Talent acquisition partner jobs in Dundalk, MD - 99 jobs

An elite AmLaw 10 global firm is seeking an Associate Recruiting Senior Specialist to join its Associate Recruiting team in Washington, D.C. This role supports lateral associate hiring within the Litigation & Trial and Tax Departments. This role will sit hybrid in Washington, D.C. Key Responsibilities: Lead end-to-end lateral associate and judicial clerk recruiting processes Oversee application processing, candidate communications, and record management Coordinate recruiting events, outreach initiatives, mailings, and social media campaigns Collaborate with internal stakeholders and committees to develop innovative recruiting and marketing strategies Prepare, analyze, and present recruiting metrics, market insights, and detailed reports Develop and manage recruiting budgets and monitor expenses Supervise and support team members while promoting effective work practices Ensure compliance with employment laws, firm policies, and best practices Handle highly sensitive and confidential information with discretion Qualifications: Bachelor's degree or equivalent required Minimum of 6 years of experience in legal recruiting or professional services At least 1 year of supervisory or team leadership experience, preferably in a related field Strong interpersonal, written, and verbal communication skills Excellent organizational, analytical, and time-management abilities Proficiency with applicant tracking systems, interview platforms, and Microsoft Office Ability to manage multiple priorities, work independently, and make sound decisions

Seeking a Recruiter who will manage the full hiring lifecycle for an organization, from sourcing and screening candidates to extending offers, working closely with hiring managers to define needs, build talent pipelines, and ensure new hires align with company culture and goals, acting as an ambassador for the employer brand. Key duties include writing job descriptions, conducting interviews, negotiating terms, managing onboarding, and using data to improve recruitment. You will also be responsible for developing and maintaining relationships with hiring managers, building strong candidate pipelines, and ensuring that we hire the best possible candidates to meet our hiring needs. Responsibilities: Partner with hiring managers and business , group or organization leads, and key stakeholders to understand unique talent needs Manage the full lifecycle recruiting process and hiring deliverables for product management positions, specialty positions, and broad client groups Create compelling position descriptions, sourcing diverse candidate pipelines, marketing the talent brand to attract top talent, screening candidates, advising business partners on the recruiting process, and negotiating job offers Candidate management - develop and execute sourcing plans to identify and recruit top talent, owning the candidate development process from identification and engagement to offer extension and closing Work cross-functionally across a team of high performing recruiters and promote a culture of inspiration, empowerment and inclusion Leverage recruiting data to proactively provide status updates and hiring results to leadership and HR partners Source stellar candidates. Look beyond direct applications and leverage search engines, career sites, recruiting events, and other innovative sourcing techniques to find the best talent in the market Provide recruiting services in accordance with our recruiting process, standards, and systems Self-directed execution of the full life cycle recruiting process with an emphasis in meeting time-to-fill goals Develop an effective sourcing strategy to provide a continuous flow of quality and quantity of candidates for the pipeline Develop and execute strategies autonomously to include networking, call lists, niche social networking, and general industry knowledge Acts as a recruiting partner and a subject matter expert to business leadership, hiring managers and other key stakeholders Identify 'root cause' solutions to complex recruiting issues and ability to implement solutions that will mitigate immediate problems and future potential issues Address ambiguous situations or challenges and respond accordingly, drawing on ones subject matter expertise, skills and abilities Screens and counsels candidates, coaches the hiring team, and negotiates the close Effectively facilitate formal consensus meetings with the hiring team Independent involvement when developing and executing strategies Practice attention to detail and flawless execution of requisition processing Qualifications: Bachelor's degree 3 years of full life cycle recruiting experience required 5+ years of full life cycle recruiting experience preferred 2+ years of experience consulting with hiring managers while developing and enhancing excellent working relationships with those managers and their teams Experience with Workday ATS preferred but not required Professional Human Resources (PHR) certification Ability to influence and drive results in a fast-paced environment Ability to use innovative techniques to attract and recruit diverse talent Experience in compensation and general HR requirements as related to hiring Possess strong candidate and client management skills, with a proven ability to influence Proven ability to function effectively in a fast-paced environment Dexian is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.

We're seeking a proactive Attorney Recruiting Manager to join our high‑performing team at Eversheds Sutherland (US) LLP. In this role, you'll own the full recruitment lifecycle for attorneys across the firm, with emphasis on lateral associates and student recruitment. The manager will blend data‑driven strategy, market intelligence, and team leadership to deliver a consistent, high‑touch candidate experience that strengthens our talent pipeline and supports firm growth. The ideal Manager brings 5+ years of recruiting experience in a national or international law firm and thrives in a fast-paced environment. The manager will work alongside the Senior Manager to design and execute a proactive recruitment plan, while delivering best-in-class service to internal and external stakeholders. Project leadership, superb relationship management, and superior service standards are essential in this role. The primary responsibilities, qualifications, and capabilities for this role include the following: Lateral Associate Recruitment Serve as a trusted “face of the firm,” driving a premium candidate experience and representing the firm with professionalism to candidates, agencies, and the broader legal community. Own full‑cycle lateral associate recruiting: intake, sourcing, screening, interview management, candidate communication, feedback synthesis, offer development, and onboarding. Build proactive pipelines for priority practices; partner closely with hiring partners and leadership to clarify staffing needs and growth objectives. Maintain strong relationships with select external recruiters; negotiate terms, track performance, and ensure quality submissions. Monitor market trends, competitor moves, and compensation patterns; translate insights into sourcing strategies and actionable recommendations. Oversee compliant documentation and data hygiene across ATS tools; generate recurring dashboards and analytics to inform decision‑making. Student Recruitment Lead the student recruitment program. Manage OCI calendars, select attorney interviewers, and coordinate call‑backs. Cultivate relationships with Career Services at target schools; steward firm profiles (NALP, Vault, Chambers) and ensure timely completion of surveys. Design and manage a high‑impact Summer Associate Program: orientation, training, evaluations, events, and conversion processes. Track student‑recruiting outcomes; assess yield, acceptance drivers, and program ROI to refine strategies each season. Develop plan for skills mapping to coincide with practice group needs. Team Leadership Lead, coach, and develop Recruiting Coordinators/Specialists; establish service standards, and continuous‑improvement routines. Provide training, oversight, and guidance on tools, process excellence, and candidate communications; model discretion and confidentiality. Drive cross‑team projects that elevate the recruiting function; foster collaboration and strong relationships with attorneys and business professionals. Qualifications & Capabilities A Bachelor's degree is required. 5+ years of attorney recruiting or talent management experience in a multi‑office law firm or professional‑services environment; 2+ years of people‑management preferred. Proven success running high‑volume, full‑cycle legal recruiting with exceptional organization, responsiveness, and attention to detail. Strong consultative communication skills-able to influence senior stakeholders and deliver candid, data‑backed recommendations. Proficiency with ATS/CRM systems (e.g., VI Recruit, FloRecruit, or similar), LinkedIn Recruiter, and Microsoft 365; disciplined approach to data integrity and reporting. High discretion handling confidential information; calm under pressure and adaptable to last‑minute changes. This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $105,000 - $145,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

As a key member of the Team Member Engagement Department at Congressional Country Club, the Talent Acquisition & Development Manageris responsible for intentionally shaping our culture, recruiting top-tier talent, and developing scalable, strength-based learning programs. This role bridges strategy and execution, aligning hiring, training, and cultural systems to ensure every team member embodies our Core Values: Obsess Over Member Hospitality, Be a Thriving Team Member, and Develop Yourself and Others. Grounded in best practices from Culture by Design, The Checklist Manifesto, Zingerman's Recipe-Based Training, and Talent Plus methodologies, this position combines five critical capabilities: * Cultural Systems Designer - Translates our values into clear behavioral standards, builds rituals and systems to sustain culture, and measures adoption through feedback loops and KPIs. * Process Excellence Practitioner - Develops effective checklists and systems to streamline processes across the Club and connect them to meaningful training, while reducing errors and improving consistency. * Recipe-Based Trainer - Designs and delivers replicable, results-oriented training programs anchored in vision, mission, and bottom-line impact. * Strengths-Based Talent Developer - Uses predictive talent analytics to support leaders on development strategies to coach their team using one's natural talents as guidance. * Strategic Recruiter - Applies all of the above to make selection recommendations of team members who align with our culture and have the capacity to grow within it. This role requires balancing big-picture culture design with hands-on program delivery, while fostering clarity, discipline, and purpose in people-related systems. KEY RESPONSIBILITIES: Talent Acquisition & Recruitment: * Lead end-to-end recruitment using structured, strengths-based tools and behavioral interviewing. * Align recruitment strategies with long-term succession planning and culture fit. * Create standardized hiring "recipes" and checklists to ensure process excellence. * Use predictive talent analytics to minimize turnover and enhance team performance. * Cultivate diverse pipelines and maintain strong community and university partnerships. Culture by Design & Learning Development: * Embed our Core Values through rituals, storytelling, training, and daily operations. * Define and reinforce "Fundamentals" that represent our desired team member behaviors. * Create systems that ensure consistency between what we say we do and what actually happens. * Develop transparent decision-making and change processes that empower team feedback and collaboration. Training & Performance Systems: * Develop, deliver, and evaluate experiential learning programs across roles and departments. * Build "recipe-style" SOPs and DO-CONFIRM/READ-DO checklists for training delivery and performance management. * Support department leaders with the tools to coach, onboard, and grow their teams. * Track and analyze the impact of learning initiatives and culture reinforcement rituals. * Deliver workshops, seminars, and large-group sessions (5-250+) with clarity and confidence. QUALIFICATIONS: * Minimum 5 years of experience in Talent Acquisition, Learning & Development, and/or Human Resources Management. * Demonstrated experience integrating hiring, training, and culture-building systems. * Strong experience with behavioral interviewing, structured assessments, and predictive analytics. * Prior leadership experience in hospitality or people-first organizations preferred. * Strong facilitation, presentation, and project management skills. * Working knowledge of ATS and talent technologies; bi-lingual (Spanish) a plus. * Bachelor's degree required. INTERPERSONAL SKILLS NEEDED: The ability to motivate or influence senior-level leaders is a critical part of the job, requiring a significant level of influence and trust. Obtaining cooperation and agreement on important outcomes via frequently complex, senior-level dialogue, as well as a professional level of written communication skills are essential to the position. OTHER SKILLS NEEDED: Ability to foster and work collaboratively across divisions, functions, and at all levels. Experience in process improvement, adult learning, organizational development methodologies, and talent acquisition best practices. Ability to perform multiple tasks in a high-pressure environment. Comfort with complexity, ambiguity, and change. SCHEDULE & LOCATION: This is a full-time, in-office position based at the Congressional Country Club. JOIN OUR TEAM: If you're ready to support and shape our awesome culture, develop talent, and build training that elevates our club community, apply today. Congressional Country Club is an Equal Opportunity Employer (EOE).

We are in need of a professional real estate recruiter to help us identify driven new agents who can meet the demands of our growing real estate business. You'll be responsible for reaching out to agents, ensuring their abilities align with our high-performance standards, and evaluating if they're a great culture fit for the team. Ideally, applicants are personable and can balance relationships with multiple candidates at one time. This is a great opportunity to be a part of building an incredible real estate team. If you're interested in this opportunity, please apply today! Leading strategic initiatives to attract high-producing and high-potential real estate agents to the office Oversee the hiring, leadership, and development of the staff, as well as ensure they are properly trained and held accountable to KWCP's high performance standards Manage and accelerate the financial performance of the office, paying close attention to and making necessary adjustments to key financial indicators, to maximize profitability Provide business development and financial management consulting to top agents within the office, helping them make dramatic growth in their personal production and performance Promote a strong learning-based environment and ensure that agents have access to top-of-the-line training and educational opportunities Maintain a positive and empowering environment that both challenges associates to reach their potential and also provides for a caring, people-first atmosphere Have in-depth, high-level, proven growth and leadership capabilities Experience in a high environment Strong verbal leadership and communication skills, and social poise Although a background in real estate sales is preferred, a candidate with an exceptional track record in another endeavor, who also possesses exceptional leadership skills, will also be considered Proven ability to work in a collaborative team setting as well as drive work individually

Job Description About Komline As a pioneering leader in advanced separation technologies, Komline has established a global reputation for engineering excellence. Through our combination of innovative design, cutting-edge manufacturing capabilities, and decades of industry experience, we consistently deliver the highest quality equipment from our integrated manufacturing facilities. Serving our core markets of Water & Process, Agricultural & Renewables, and Industrials, we pride ourselves on providing comprehensive separation solutions precisely tailored to our clients' requirements. With a strong track record of strategic growth and acquisitions, Komline continues to expand its solution portfolio and technical capabilities while maintaining our commitment to innovation and customer satisfaction. This Opportunity The Corporate Recruiter will be responsible for identifying, attracting, and evaluating candidates for roles across all Komline business units. As Komline' s brand ambassador, the Corporate Recruiter will provide a positive candidate experience throughout the full recruitment life cycle. Roels and Responsibilities Partner with Hiring Managers to gain a clear understanding of the requirements, duties, and qualifications for vacant position(s); identifying skills gaps within a team Collect and analyze market data to maintain current understanding of fair and competitive salaries, candidate availability, and trends in talent demand Leverages data and records to identify and shortlist potential candidates for openings Screen candidates and submit those applicable to the Hiring Manager for review, coordinating all interviews for candidates selected onto the next steps Coordinates logistics including meeting arrangement, travel, and/or accommodations for applicants and company representatives when necessary Provide candidates with guidance on the interview process and setting expectations Follow-up with Hiring Managers after the interview process to determine whether a placement can be made; collecting feedback on placements Extend and conduct offer negotiations Conduct all pre-employment screenings including verifying candidates' references, credentials, and background Maintains and ensures compliance with applicable equal employment opportunity (EEO) and related employment laws and regulations Required Qualifications Bachelor's degree in Human Resources, Business Administration, Psychology, or related field required At least two years of recruiting or related human resources experience required Excellent verbal and written communication with an aptitude in conducting interviews Excellent organization and time management Thorough understanding of EEO, ADA, and other related employment laws and guidelines. Proficient in Microsoft Office Suite (Word and Excel) Preferred Qualifications AIRS, PHR, or SHRM certification Full recruitment life cycle experience Prior sourcing experience using basic and/or advanced Boolean searches Experience using generative AI (Claude, Chat GPT, Co-Pilot, Bard, etc.) Equal Opportunity Statement: Komline is an EEO Employer- M/F/Vets/Disabled

Working in collaboration with the other members of the Talent team, the Talent Acquisition Partner will be responsible for the full cycle of recruiting from sourcing to onboarding, with a special emphasis on clinician and provider recruitment. This position plays a pivotal role in relationship-building with hiring managers and candidate pools to meet the staffing needs of Mary's Center, a mission-driven, community-based health organization. The Talent Acquisition Partner will research, develop, and implement effective recruiting and staffing strategies to attract a diverse pool of qualified clinical and non-clinical talent, ensuring alignment with the organization's values and commitment to quality, compassionate care. Reportability This position will report directly to the Vice President, Employee Experience. Duties and Responsibilities To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. * Manage the full recruitment lifecycle for a variety of roles, including clinical, provider, and administrative positions, from sourcing to onboarding. * Partner closely with clinical leadership and department managers to identify and draft detailed and accurate job descriptions and hiring criteria. * Identify and implement targeted provider recruitment strategies, including outreach to residency programs, professional associations, job boards, and passive candidate pipelines. * Develop relationships with clinicians and healthcare professionals to proactively build talent pipelines for hard-to-fill or high-volume roles. * Schedule and lead intake meetings, manage job postings, and coordinate advertisement strategies across appropriate channels. * Screen applications, conduct initial interviews, and present qualified candidates for review. * Support the interview and selection process by coordinating schedules, preparing interview guides, and facilitating candidate assessments. * Collaborate with hiring managers and the Vice President of Talent Acquisition during the offer process-recommending salary ranges, incentives, and start dates in alignment with market data and internal equity. * Manage pre-employment processes including background checks, reference checks, credential verifications, and compliance with employee health documentation. * Coordinate onboarding processes for new hires, ensuring a smooth and positive transition for providers and clinical staff. * Conduct biweekly orientations in collaboration with the Talent team. * Ensure compliance with all applicable federal, state, and local employment laws and organizational policies. * Represent the organization at career fairs, residency showcases, and professional healthcare recruiting events. * Maintain and utilize the applicant tracking system (UKG or equivalent) to track candidate progress, metrics, and reporting. * Perform other duties as assigned. Qualifications The requirements listed below are representative of the knowledge, skills, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Educations and Experience - * Bachelor's degree and 3+ years of recruiting or human resources experience required. * Experience recruiting healthcare providers and clinical professionals (such as physicians, nurse practitioners, behavioral health specialists, registered nurses, or allied health staff) strongly preferred. * HR certification (PHR, SHRM-CP, or equivalent) preferred Knowledge, Skills & Abilities- * Demonstrated success sourcing, screening, and hiring for a wide range of clinical and provider roles in a healthcare setting. * Strong understanding of licensure, credentialing, and healthcare workforce trends. * Excellent relationship management skills with the ability to partner effectively across all levels of leadership. * Highly organized, detail-oriented, and able to manage multiple priorities in a fast-paced environment. * Proficient in MS Office and applicant tracking systems (UKG experience a plus). * Strong commitment to fostering a welcoming, respectful, and mission-driven workplace that reflects the communities we serve. * Understanding of confidentiality and HIPAA compliance requirements * Must be a self-starter, flexible, extremely detail-oriented, well organized, and work effectively across all levels of the organization. * Strong customer service skills and a thorough understanding and working knowledge of patient/client confidentiality issues and HIPAA compliance/regulations will be essential. Language Requirement - Ability to communicate effectively in English is required. Additional language proficiency or fluency in Spanish a plus. Physical Demands - Regularly required to sit; frequently required to reach with hands and arms; required to walk, stoop, kneel, crouch, talk or hear; must be able to lift objects up to twenty-five (25) pounds. Work Environment - Mostly in a typical office and/or home setting with quiet to moderate noise level. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. This position may require travel 10% of the time between sites and/or local career fairs. Opportunity to work a hybrid schedule - remote and onsite, as needed The Benefits: * Health Insurance: medical, dental & vision - plus retirement options through 403(b) contribution and investment opportunities * 25 days of paid leave annually (in addition to paid holidays), plus 5 educational days * Tuition reimbursement of $2000/year towards education assistance and professional development * Transportation subsidy via metro & bus * Employee Assistance Program (EAP)

As a Skillbridge Intern at GE Healthcare, every moment partnering with customers is an opportunity to impact the lives of patients. You'll be the face of our life-changing products, you'll drive customer satisfaction through excellent service and you'll help healthcare professionals deliver world-class care to patients using innovative medical technologies. The Military DoD SkillBridge program is an opportunity for Service members to gain valuable civilian work experience through specific industry training, apprenticeships, or internships during the last 180 days of service. SkillBridge connects Service members with industry partners in real-world job experiences under Dept. of Defense Instruction 1322.29. Separating Service members can be granted up to 180 days of permissive duty to focus solely on training full-time with approved industry partners after unit commander (first O-4/Field Grade commander in chain of command) provides written authorization and approval. GE HealthCare as a Skill Bridge partner offers real-world training and work experience in in-demand fields of work while having the opportunity to evaluate the Service member's suitability for the work. Military DoD SkillBridge participants are not eligible for compensation from GE HealthCare, as they continue to receive military compensation and benefits as active-duty service members. **Job Description** **Essential Responsibilities:** + Partner with GE HealthCare people leaders to develop and implement talent acquisition strategies that align with the overall business goals and objectives. + Develop and implement innovative sourcing strategies to identify and attract top talent. + Conduct structured interviews that are fair, unbiased, and effective, assessing candidates' skills, experience, and fit for the role/the team/the company. + Work with hiring managers and business leaders to develop and implement proactive talent acquisition strategies, including succession planning, internal mobility, and diversity and inclusion. + Support Talent Acquisition projects from start to finish, ensuring that all deliverables are met on time and within budget. + Stay informed of the latest trends and developments in the talent market to provide actionable insights to GE HealthCare business leaders. **Required Qualifications:** SkillBridge Eligible (Active Duty) + 2+ years of experience in talent acquisition, recruiting, or a related field. + Strong understanding of the talent acquisition process, including sourcing, screening, interviewing, and making hiring recommendations. + Ability to assess candidates' fit for the role/the team/the company based on their skills, experience, and cultural fit. + Ability to work effectively with hiring managers and business leaders to understand their needs and develop and implement talent acquisition strategies. + Excellent communication and interpersonal skills. + Strong organizational and time management skills. **Desired Characteristics** + Bachelor's degree or equivalent strongly preferred. + Strong preference for recruiting in high volume work. + Proven ability in managing and/or supporting Talent Acquisition projects. + Familiarity with project management tools and techniques + Experience in understanding the labor market and providing actionable insights to business leaders. + Familiarity with data analysis and visualization tools (e.g., LinkedIn Talent Insights, Tableau, etc.) GE HealthCare is a leading global medical technology and digital solutions innovator with over 100 years of healthcare industry experience and around 50,000 employees globally. We enable clinicians to make faster, more informed decisions through intelligent devices, data analytics, applications and services, supported by our Edison intelligence platform. We operate at the center of an ecosystem working toward precision health - digitizing healthcare, helping drive productivity and improving outcomes for patients, providers, health systems and researchers around the world. **Additional Information** GE HealthCare offers a great work environment, professional development, challenging careers, and competitive compensation. GE HealthCare is an Equal Opportunity Employer (****************************************************************************************** . Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE HealthCare will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). While GE HealthCare does not currently require U.S. employees to be vaccinated against COVID-19, some GE HealthCare customers have vaccination mandates that may apply to certain GE HealthCare employees. **Relocation Assistance Provided:** No

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy

Opportunity@Work is a nonprofit social enterprise with a mission to increase career opportunities for the 71 million adults in the U.S. who do not have a four-year college degree but are Skilled Through Alternative Routes (STARs). For STARs, the American Dream has been fading due in part to an “opportunity gap,” in which access to the good jobs required for upward mobility often depends less on people's skills and more on whether and where they went to college, who they know professionally and socially, or even how they look. We envision a future in which employers hire people based on skills rather than their pedigree. We are uniting companies, workforce development organizations and philanthropists in a movement to restore the American Dream so that every STAR can work, learn and earn to their full potential. Job Description As part of the larger People & Culture team, the Talent Acquisition Manager acts as a gatekeeper of Opportunity@Work's culture by providing an exceptional experience to both our internal colleagues and candidates alike. Reporting to the Vice President of People & Culture, the Talent Acquisition Manager will be responsible for the full life cycle recruiting efforts for a variety of positions. The ideal candidate will have a background in DE&I sourcing strategies to build pipelines of diverse talent. This role requires excellent organizational and interpersonal skills and a proven ability to work with all levels of an organization. We are passionate about providing candidates and hiring leaders a great experience through our recruiting process and hope you share this passion! Key Responsibilities: Lead full cycle recruiting for professional hires across a variety of corporate functions and business units. Partner with hiring leaders in the development and execution of diversity hiring strategies in support of our hiring objectives and in alignment with our DEIB strategy. Drive data-driven recruitment programs, convey insights and decisions and leverage new and existing data to inform how we attract, select, grow, and retain talent. Measure effectiveness of external and internal partner strategies and foster and manage those relationships. Develop and maintain networks internally and externally to ensure a strong pipeline of potential candidates. Assess position requirements and candidate qualifications to ensure alignment with business requirements and provide accurate and insightful candidate assessments and rankings. Prepare candidates for interviews by providing detailed information on our organization, business strategy, department, and the hiring leadership. Facilitate our candidate selection process by ensuring key hiring rationales are appropriately prioritized, collecting and reviewing stakeholder feedback with hiring leadership, and candidate comparatives are clearly articulated. Track, monitor, disposition, and report ongoing recruiting activities through the disciplined use of our Applicant Tracking System which ensures data integrity for metrics/reporting. Work to identify, drive and update recruiting processes designed to improve efficiencies and create a positive recruiting experience for hiring managers and candidates. Build a candidate pipeline for key positions and maintain regular contact with possible future candidates. Recruit effectively against measurable metrics & industry benchmarks Function as in-house consultant and the subject matter expert in recruitment & staffing. Effectively support multiple clients within our business and manage against hiring deadlines for business-critical roles. Qualifications 5+ years of full life cycle recruiting experience within a corporate or agency environment. 2+ years of experience developing and executing diversity & inclusion strategies that meet business needs. Experience exploring and recommending new diverse partnership opportunities. Demonstrated ability to deliver high quality results and utilize intelligent business approaches to identify & attract high quality candidates. Ability to interact with individuals at all levels of the organization. Experience with direct sourcing is required with a focus on diversity sourcing. Additional Information Opportunity@Work is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

With a career at HMSHost, you really benefit! We Offer * Health, dental and vision insurance * Generous paid time off (vacation, flex or sick) * *401(k) retirement plan with company match * *Company paid life insurance * *Tuition reimbursement * Employee assistance program * Training and exciting career growth opportunities * Referral program - refer a friend and earn a bonus * Benefits may vary by position so ask your recruiter for details. Airport Location: Corporate Human Resources Advertised Compensation: $113,500.00 to $133,100.00 Purpose: The purpose of the Senior Talent Acquisition Manager is to lead the Talent Acquisition function in support of Avolta's strong employment brand and act as a key regional partner within the broader North America team. The role ensures alignment, collaboration, and consistency across tools, processes, and initiatives while serving as the subject matter expert for an assigned region and supporting Avolta's business lines as part of a global enterprise. Essential Functions: * Builds and cultivates strong relationships with field leadership, HR, and hiring managers; fosters a collaborative, transparent, and connected TA community that drives consistency, knowledge sharing, and collective problem-solving across regions and teams * Provides expertise and guidance to business unit leaders to develop TA and sourcing strategies and deploy programs; provides advice, coaching, and support on TA-related issues, hard-to-fill positions, and hourly mass hiring * Serves as a regional extension of global Talent Acquisition function, ensuring enterprise-wide TA tools, systems and initiatives are effectively deployed, adopted and maintained with Avolta's business lines; partners with peers and TA leadership to drive consistency, continuous improvement and operational excellence across all locations * Devises location-based TA strategies and supporting programs to improve high quality diverse applicant flow; supports, trains, and coaches users of the Applicant Tracking System (ATS), ensuring new ATS users are trained on system usage and optimizing the technology * Understands business objectives and applies deep TA functional knowledge to business and hiring problems * Differentiates Avolta's unique career possibilities, advantages, and rewards; leverages a consistent, compelling message that conveys the most significant motivators to prospective candidates * Manages and supports new and established location-based TA programs, policies, and processes; enhances existing programs and evaluates program effectiveness against desired goals and outcomes * Collaborates with Learning & Development team to create the necessary processes, training, tools, and resources to support and enhance field TA efforts; facilitates delivery of in-person and virtual training to large and small groups * Manages regional Recruitment Process Outsourcing (RPO) vendor resources; manages relationships with TA vendors, community-based organizations, and other candidate sourcing resources; helps manage all vendor relationships, contracts, budgets, and billing * Manages TA marketing and communications, communicates the employee value proposition through social media outreach, develops appropriate position-specific messaging to increase applicant flow, and partners with designated recruitment marketing firms when additional hiring solutions are needed * Manages partial and full-cycle recruitment of key regional positions as assigned (posting, screening, interviewing, selection, hiring, etc.) Reporting Relationship: The position reports to the Director of Talent Acquisition Minimum Qualifications, Knowledge, Skills, and Work Environment: * Education and Experience: The combination of education and professional experience must exceed 6 years: * In leadership role: Requires 3 years of experience executing talent acquisition, human resources, and management strategy * In technical role: Requires 6 years of Human Resources experience engaged in delivering talent acquisition programs * A bachelor's degree in a program related to the functional area can count for 2 of the six-year requirement * An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of the six-year requirement * In industry: 3-5 years of Hospitality, F&B and/or Retail experience * Demonstrated experience recruiting in large, multi-state, multi-unit hospitality/restaurant/retail environment with large non-exempt populations * Experience in a corporate/support office providing TA or HR support to large, broadly dispersed field operations * Specialized Training: * Training that leads to expertise with TA tools and technology, interview guides, job boards, database search techniques, LinkedIn recruiter, etc. * Training or experience that leads to in-depth knowledge of relevant state and federal employment & hiring regulations and statutes * Training or experience that leads to the ability to analyze staffing and retention barriers and to develop solutions for high-volume staffing challenges * Specialized Skillset/Competencies/Traits: * Ability to successfully manage 1-2 direct reports with a consultative approach and be able to influence and coach external recruiters, managers, and leaders * Demonstrated knowledge of best-in-class TA strategies, programs, processes, and standards * Ability to coach and influence others without a direct reporting relationship in a remote environment * Requires demonstrated business acumen and understands the implications of talent management decisions * Demonstrated history of balancing the needs of the business with the needs of the employee population and individual circumstances * Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals * Location/Travel: * This position must be located in the United States; strong preference for candidates in the West region (Mountain and Pacific time zones) with easy access to a major airport * Requires up to 25% travel Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics"). Nearest Major Market: Washington DC

Join the Knak Digital Talent Community! Are you passionate about technology, digital marketing, or creative and eager to contribute to a company that's pushing boundaries? Then join the Knak Digital Talent Community! We're always looking for talented individuals who share our vision and are excited by the potential of digital transformation. By joining our community, you'll: Stay informed: Be the first to know about upcoming job openings at Knak Digital. Get noticed: Showcase your skills and experience to our talent acquisition team. Connect with us: Learn more about our company culture and the innovative work we do. Ready to join? It's simple! Just click the link below and complete your profile

Full-time Description Full-Time | Maryland & Delaware | Field-Based The Preston Automotive Group (PAG) is growing, and we're looking for a driven Talent Acquisition Manager/Recruiter to help us hire top talent across all departments. If you love meeting people, building relationships, and representing a strong community-focused brand, this role is for you. What We Offer Competitive salary + bonus opportunities Health, dental, vision, 401(k) with match PTO & holidays Career growth in a fast-growing automotive group Supportive, family-oriented OnePAG culture Requirements What You'll Do Recruit for all PAG positions: sales, service techs, advisors, parts, office, BDC, managers, etc. Partner with GMs and store leaders to understand hiring needs. Manage job postings on Indeed, Hireology, ZipRecruiter, social platforms, and the internal PAG jobs board. Source, interview, pre-screen, and coordinate hiring decisions. Attend job fairs, community events, and build partnerships with schools and local organizations. Serve as a OnePAG culture and brand ambassador. Track key hiring metrics and maintain strong communication with candidates and managers. What We're Looking For 2-5+ years recruiting experience (automotive a plus). Strong communication and relationship-building skills. Organized, energetic, and proactive. Comfortable traveling between multiple PAG locations. Salary Description $70,000 - $100,000 per year

Acquisition Consultant (Business [Industry] Advisor) Chantilly, VA TS/SCI CI Poly Required ASI Government provides government leaders with the expertise they need to navigate acquisition and organizational challenges so they can make an impact and achieve their goals. For over 25 years, ASI has transformed the way government does business, impacting over 70 government agencies across the civilian, defense, and intelligence communities. JOIN OUR TEAM: Do you thrive on creating unique and impactful value for federal clients? Are you passionate about partnering with clients and collaborating to create solutions? Do you enjoy the opportunity to drive change that impacts our nation? We are looking for smart, curious, driven individuals to join us in partnering with our clients to help them solve some of the nation's most challenging problems. ASI serves as a trusted adviser to government leaders seeking improved performance, enhanced organization effectiveness, and strategic change and we are actively recruiting a Senior Consultant to support The National Reconnaissance Office (NRO). The National Reconnaissance Office's (NRO) Dynamic Business Office (DBO) is seeking a dynamic Acquisition Consultant with the following skills but not limited to: excellent verbal communication; analytical thinking; flexible open to change based on guidance provided by the Customer; ability to use your initiative; outstanding customer service; ability to work well with others; ability to work independently as well as with the team. KEY RESPONSIBILITIES: Engage , Educate, and Empower: Serve as the liaison between the agency and small business owners, entrepreneurs, and organizations. Develop, maintain, and deliver presentations, training sessions, and educational materials that clarifies government processes. Motivated to succeed. Provide ongoing, proactive support: Both virtually and in person-to build trust and guide businesses through every step of engagement. Research, Analyze, and Innovate: Conduct market research to identify trends and challenges faced by small businesses. Utilize your technical skills with tools like MS Excel and PowerPoint to analyze data, create insightful visuals, and present compelling narratives that drive strategic decision-making. Build Relationships and Lead with Vision: Cultivate strong, respectful relationships through proactive outreach, networking, and follow-up. Offer creative solutions and strategic guidance to help small businesses overcome challenges and grow. Mentor clients to build confidence and ensure they are well-equipped to navigate the government contracting landscape. POSITION REQUIREMENTS: Communication - possess excellent verbal and written communication to effectively connect with stakeholders as well as small business owners to understand their needs Technical - familiar with MS Suite, specifically PowerPoint, excel, charts/graphics for possible data analysis Interpersonal/soft skills - flexible, adaptable; ability to embrace new opportunities or changes; teamwork; problem-solving; creative; maintain emotional balance; build healthy relationships based on mutual respect and understanding Client Support and Engagement - provide ongoing support to the Customer; detailed-oriented, self-motivated candidate to support the DBO effort in the various phases; confident in networking and building relationships. Relationship Building - capable of engaging with small business owners, entrepreneurs, and organizations to introduce them to the DBO program and how to do business with the agency; ability to build rapport and trust with small businesses though proactive outreach, networking, and consistent engagement; respectful to the Government as well as to the team; highly motivated to work as a team as well as independently; team player Market Research - analyze the market to identify potential small business clients that align with the agency's services and understanding their specific challenges Understanding Small Business Needs - an understanding of the unique challenges and priorities faced by small businesses Leadership - ability to guide and support businesses through the “how to do business” with the agency process that will successfully lead up to an increase in opportunities for these businesses Customer Service - provide excellent customer service to the Customer and businesses owners PREFERRED SKILLS: Demonstrate passion for small businesses, overall all businesses, with their challenges in doing business with this agency. Prior experience working with or within government agencies. Hands-on experience in conducting training sessions and developing technical or business curricula. CLEARANCE REQUIREMENTS: TS/SCI CI Poly LOCATION: Onsite Monday-Friday DESIRED START DATE: ASAP BENEFITS: ASI Government offers a comprehensive benefit package to our employees. Benefits can be viewed on our careers site. EQUAL OPPORTUNITY EMPLOYER: ASI Government is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, or status as a qualified individual with a disability. To view the EEO Is the Law Poster, click here. PAY TRANSPARENCY NONDISCRIMINATION PROVISION : We will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. E-VERIFY: ASI Government participates in E-Verify, a service of DHS and SSA. See the E-Verify Notice and Learn About your Right to Work here and here. REASONABLE ACCOMMODATIONS: ASI is committed to working with and providing reasonable accommodations to individuals with disabilities. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application process, please send an email at ************** or call ************ and let us know the nature of your request.

National Campus Recruiting Leader The Impact You Will Make As the National Campus Recruiting Leader, you will lead the strategy to build Clark's future talent pipeline. You will be responsible for identifying and selecting our next generation of Clark leaders. In this role, you will seamlessly align high-level business goals with recruitment, ensuring that Clark continues to attract the highest caliber of students from the nation's top programs. The Team You Will Work With Reporting directly to the Vice President of Talent Acquisition, you will lead a national team comprising both full-time recruitment professionals and high-performing operational leaders on rotation. You will orchestrate the efforts of our Clark University Teams and partner with leadership across the company to develop and execute innovative campus recruiting strategies. In addition, you will work closely with HR Leadership, Clark's HR People Resource Team, HR Business Partners, Training & Development, and Professional Recruiting to ensure a cohesive approach to talent. Key Responsibilities Strategic Leadership & Workforce Planning National Roadmap: Design and execute a multi-year campus recruiting strategy that targets top-tier engineering programs and student organizations nationwide. Team Management: Lead, mentor, and develop a hybrid team of full-time and rotational recruiters, ensuring operational excellence and professional growth. Workforce Planning: Partner with HR Business Partners (HRBPs) and Group CEOs to forecast hiring needs, determine headcount goals, and finalize strategic placements across business units. Operational Excellence & Program Innovation University Partnerships: Cultivate "executive-level" relationships with Deans, Career Center Directors, and key faculty at Clark's target universities. The Summer Associate Experience: Direct the end-to-end Summer Associate program - including Capstone projects and networking events - maximizing it as our premier tool for full-time conversion. Analytics & ROI: Modernize our approach to data by analyzing hiring metrics and market trends to optimize recruiting spend and increase offer acceptance rates. Stakeholder Engagement & Brand Advocacy Executive Influence: Act as a strategic advisor to Senior Operations Leaders, providing regular reporting on pipeline health and campus market intelligence. Training & Capability: Elevate our interviewing standards by leading training sessions for all Clark interviewers, ensuring a consistent, professional, and bias-free candidate assessment. Brand Ambassadorship: Serve as the national face of Clark's campus brand, ensuring our core values and culture are communicated authentically to the next generation of builders. Qualifications Experience Talent Acquisition Expertise: 5+ years of dedicated experience in Talent Acquisition, with a specific focus on high-volume University/Campus recruiting. Leadership: A track record of managing people and leading complex project teams in a fast-paced, high-stakes environment. Industry Context: Experience in the construction, engineering, or heavy industrial sectors is highly preferred; however, a demonstrated ability to learn new business models and the traits required for successful field leadership (e.g., Project Engineers and Superintendents) is required. Skills & Competencies Strategic Vision: The ability to pivot from day-to-day execution to long-term talent strategy and organizational design. Systems Literacy: Advanced proficiency in Excel, Smartsheet, and modern Applicant Tracking Systems (ATS). Communication & Influence: Exceptional public speaking skills and the executive presence required to influence senior-level stakeholders. Operational Agility: The ability to manage the intense logistics of peak recruiting seasons while maintaining extreme attention to detail. Travel: Ability to travel up to 15% during peak seasons and frequently visit Clark jobsites to stay connected to the work. The work environment and requirements described below are representative of those necessary for an employee to successfully perform the essential functions of this role. The Physical Side of the Role: Given that a good portion of your day will be spent at a desk, you should be comfortable with prolonged periods of focused work, whether it's collaborating with colleagues, analyzing data, or developing strategies. The role demands effective communication and sharp visual acuity for reviewing complex documents and performing detailed computer work. While there are times for quiet concentration, you'll also be expected to move actively throughout the office and travel occasionally to various locations, including dynamic construction sites, utilizing different modes of transportation. The ability to lift and move objects up to 10 pounds regularly, and up to 25 pounds on occasion (think a box of files or small office equipment), is also required. Your Work Environment: Your primary workspace will be in our professional office, which has a typical, quiet-to-moderate noise and light levels. As part of your work, you may also be required to visit active construction sites. These environments are naturally more dynamic and can include exposure to outdoor weather conditions, louder noise, and moving equipment. Your safety is our top priority, and you'll be expected to follow Clark Construction's safety policies and procedures, and all applicable laws, at all locations. Our High-Performing Culture: This is a demanding, high-performance environment. We are looking for candidates who are energized by challenge, thrive under pressure, and are prepared to do what it takes to achieve exceptional results. Success in this role requires significant commitment, including flexibility to work extended hours, especially during critical project phases or client deadlines. Beyond regular working hours, there will be occasions where business needs require your attention, particularly for time-sensitive matters or emergencies. You are expected to monitor and respond to communications (phone calls, emails, text messages) as required to address these situations effectively. Your ability to manage these expectations and be responsive when critical issues arise is key to your success in this role and our collective success as a team. A Drug Free Workplace: Clark promotes a drug free workplace. A pre-employment drug “fitness for duty” screening is required, and the company conducts random quarterly drug “fitness for duty” tests. #LI-LP1 #ZR

Range is creating AI-powered solutions to eliminate financial complexity for our members. We're transforming wealth management through the perfect blend of cutting-edge technology and human expertise. We're obsessed with member experience! We've built an integrated platform that tackles the full spectrum of financial needs-investments, taxes, retirement planning, and estate management-all unified in one intuitive system. Backed by Google's Gradient Ventures and Cathay Innovations, we're in hyper-growth mode and looking for exceptional talent to join our starting lineup. Every Ranger at this stage is shaping our culture and way of life-from former CEOs and startup founders to experts from leading hedge funds and tech companies. If you're ready to build something that truly matters in financial services, bring your talent to Range. Here, you'll make a genuine impact on how people manage their financial lives while working alongside a team that celebrates wins, makes big decisions, and blazes new trails together. About the role We're looking for a Head of Talent to lead and scale our recruiting function. In this role, you'll design and execute talent strategies that enable Range to attract, hire, and retain top-tier talent across engineering, product, design, and business functions. You'll lead a growing team of recruiters while also working closely with our founders and leadership to align talent acquisition with company objectives. This is a critical role in shaping our culture, building scalable processes, and ensuring Range is a destination for exceptional talent. This role is based at Range's Headquarters in McLean, VA. Employees hired for this position will work in office Monday-Friday. If you are not currently located in one of these areas, your willingness to relocate will be a contingency for employment. What you'll do with us Lead, mentor, and grow a high-performing talent team. Design and implement scalable talent acquisition strategies across technical (engineering, product, design) and business functions. Partner with founders and leadership to forecast hiring needs and ensure alignment between talent strategies and business goals. Establish recruiting processes and best practices that deliver consistency, efficiency, and an outstanding candidate experience. Build and maintain a strong employer brand that reflects Range's mission and culture. Use recruiting metrics and data to drive decision-making and continuously improve performance. Represent Range externally as a thought leader and ambassador to top talent. What will set you apart 12+ years of experience in talent acquisition, with at least 5+ years leading and developing recruiting teams. Proven success scaling recruiting functions in high-growth environments. Experience building and optimizing recruiting processes, tools, and systems. Strong strategic mindset paired with a willingness to roll up your sleeves when needed. Excellent leadership, communication, and relationship-building skills. Experience in a venture-backed startup environment strongly preferred. Benefits Comprehensive health coverage: Medical, dental and vision 401k plan Technology allowance PTO Top of Market Pay Paid parental leave In-person team & company events Range is proud to be an equal opportunity workplace. We are committed to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. As a company, we are committed to designing products, building a culture, and supporting a team that reflects the diverse population we serve.

At Girl Scouts Nation's Capital, we help Girl Scouts build courage, confidence, and character to make the world a better place - and we know that starts with the people who power our mission. We're seeking a Talent and Development Recruiter to attract, engage, and grow an exceptional team of professionals who bring our mission to life every day. About the Role The Talent and Development Recruiter leads staff recruitment, onboarding, and professional growth initiatives across the council. This position is ideal for a people-focused, strategic professional who enjoys both planning and hands-on implementation, and who is comfortable working independently while collaborating closely with an experienced People & Culture team. You'll design and execute recruitment strategies that build a diverse, high-performing workforce and create meaningful development programs that help employees thrive. This role goes beyond transactional recruiting, combining strategy, relationship-building, and long-term workforce development. You'll work closely with senior leadership to ensure workforce strategies align with organizational goals and values. From cultivating hiring pipelines to shaping onboarding, leadership development, and career pathways, you'll play a key role in strengthening our culture and employee experience. Key Responsibilities Lead recruitment and onboarding efforts that reflect the diversity of the communities we serve. Build partnerships with colleges, universities, community groups, and professional associations to expand talent pipelines. Develop engaging onboarding and leadership development programs using adult learning best practices. Partner across departments to identify learning needs and create customized training solutions. Support workforce planning, performance development, and succession initiatives through data-informed analysis and thoughtful recommendations. Champion inclusion, equity, and belonging in all aspects of the employee lifecycle. What You Bring 7+ years of progressive experience in staff recruitment, training, or workforce development (nonprofit or youth-serving experience preferred). Strong project management, communication, and relationship-building skills. Strong written communication skills, including experience drafting job postings, recruitment materials, and professional communications for diverse audiences. Proven ability to take initiative, solve problems, and improve processes. Ability to work independently while collaborating effectively with cross-functional partners and experienced teams. Experience with learning management systems (LMS) and human resources information systems (HRIS). Commitment to diversity, equity, inclusion, and accessibility. Additional Details Based in Washington, DC, with travel within DC, Maryland, Virginia, and West Virginia. Reliable transportation required; mileage reimbursement provided. Some evening and weekend work required. Some of Our Benefits 100% employer-paid HMO health insurance for employees (dependent coverage, POS, dental/vision available). 3% employer contribution to 403(b), plus additional 2% match. Generous paid leave benefits. Paid holidays/office closures include: New Year's Day, Martin Luther King Jr. Day, Presidents' Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, day after Thanksgiving, Christmas Day, and December 26-31. The Presidential Inauguration Day is also an observed holiday on January 20th every four years. One floating holiday, annually. A vibrant workplace with a diverse staff who are dedicated to a common mission to make a difference in our community through Girl Scouting. Click here to read our bi-monthly staff newsletter to take a closer look. Find out more about our commitment to Diversity, Equity, Inclusion, and Accessibility at this link. The starting salary range for this position is $75,000 - $78,000. About Us At Girl Scouts Nation's Capital, we believe in the power of youth leadership. Our mission is to build Girl Scouts of courage, confidence, and character who make the world a better place. We serve over 45,000 youth and 31,000 adult members across the District of Columbia and 25 counties in Maryland, Virginia, and West Virginia. We are dedicated to creating a vibrant and inclusive community where youth can thrive, learn new skills, and discover their leadership potential.

A leading service company in Washington, DC is seeking a Talent Acquisition Partner (Recruiter) responsible for recruiting entry-level and management talent for the SeniorLIFE+ line of business. The ideal candidate should have 2-5 years of high-volume recruitment experience, preferably in senior living, and must be skilled in creative sourcing. This role offers a competitive salary range of $70,000 to $80,000 and comprehensive benefits including medical and retirement plans, designed to support eligible employees effectively. #J-18808-Ljbffr

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy