Role Purpose Accelerate the hiring of high-quality talent for priority business needs by combining disciplined sourcing, consultative partnership, efficient selection practices, and a strong candidate experience. The Contract Recruiter is accountable for delivering timely, diverse, and qualified candidate slates; enabling sound hiring decisions; and maintaining accurate recruiting data throughout the assignment. Key Outcomes 1. Priority Roles Filled with High-Quality Talent · Deliver qualified, interview-ready candidate slates within agreed timelines for assigned requisitions. · Convert priority searches into accepted offers that meet role requirements, compensation parameters, and business needs. · Maintain hiring quality by validating relevant experience, capabilities, motivation, and organizational fit before presentation. 2. Proactive and Sustainable Talent Pipelines · Build targeted pipelines for recurring, specialized, and hard-to-fill roles using multiple sourcing channels. · Produce market insights on talent availability, competitor activity, location, and compensation to improve search strategy. · Increase access to underrepresented and passive talent through intentional outreach and inclusive sourcing practices. 3. Trusted Hiring Manager Partnership · Establish clear success profiles, selection criteria, search plans, and decision timelines at launch. · Provide concise, evidence-based updates that identify progress, risks, market feedback, and needed decisions. · Influence timely, consistent, and equitable selection decisions while constructively challenging misalignment or avoidable delays. 4. Strong Candidate Experience and Employer Brand · Create a responsive, transparent, and respectful candidate journey from initial contact through disposition or offer acceptance. · Represent the organization, brands, culture, and opportunity accurately and compellingly in the talent market. · Resolve candidate concerns and process breakdowns quickly, preserving trust and protecting the employer brand. 5. Efficient, Compliant Recruiting Execution · Keep requisitions, candidate stages, interview feedback, and disposition reasons accurate and current in the applicant tracking system. · Advance candidates at a pace that supports hiring goals while meeting company policy and applicable employment requirements. · Use funnel data to identify bottlenecks, improve conversion, and focus recruiting effort on the highest-value activities. 6. Assignment Impact and Knowledge Transfer · Meet the defined hiring priorities, service expectations, and deliverables for the contract period. · Leave candidate pipelines, recruiting records, and open-search status organized and actionable for the ongoing team. · Document relevant market intelligence, process improvements, and follow-up actions before the assignment concludes. Competencies Results Orientation: Translates hiring priorities into measurable recruiting outcomes and maintains momentum through obstacles and shifting demands. Talent Judgment: Evaluates evidence objectively, recognizes transferable capability, and presents candidates who align with the defined success profile. Consultative Partnership: Builds credibility quickly, clarifies needs, uses market evidence to advise stakeholders, and creates shared accountability for hiring decisions. Candidate Advocacy and Communication: Communicates with clarity, responsiveness, and respect while balancing candidate interests with business requirements. Operational Discipline: Manages a varied requisition portfolio with accurate records, sound prioritization, reliable follow-through, and appropriate confidentiality. Minimum Qualifications • Bachelor’s degree in Human Resources, Business, or a related field preferred; equivalent relevant experience accepted. • 3+ years of full-cycle recruiting experience, including demonstrated success managing multiple searches simultaneously. • Proven ability to source and engage passive talent using professional networks, research tools, referrals, databases, and direct outreach. • Experience partnering with hiring managers to define requirements, assess talent, and move searches to timely decisions. • Working knowledge of structured interviewing, fair and consistent selection practices, and applicable employment requirements. • Proficiency with applicant tracking systems, sourcing platforms, Microsoft Office tools, and recruiting metrics. • Strong written and verbal communication, organization, judgment, and discretion with confidential information. Key Performance Indicators • Time to qualified slate: Percentage of priority requisitions with an agreed number of qualified candidates presented within the target timeframe. • Time to fill: Median days from approved requisition to accepted offer compared with the agreed target by role type. • Qualified slate conversion: Percentage of submitted candidates advanced to hiring manager interview. • Offer acceptance rate: Percentage of extended offers accepted within approved compensation parameters. • Stakeholder and candidate experience: Hiring manager satisfaction and candidate responsiveness/experience results at or above the established target.