Recruiter in Southgate

The Recruiter plays a key role in attracting, engaging, and hiring qualified talent across the organization. This role partners closely with hiring managers to understand workforce needs, develop sourcing strategies, and guide candidates through a consistent and high‐quality hiring process. The Recruiter balances strategic advisory work with hands‐on execution, ensuring an efficient, candidate‐centered experience from requisition intake through onboarding.

Essential Functions

• Acts as a strategic talent advisor to business leaders; shapes hiring plans, workforce strategies, and talent forecasting for assigned departments.
• Leads intake and recruitment strategy meetings; provides market insights and recommended search strategies; delivers ongoing progress updates; influences decision‐making and ensures consistent application of selection standards.
• Manages a full requisition portfolio with moderate complexity, prioritizing based on business needs.
• Develops sourcing strategies including passive outreach, research, niche site targeting, and competitive talent mapping; maintains a robust pipeline.
• Serves as a workforce‐planning partner; interprets business priorities and talent risks to influence staffing strategies.
• Monitors applicant pool trends; recalibrates sourcing strategy as needed based on data and hiring‐manager feedback.
• Screens for work authorization, compensation alignment, relocation, skills, potential, and overall suitability; recommends structured interview processes.
• Supports hiring managers in adopting practices that promote consistent, unbiased decision‐making.
• Facilitates the full interview process and ensures alignment with hiring strategy.
• Manages complex background workflows as needed; partners with HR/Compliance to resolve exceptions quickly.
• Partners on offer development and closing strategies; manages candidate expectations.
• Improves touchpoints throughout the process; identifies themes that impact candidate satisfaction.
• Uses reporting and dashboards to track metrics and SLA adherence; prepares weekly updates for managers and stakeholders.
• Identifies inefficiencies and recommends improvements to tools, templates, and workflows.
• Mentors less experienced recruiters team members on sourcing, intake prep, and candidate evaluation.
• Leads recurring updates with hiring managers; ensures alignment on progress, risks, and barriers.
• Attends career fairs and niche events; partners on community outreach efforts.
• Supports employer branding efforts through social media, networking events, and other outreach activities.
• Promotes GGM as an employer of choice and highlights the organization's unique opportunities and culture.

Required Knowledge, Skills, Abilities

• Knowledge of laws, legal codes, government regulations, executive orders, agency rules, and state/federal labor laws and EEO/ADA guidelines.
• Knowledge of full‐cycle recruiting practices, including sourcing, screening, interviewing, assessments, selection, and offer processes.
• Knowledge of labor‐market dynamics, compensation trends, and talent‐supply conditions relevant to assigned roles.
• Knowledge of sourcing techniques such as Boolean search, passive outreach, networking, and pipeline development.
• Knowledge of applicant tracking systems and related recruitment technologies.
• Knowledge of structured interview methods and competency‐based evaluation.
• Knowledge of background check processes and pre‐employment requirements.
• Skill in identifying qualified talent through research, outreach, and targeted sourcing strategies.
• Skill in facilitating intake meetings and advising hiring managers on requirements, timelines, and market realities.
• Skill in screening candidates for technical skills, experience, work authorization, compensation alignment, and overall suitability.
• Skill in communicating clearly and professionally with candidates, hiring teams, and stakeholders.
• Skill in analyzing recruiting metrics, dashboards, and data trends to inform decision‐making.
• Strong organizational skills, with the ability to manage multiple requisitions and competing priorities.
• High level of attention to detail in a compliance heavy environment.
• Proficiency in using ATS, sourcing platforms, and productivity tools.
• Ability to build strong, trusting relationships with hiring managers and influence hiring decisions constructively.
• Ability to manage candidate experience with professionalism, transparency, and timely communication.
• Ability to adapt quickly to changing business needs and recalibrate sourcing strategies when required.
• Ability to guide hiring managers in applying consistent, equitable hiring practices.
• Ability to work independently while contributing to a collaborative team environment.
• Ability to mentor less experienced team members when needed.
• Ability to manage multiple tasks, deadlines, and follow ups in a fast‐paced setting.
• Ability to handle confidential information with professionalism and discretion.

Required Education, Certifications/ Licenses, Related Experience

• Bachelor's degree in Business Administration, Human Resources, Communications, or a related field, OR a High School Diploma or GED with four (4) additional years of experience in corporate, RPO, or executive search recruiting.
• Minimum of three (3) years of high volume recruiting in a corporate and/or agency setting.
• Experience with ATS/HRIS platforms (Paycor preferred but not required).