Contract Recruiter

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.