## Description Compensation: $50,000 - $60,000/Year DOE + Recruiting Commission Position Summary The Corporate Recruiter is responsible for proactively sourcing, attracting, and recruiting top-tier talent for APIC Solutions. This role focuses on the front end of the talent acquisition process which includes building candidate pipelines, executing strategic sourcing across specialized and hard-to-fill roles, and delivering high-quality candidates to hiring managers across all APIC locations. The Corporate Recruiter exercises independent judgment in candidate evaluation, sourcing strategy, and pipeline prioritization. This role requires the ability to assess candidates against complex and variable job requirements, make independent hiring recommendations, and develop proactive sourcing strategies without direct supervision. The Corporate Recruiter works in close partnership with the Talent Acquisition Coordinator and Director of Human Resources, and is commission-eligible per the APIC Recruiter Commission Policy. Key Tasks and Responsibilities Strategic Sourcing & Pipeline Development - Independently develop and execute sourcing strategies for each open requisition, selecting channels, messaging, and outreach methods based on role classification, market conditions, and urgency. - Identify, engage, and attract top talent through active sourcing, networking, cold-calling, and social media platforms (LinkedIn, Indeed, and others). - Build and maintain strong pipelines of qualified candidates for current and future openings, including hard-to-fill and licensed trade positions. - Proactively develop recruiting plans and strategies to attract a diverse pool of qualified candidates. - Foster long-lasting relationships with past applicants and potential candidates for future job openings. - Stay current on industry trends, innovative recruiting techniques, salary benchmarks, and best practices in talent acquisition. Candidate Evaluation & Independent Assessment - Conduct in-depth candidate assessments including screening calls, structured interviews, and reference checks. - Apply independent judgment to evaluate candidates against Standard and Priority role criteria, including license verification, FLSA classification implications, and skills-scarcity factors. - Provide shortlists of qualified candidates to hiring managers with written summaries, screening notes, and independent hiring recommendations. - Accurately document candidate evaluations, disposition rationale, and pipeline status in the ATS. Hiring Manager Partnership & Consultation - Partner with hiring managers to understand role requirements, team dynamics, and company culture. - Serve as a strategic advisor to hiring managers on candidate market conditions, realistic timelines, compensation benchmarks, and sourcing challenges. - Assist with providing guidance and support to hiring managers on best practices for interviewing and candidate selection. - Coordinate with the Talent Acquisition Coordinator for interview scheduling and candidate follow-through. Offer Management & Candidate Experience - Negotiate offers and manage the candidate experience throughout the recruitment process. - Partner with the Talent Acquisition Coordinator on offer letter preparation and pre-employment coordination. - Assist with ensuring compliance with employment labor laws and company policies throughout the recruitment process. - Function as a resource to new hires during the onboarding transition as needed. Requisition Management & Reporting - Independently manage and prioritize an active pipeline across all open requisitions, balancing business urgency, role classification, and time-to-fill targets. - Coordinate with the Talent Acquisition Coordinator to craft and post job advertisements for all positions. - Monitor key recruiting metrics including time-to-fill, time-to-hire, and source of hire; provide regular pipeline updates to the Director of Human Resources. - Maintain accurate and up-to-date candidate records in the ATS in coordination with the Talent Acquisition Coordinator. Employer Brand & Outreach - Represent APIC Solutions professionally at job fairs, industry events, and networking opportunities. - Exercise discretion in how APIC is positioned in the candidate market, including messaging, compensation framing, and employer value proposition. - Collaborate with hiring managers to identify future hiring needs and build proactive talent pipelines. - Perform other duties as assigned. ## Requirements - Minimum: High School Diploma/GED + 3 years of full-cycle recruiting or dedicated sourcing experience. - Preferred: Bachelor’s degree in Human Resources, Business Administration, or related field; or HR Certification (PHR/SPHR, SHRM-CP/SCP). - At least 3 years working as a recruiter in construction or trades strongly preferred. - Demonstrated ability to independently source and engage passive candidates through LinkedIn, Indeed, and other platforms. - Proven experience managing multiple open requisitions simultaneously with minimal supervision. - Experience making independent candidate assessments and hiring recommendations. - Proficient in Microsoft Office Suite (Word, Excel, PowerPoint). - Direct experience with HR software such as HRIS or HRMS; familiarity with applicant tracking systems (ATS). - Knowledge of labor legislation and applicable state and federal employment law. - Effective communication and negotiation skills. - Strong sales skills with the ability to effectively sell the company and job opportunities to potential candidates. - Ability to build rapport with candidates at all levels. - Self-directed and results-oriented with a strong sense of urgency and personal accountability. - Ability to handle sensitive and confidential information with discretion. - Ability to function well in a high-paced and sometimes stressful environment. - Maintain a well-groomed, professional appearance appropriate for the position.