Recruitment Consultant

Pay rate range - $60/hr. to $63/hr.

Onsite

Must Have

1. Candidate management — Ability to manage a high volume of candidates simultaneously through closing, offer, and on-boarding stages. Must demonstrate experience keeping 50+ candidates moving in parallel without dropping balls.

2. Communication — Clear, professional, and proactive written and verbal communication with candidates, hiring managers, and cross-functional partners. Must be able to translate complex offer/immigration details into simple language.

3. Responsiveness — Demonstrated urgency and follow-through. Candidates and hiring managers should never be left waiting. Must show a track record of fast turnaround on offers, questions, and escalations

Nice to Have

1. Identify and implement process improvements to increase recruiting velocity and quality of hire

Years of Experience

5+ years of corporate recruiting experience with meaningful time spent in closing/offer operations

Task breakdown

20% Meetings — Debriefs with interview panels, hiring manager syncs, immigration check-ins, and candidate calls

50% Heads-down work — Offer approvals and generation, immigration, pre-boarding coordination, ATS data hygiene, and candidate communications

30% Collaborative work — Partnering with hiring managers on offer strategy, working with compensation and immigration teams, and coordinating with recruiters on pipeline handoffs

Key Responsibilities

• Partner with hiring managers and candidates throughout the closing and offer process

• Provide data-driven counsel to hiring managers on compensation, leveling, and offer strategy

• Drive candidate experience through timely communication, structured interviews, and efficient offer processes

• Manage immigration cases and partner with internal immigration teams to ensure timely visa sponsorship and transfers

• Own the offer process end-to-end: approvals, generation, extension, and negotiation

• Handle pre-boarding questions and coordinate on-boarding logistics for incoming hires

• Maintain accurate pipeline data in the ATS (Hire) and ensure data integrity across all requisitions

• Facilitate debrief discussions and calibrate interviewers to maintain bar consistency

• Identify and implement process improvements to increase recruiting velocity and quality of hire