Overview: The Recruiter is responsible for driving full-cycle talent acquisition in a fast-paced, high-growth OPM environment, supporting an organization backed by private equity and undergoing ongoing transformation. This individual plays a critical role in shaping workforce capabilities by identifying top talent, anticipating hiring needs, and aligning recruitment strategies with evolving business priorities. Recognized for subject matter expertise and collaborative problem-solving, the Recruiter contributes meaningfully to organizational growth while elevating both the hiring manager and candidate experience. Experience navigating M&A activity, integration efforts, or change-management environments will position this individual for success. The Recruiter partners closely with business leaders to assess role requirements, understand downstream implications of hiring decisions, and ensure a consistent, high-quality recruitment process. This role also includes mentoring junior colleagues in select recruiting techniques, reinforcing best practices, and supporting continuous improvement across the talent function.

Responsibilities

• Full-Cycle Recruitment Execution: Lead day-to-day management of assigned requisitions, ensuring timelines, quality standards, and service expectations are met. Collaborate cross-functionally to align hiring needs, refine role requirements, and address challenges throughout the search process.
• Strategic Sourcing & Talent Identification: Develop and execute sourcing strategies using job boards, social platforms, networking, and proactive outreach. Maintain awareness of talent market trends and adjust sourcing approaches to ensure strong, diverse candidate pipelines.
• Candidate Screening & Assessment: Conduct structured screening conversations to evaluate qualifications, competencies, and alignment with role expectations. Provide clear, evidence-based recommendations to hiring teams to support informed selection decisions.
• Candidate Experience Stewardship: Champion a high-quality candidate experience by ensuring timely communication, transparent expectations, and respectful engagement throughout the hiring process. Identify opportunities to enhance touchpoints and reduce friction.
• Internal Client Service & Partnership: Build strong relationships with hiring managers, understanding their needs, communication styles, and team dynamics. Provide consultative guidance on hiring best practices, market insights, and process improvements to support successful outcomes.
• Requisition Documentation & Ownership: Maintain clarity in job postings, candidate pipelines, and documentation systems. Partner with hiring managers to ensure role expectations, competencies, and selection criteria are well-defined and actionable.
• Pipeline Monitoring & Reporting: Create and review recruiting metrics and pipeline data against KPIs such as time-to-fill, conversion rates, and sourcing effectiveness. Share insights with internal stakeholders to support informed decision-making and timely adjustments.
• Compliance & Process Integrity: Understand key compliance requirements that influence hiring practices, including EEO, OFCCP, and internal policy standards. Assist with tracking adherence and supporting operational efficiency across the recruitment process.
• Offer & Onboarding Coordination: Manage offer development, compensation alignment, and candidate closing strategies. Organize the onboarding of new hires positioning manager and new hire for success. Ensure data accuracy and documentation integrity for HR and payroll teams.
• Meeting Preparation & Facilitation: Participate in intake meetings, hiring team discussions, and debrief sessions. Contribute to agenda planning, guide interview alignment, and coordinate follow-up actions. Adjust communication style based on audience and stakeholder needs.
• Stakeholder Coordination: Identify integration points with hiring managers, HR partners, external agencies, and candidates. Communicate clearly, foster collaborative relationships, and escalate concerns when necessary to maintain momentum and quality.

Requirements

Experience

• Typically 5+ years of recruiting experience in corporate, agency, or high-growth environments
• Experience supporting scaling organizations, ideally within PE-backed or rapidly evolving operational models
• Exposure to M&A integration, organizational change, or workforce transitions strongly preferred
• Proven ability to manage multiple requisitions across varied functions or levels
• Demonstrated experience analyzing recruiting metrics to inform strategy and execution

Skills

• Strong client service orientation and interpersonal skills
• Organized and detail-driven with effective communication abilities
• Analytical approach to identifying challenges and recommending practical solutions
• Fluency in applicant tracking systems and comfort with emerging talent technologies
• Ability to coach or mentor junior colleagues on tools, standards, and recruiting fundamentals

Personal Attributes

• Proactive and resourceful, able to manage evolving priorities
• Adaptable and resilient in dynamic hiring environments
• Collaborative team player who models professionalism and dependability
• Candidate- and client-focused mindset with a commitment to excellence
• Supportive contributor invested in group learning and team development

Benefit Highlights: We offer a comprehensive benefits package that supports your well-being and professional growth, including competitive health coverage, 401(k) with company match, generous paid time off, flexible work arrangements, and ongoing learning and development opportunities. Our culture emphasizes quality of life, collaboration, and career advancement.

Pay Philosophy: CSL Consulting is a pay-for-performance organization, where individual contributions, impact, and results directly influence compensation, recognition, and growth opportunities. The salary range for this position is $75,500 - $95,000 annually, depending on experience, qualifications, and demonstrated impact. CSL Consulting is committed to pay equity and transparency in accordance with state law. Compensation is determined within the posted range based on the scope of the role, the candidate's background, and the value they bring to the organization. We reserve the right to adjust our salary bands in response to evolving business needs, market conditions, and organizational priorities.