Technical Recruiter / Recruitment Resourcer / Sourcer

Bachelor’s degree with 3+ years of professional recruiting experience; OR Associate degree with 4+ years of recruiting experience; OR 5+ years of professional recruiting experience in lieu of a degree Proven experience managing complex, high-volume recruiting workloads Strong ability to operate independently while contributing to a collaborative team environment Excellent communication, organization, and prioritization skills

2+ years of technical recruiting experience 2+ years of corporate (G&A) recruiting experience Experience with in-house recruiting environments Experience recruiting engineers (electrical, mechanical, aerospace) and skilled labor Full lifecycle recruiting experience from sourcing through close Strong tenure with demonstrated success in recruiting roles Ability to evaluate recruiting data and use metrics to influence hiring outcomes Demonstrated ability to identify top-tier talent (top 5% vs. top 50%) Experience with creative and non-traditional sourcing strategies (cold outreach, networking events, targeted campaigns, etc.) Comfort partnering with Director- and VP-level hiring leaders Ability to influence hiring decisions as a subject matter expert without overselling candidates Strong multitasking skills with minimal direction in a fast-moving environment

Insight Global is seeking an experienced Technical Recruiter II to support a high-impact, fast-paced recruiting environment. This individual will run a full recruiting desk and own the end-to-end hiring process for mission-critical technical and skilled labor roles. The ideal candidate is a strategic recruiting partner who can operate autonomously while collaborating closely with hiring managers and recruiting teammates. Own full lifecycle recruiting including sourcing, screening, interviewing, and offer execution Partner with hiring managers to align on headcount planning, hiring strategy, and interview feedback Proactively source passive candidates using both traditional and non-traditional recruiting methods Screen and evaluate inbound applicants and passive candidates for technical and cultural fit Present and recommend top candidates to hiring teams and guide hiring decisions as a talent advisor Attend interviews and onsite sessions to support candidate evaluation and experience Manage offer process including background checks, compensation discussions, and offer extensions Balance days focused on onsite candidate coordination with days dedicated to pipeline development Track, analyze, and report on recruiting metrics and pipeline health Build strong, long-term relationships with candidates and senior-level stakeholders