Monitor the onboarding checklist for each placed candidate and flag any blockers to the Operations team. Stay in active contact with new hires between offer acceptance and first day to reduce no‑shows and early exits. 6. Retention & Exit Interviews Track 30/60/90‑day retention for all placed hires and review outcomes with the Operations Manager monthly. Conduct structured exit interviews on terminating field employees and report turnover trends to leadership. 7. Subcontractor Recruiting – Snow Removal Services Source, vet, and onboard companies to provide snow removal services as ECF subcontractors within the assigned region. Own the full subcontractor relationship: outreach, qualification, contract execution, and ongoing management. Manage all subcontractor activity through OMNIA’s Managed Services Module. Note: The Managed Services Module is under active development. Subcontractor workflows are on a separate compliance track from direct hires. 8. Reporting & Compliance Submit weekly activity reports and maintain accurate pipeline records in OMNIA. Stay current on applicable employment law, I‑9/E‑Verify requirements, and ECF policy. How Success Is Measured Reviewed monthly with the Operations Manager. Targets are set per service center at onboarding. Metrics & Notes Hires per month – Target set per region at onboarding. Time‑to‑fill – Tracked from requisition open to first day. 30‑day retention rate – % of placed hires still active at 30 days. 90‑day retention rate – Primary quality indicator; tied to bonus eligibility. Offer acceptance rate – Accepted offers / total offers sent. No‑show rate – Candidates who signed but did not start. Qualifications Required Fluent in English and Spanish, or English and Haitian Creole (spoken and written). Minimum 3 years of experience in at least one of: facility services operations, outside sales, recruiting, or HR. Comfortable operating within a structured, system‑driven workflow – all activity is logged in OMNIA. Strong communicator with proven ability to build rapport with diverse populations in community and field settings. Able to manage multiple open requisitions and candidate pipelines simultaneously. Valid driver’s license with a clean driving record. Must pass a pre‑employment drug screen and criminal background check. Preferred Prior experience recruiting for hourly, high‑volume, or field‑based roles. Familiarity with ATS platforms, I‑9/E‑Verify processes, or background check integrations. Experience with subcontractor or vendor relationship management. Experience conducting exit interviews or analyzing turnover data. Winter Season Operations All ECF employees, including the Field Team Recruiter, are expected to participate in snow removal operations as needed and at management’s direction. This aligns with ECF’s all‑hands policy, which supplements dedicated snow operations roles with additional bandwidth during severe winter events. Operate plow trucks, loaders, and specialized snow removal equipment. Shovel snow and use walk‑behind blowers safely and efficiently. Apply salt and de‑icing materials accurately and responsibly. Support pre‑storm planning and operational staging. Assist with post‑storm cleanup, equipment servicing, and restocking. Work Conditions Travel Regular travel throughout the assigned region is required. Periodic travel to other ECF service centers for training or coverage. Air travel is occasionally required. Physical Demands Extended periods of standing, walking, and driving. Must occasionally lift up to 60 lbs. Work may occur outdoors or in variable environments. Schedule Standard business hours with flexibility for community outreach, job fairs, and emergency staffing needs. Some evening or weekend availability may be required. Security Employees must remain drug‑free and be able to pass security background checks required for access to ECF’s client sites. A valid driver’s license in good standing is required throughout employment. The above describes the general nature and level of work expected in this role. It is not an exhaustive list of all responsibilities, duties, or skills. East Coast Facilities, Inc. reserves the right to modify this job description at any time. #J-18808-Ljbffr East Coast Facilities - Hartford Service Center