Recruiter

Employment Type: Full-time, Independent Contractor
Work Model: Remote (Occasional non-standard hours during peak hiring surges)
Work Hours: 8am to 5pm EST
Reports To: HR / Talent Acquisition Leadership

Role Summary

We are seeking a highly organized, high-volume Recruiter to manage the full-cycle recruitment of unskilled and semi-skilled production and warehouse associates. In this role, you will function as the primary "front door" to our workforce, playing a critical part in maintaining floor staffing levels, guarding the quality of hires, and ensuring an exceptional day-one onboarding experience.

This position is built for an operator who thrives in a fast-paced, metrics-driven environment, brings strong organizational instincts, and genuinely enjoys connecting people with stable workforce opportunities. You will sit at the center of candidate sourcing, staffing agency vendor management, and internal temp-to-perm conversions.

Key Responsibilities

1. High-Volume Recruiting & Sourcing Pipelines

Full-Cycle Execution: Manage full-cycle recruiting for entry-level and semi-skilled hourly roles, including production associates, material handlers, forklift operators, packers, and warehouse support staff.
Pipeline Sourcing: Build and maintain candidate pipelines using digital job boards (Indeed, ZipRecruiter), community workforce initiatives, employee referral schemes, and external staffing agency partnerships.
Candidate Screening: Conduct phone and in-person screenings to rigorously assess candidate reliability, schedule availability, and basic qualifications for shift-based physical work.
Hiring Events: Coordinate high-volume interview days and support large-scale seasonal hiring events. Partner closely with on-site HR Representatives to track localized headcount requirements and set realistic fill timelines.

2. Staffing Agency Vendor Management & Temp-to-Hire Conversions

Conversion Governance: Administer our structured temp-to-permanent conversion pipeline, including scheduling and coordinating multi-stage interviews for temporary associates.
Scorecard Evaluation: Collect floor-supervisor performance, safety, and attendance data to build conversion scorecards and document clear hiring recommendations.
Vendor Liaison: Serve as the central operational point of contact between external staffing agency partners and internal human resources networks to communicate conversion outcomes.

3. Onboarding & New Hire Experience Tracking

End-to-End Compliance: Complete all pre-employment requirements, including background checks, drug screenings, physical assessments, and formal I-9/E-Verify documentation.
New Hire Orientation: Conduct or facilitate onboarding sessions covering workplace safety policies, facility rules, compensation/benefits structures, and operational expectations.
Retention Tracking: Conduct mandatory follow-up check-ins with new hires at the 30 and 60-day marks to surface early retention risks and map cultural trends back to management.

4. ATS Administration & Compliance Reporting

Data Integrity: Maintain accurate, audit-ready candidate records within the Applicant Tracking System (ATS) and HRIS.
KPI Auditing: Track and report weekly metrics on open requisitions, applicant velocity, offer acceptance rates, and average time-to-fill.
Compliance Oversight: Assist with compliance recordkeeping related to EEO, FMLA, and applicable state-level regulations.

Required Skills & Qualifications

Experience: 2+ years of high-volume recruiting experience specifically within manufacturing, warehousing, logistics, or similar hourly workforce environments.
Requisition Management: Proven ability to manage multiple open requisitions simultaneously under tight seasonal time pressures.
Technical Proficiency: Hands-on experience navigating Applicant Tracking Systems (ATS) alongside standard cloud productivity suites (Google Workspace / Microsoft Office).
Compliance Literacy: Sharp attention to detail with an understanding of compliance-sensitive paperwork execution.
Communication: Exceptional verbal and written English communication skills; comfortable presenting to and interviewing candidates across all backgrounds and experience levels.

Preferred Qualifications

Prior experience managing third-party staffing agency vendor relationships and temp-to-hire workflows.
Familiarity with I-9/E-Verify protocols, EEO recordkeeping, and OSHA-related compliance onboarding.
Bilingual English/Spanish capability is a significant asset.
PHR, SHRM-CP, or an equivalent certification is a plus, but not required.

What Success Looks Like

First 90 Days: Fill all active open requisitions within target timelines, build working relationships with local site HR Reps, and successfully guide an initial cohort through the full temp-to-hire conversion pipeline.
At 6 Months: Own a predictable, fully functioning talent pipeline for each warehouse role category, drive measurable improvements in 90-day floor retention trends, and serve as the go-to partner for operations leadership on staffing forecasting.

Recruiter - 20009