deaa6ad2-d184-436b-b69e-17f761da1d94 - Recruiter (Temporary)
Requirements
• Minimum of two years of recruiting experience supporting G&A functions, Marketing, or other GTM teams • Proven ability to independently manage full cycle recruiting • Experience partnering directly with hiring managers and influencing hiring decisions • Strong working knowledge of modern TA tools and familiarity with our (or similar) tech stack. Ours includes Ashby and LinkedIn Recruiter. • Highly organized with strong follow through and attention to detail • Comfortable operating in a fast paced, high volume, and evolving environment • Results oriented with a strong sense of ownership and urgency • Experience in a high growth or startup environment is strongly preferred • Not sure if you meet every requirement? Research shows https://pubsonline.informs.org/doi/10.1287/mnsc.2023.4907 that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive https://www.springhealth.com/careers. If this role excites you, we encourage you to apply. • Our privacy policy: https://springhealth.com/privacy-policy/
Responsibilities
• Develop and own recruitment strategies for business units; set goals and metrics that drive high-quality hiring outcomes. • Consult with hiring managers to define role requirements, candidate profiles, hiring priorities, and workforce planning; provide strategic recommendations. • Exercise independent judgment in sourcing, assessing, and prioritizing candidate pools; determine optimal channels and techniques. • Screen and interview candidates to assess qualifications, business fit, and alignment with role complexity. • Make decisions on advancing candidates, negotiating offers, and closing hires consistent with compensation frameworks. • Represent the organization in employment branding, candidate engagement, and external talent communities. • Achieve quarterly hiring targets of 12 corporate or 6 R&D roles. • Ensure Balanced Candidate Slate (BCS) standards are met for 80% of eligible roles. • Demonstrate reduced time-to-hire and increased hiring manager satisfaction scores. • Use approved AI tools to support recurring recruiting work, such as drafting candidate and hiring manager communications, creating job descriptions, and preparing interview or onboarding materials. • Follow data-handling standards, using only information permitted in approved AI tools and keeping sensitive candidate and employee information in secure systems. • Use sound judgment when applying AI to less-defined recruiting tasks, and be able to explain how a tool contributed and assess the quality of its output. • Look for practical ways to use AI to manage greater recruiting volume or complexity while maintaining a thoughtful, high-quality candidate and hiring manager experience.
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