Contract Recruiter

Accelerate priority hiring needs by delivering qualified candidate slates, actionable market insights, and a strong, respectful candidate experience.

Responsibilities

• Deliver qualified, interview-ready candidate slates within agreed timelines for assigned requisitions.
• Convert priority searches into accepted offers aligned to role requirements, compensation parameters, and business needs.
• Validate relevant experience, capabilities, motivation, and organizational fit before candidates are presented.
• Build targeted pipelines for recurring, specialized, and hard-to-fill roles using multiple sourcing channels.
• Provide market insights on talent availability, competitor activity, location, and compensation to improve search strategy.
• Improve access to underrepresented and passive talent through intentional outreach and inclusive sourcing practices.
• At launch, establish success profiles, selection criteria, search plans, and decision timelines.
• Share concise, evidence-based updates covering progress, risks, market feedback, and required decisions.
• Support timely, consistent, and equitable selection decisions while constructively addressing misalignment and avoidable delays.
• Maintain 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 to preserve trust and protect the employer brand.
• Keep recruiting data accurate and current in the applicant tracking system, including requisitions, stages, interview feedback, and disposition reasons.
• 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 prioritize the highest-value recruiting activities.
• Meet defined hiring priorities, service expectations, and contract deliverables.
• Organize candidate pipelines, recruiting records, and open-search status for continuity with the ongoing team.
• Document market intelligence, process improvements, and follow-up actions before the assignment ends.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field (preferred); equivalent relevant experience accepted.
• 3+ years of full-cycle recruiting experience, including demonstrated success managing multiple searches at once.
• 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 drive timely search decisions.
• Working knowledge of structured interviewing, fair and consistent selection practices, and applicable employment requirements.
• Proficiency with applicant tracking systems, sourcing platforms, Microsoft Office, and recruiting metrics.
• Strong communication, organization, judgment, and discretion when handling confidential information.

Technology

• Applicant tracking systems
• Sourcing platforms
• Microsoft Office
• Recruiting metrics

Competencies

• Translates hiring priorities into measurable recruiting outcomes and maintains momentum through obstacles and changing demands.
• Evaluates evidence objectively, identifies transferable capability, and presents candidates aligned to the defined success profile.
• Builds credibility quickly, clarifies needs, uses market evidence to advise stakeholders, and creates shared accountability for hiring decisions.
• Communicates with clarity, responsiveness, and respect while balancing candidate needs with business requirements.
• Manages a varied requisition portfolio with accurate records, sound prioritization, reliable follow-through, and appropriate confidentiality.

Key Performance Indicators (KPIs)

• 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 versus 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.

Location: Nashville, TN (onsite) | Job type: contract