Senior Recruiter, US

Senior Recruiter, US  

FLSA: Exempt – Administrative 

EEOC Job Class: EEO-1 Category 2 

Department: People 

Reports To: Manager, People Business Partnerships & Talent Acquisition 

Position Purpose 

An exciting opportunity to join a high-growth organization operating at the intersection of healthcare, technology, and workforce solutions. The Senior Recruiter will be responsible for delivering full-cycle recruiting across the United States for Viventium + Apploi, supporting a diverse portfolio of high-volume, specialized technology, sales, professional, and leadership-level positions. 

This role will drive the development and execution of targeted recruiting strategies that produce qualified candidate pipelines, support timely hiring decisions, and deliver a consistent candidate and hiring-manager experience. The Senior Recruiter will serve as a trusted talent advisor and hands-on recruiting partner, working closely with hiring managers and executive leaders to translate business needs into effective sourcing, assessment, and selection strategies. 

Operating as a highly autonomous individual contributor, the Senior Recruiter will maintain end-to-end ownership of assigned requisitions and accountability for candidate quality, recruiting metrics, process execution, stakeholder communication, and hiring outcomes. The role will leverage recruiting technology, automation, AI-enabled capabilities, and market data to increase sourcing reach, improve efficiency, and build scalable recruiting practices. 

The ideal candidate thrives in a fast-paced, evolving environment and brings demonstrated success recruiting across SaaS, sales, healthcare, or technology organizations. This individual combines strong business judgment with exceptional organization, agility, communication, and follow-through and is motivated to expand into broader global recruiting responsibilities over time. 

Key Objectives 

• Independently manage full-cycle recruiting for assigned U.S. requisitions across high-volume, specialized technology, sales, professional, and leadership-level positions. 

• Build qualified candidate pipelines and deliver timely hiring outcomes aligned with role requirements, business priorities, and established recruiting expectations. 

• Serve as a trusted talent advisor to hiring managers and executive leaders through proactive communication, labor-market insight, and effective selection guidance. 

• Deliver an equitable, compliant, and engaging candidate experience while maintaining strong recruiting data, documentation, and process discipline. 

• Leverage recruiting technology, automation, artificial intelligence, and scalable practices to improve recruiting effectiveness and develop future global recruiting capability. 

Essential Duties and Responsibilities 

The essential functions include, but are not limited to the following: 

Full-Cycle Recruiting Ownership 

• Independently manage the full recruiting lifecycle for assigned U.S. requisitions, including intake, market assessment, sourcing, screening, interview coordination, candidate evaluation, offer support, pre-employment handoff, and requisition closeout. 

• Maintain ownership of a varied requisition portfolio that may include high-volume, operational, specialized technology, sales, professional, and leadership-level positions. 

• Develop and execute recruiting strategies aligned with each position’s business priority, complexity, labor market, qualification requirements, and target hiring timeline. 

• Establish and manage recruiting milestones, stakeholder responsibilities, interview expectations, and hiring risks while maintaining accurate and timely records within the applicant tracking system. 

Candidate Sourcing and Pipeline Development 

• Build qualified candidate pipelines through direct sourcing, professional networks, employee referrals, job boards, social platforms, talent communities, recruiting technology, and other appropriate channels. 

• Develop targeted sourcing strategies for difficult-to-fill, specialized, technical, sales, leadership, and recurring high-volume positions. 

• Evaluate candidate qualifications against established job-related criteria and present hiring teams with candidates who demonstrate the experience and capabilities required for success. 

• Monitor sourcing effectiveness, candidate engagement, pipeline quality, and stage conversion to identify gaps and adjust recruiting strategies as needed. 

Hiring Manager and Executive Partnership 

• Serve as the primary recruiting partner and talent advisor for assigned hiring managers, functional leaders, and executive stakeholders. 

• Lead intake and strategy discussions to clarify business needs, essential qualifications, candidate profiles, evaluation criteria, interview stages, and expected hiring timelines. 

• Provide clear and consistent updates regarding pipeline health, labor-market conditions, compensation considerations, recruiting risks, stakeholder actions, and recommended solutions. 

• Guide timely, equitable, and job-related selection decisions while appropriately challenging requirements or practices that may restrict the candidate pool, delay hiring, or create compliance risk. 

Candidate Assessment and Experience 

• Conduct structured recruiter interviews and evaluate candidates against the essential responsibilities, minimum qualifications, and established success criteria for each position. 

• Present qualified candidates using clear, objective, and job-related summaries of their relevant experience, demonstrated capabilities, and alignment with role requirements. 

• Maintain timely, professional, and transparent candidate communication throughout the recruiting process, including clear expectations regarding interview stages, timelines, and next steps. 

• Coordinate an organized selection and offer process while exercising appropriate judgment when handling compensation discussions, internal candidates, executive searches, accommodations, and confidential information. 

Recruiting Technology, Automation and Process Improvement 

• Use the applicant tracking system and other approved recruiting platforms as the system of record for requisition, candidate, interview, disposition, offer, and hiring activity. 

• Responsibly apply recruiting technology, automation, AI-enabled tools, and market intelligence to improve sourcing reach, candidate engagement, scheduling, documentation, reporting, and workflow efficiency. 

• Identify opportunities to standardize, automate, simplify, or improve recruiting activities without compromising candidate quality, equitable consideration, data privacy, compliance, or the need for human judgment. 

• Develop scalable recruiting resources and practices, including sourcing strategies, communication templates, interview materials, talent pipelines, documentation standards, and repeatable workflows. 

Recruiting Operations, Metrics and Accountability 

• Maintain performance against established recruiting expectations, including candidate quality, pipeline development, time to qualified slate, time to offer, time to fill, offer acceptance, candidate experience, and stakeholder responsiveness. 

• Organize and prioritize assigned requisitions based on business impact, hiring urgency, search complexity, pipeline risk, and internal stakeholder needs. 

• Provide accurate recruiting updates, forecasts, and performance insights through established dashboards, reports, meetings, and communication channels. 

• Maintain complete and accurate recruiting records, candidate dispositions, interview documentation, approvals, and data necessary to support operational visibility, compliance, reporting, and audit readiness. 

Compliance and Inclusive Hiring Practices 

• Conduct recruiting and selection activities in accordance with applicable federal, state, and local employment laws, equal employment opportunity requirements, and Company policies. 

• Promote consistent and equitable consideration of qualified candidates through job-related selection criteria, structured evaluation practices, appropriate documentation, and accurate candidate dispositioning. 

• Protect confidential candidate, employee, compensation, and organizational information while responsibly using recruiting technology, automation, and AI-enabled tools. 

• Identify and escalate potential compliance, accessibility, privacy, consistency, accommodation, or candidate-treatment concerns to the appropriate People team representative. 

Global Recruiting Capability Development 

• Develop knowledge of recruiting considerations outside the United States, including regional labor markets, candidate expectations, employment structures, data privacy, and local hiring practices. 

• Support international recruiting research, sourcing activities, projects, or assigned searches in partnership with internal stakeholders and approved external providers. 

• Contribute to scalable global recruiting practices and demonstrate readiness to assume broader international recruiting responsibilities as organizational needs evolve. 

The essential functions listed above are representative of the primary duties required. Employees must be able to perform these functions with or without reasonable accommodation.  

This job description is not intended to be an exhaustive list of all duties and responsibilities. The Company reserves the right to modify the role as needed. Employment is at-will and may be terminated at any time with or without cause or notice, in accordance with applicable law. 

Work Environment & Physical Requirements 

• Ability to sit, stand, and work at a computer for extended periods 

• Ability to communicate effectively via phone, video, and written channels 

• Ability to manage multiple priorities, deadlines, stakeholders, and confidential matters in a fast-paced, cross-functional, and technology-enabled work environment 

• Ability to participate in virtual interviews and meetings across multiple U.S. time zones 

• Ability to adjust working hours occasionally to support candidate or business scheduling requirements 

• Ability to travel occasionally for internal meetings, recruiting activities, career events, or other business needs, estimated at less than 5%. 

Reasonable accommodations will be provided in accordance with applicable law.  

Qualifications (Knowledge, Skills, and Abilities) 

Education 

• Bachelor’s degree in Human Resources, Business, Communications, Psychology, or a related field preferred 

• Equivalent relevant recruiting experience may be considered in place of formal education 

Minimum Qualifications 

• 7 or more years of progressive full-cycle recruiting experience, including independent ownership of complex or difficult-to-fill requisitions. 

• Demonstrated experience recruiting across a varied portfolio that includes high-volume, technical, sales, professional, or leadership-level positions. 

• Proven ability to develop proactive sourcing strategies, engage passive candidates, and build qualified candidate pipelines. 

• Demonstrated ability to independently manage multiple concurrent requisitions from intake through accepted offer and hiring handoff. 

• Experience partnering with hiring managers, senior leaders, and executives on recruiting strategy, candidate assessment, and selection decisions. 

• Strong written, verbal, consultative, and executive-level communication skills, with demonstrated organization, prioritization, follow-through, and stakeholder management. 

• Experience using applicant tracking systems, sourcing platforms, recruiting technology, and funnel metrics to manage activity, identify risks, and improve outcomes. 

• Working knowledge of U.S. recruiting and selection practices, equal employment opportunity principles, applicant documentation, and job-related candidate evaluation. 

• Demonstrated ability to work autonomously, protect confidential information, exercise sound judgment, and responsibly apply automation or AI-enabled tools to recruiting workflows. 

Preferred Qualifications 

• Recruiting experience within B2B SaaS, healthcare, healthcare technology, HCM, payroll, workforce management, or another regulated environment. 

• Experience recruiting across both high-volume and specialized functions, including sales, software engineering, data, product, implementation, client services, or healthcare-industry roles. 

• Experience supporting director-level, vice president-level, executive, or confidential searches. 

• Experience recruiting for geographically distributed teams across multiple U.S. markets. 

• Experience using structured interviewing, competency-based assessment, candidate scorecards, or other consistent selection frameworks. 

• Experience using AI-enabled sourcing, recruiting automation, candidate-engagement, scheduling, or talent-intelligence tools. 

• International recruiting experience or experience supporting hiring activities across multiple countries is preferred. 

• Professional recruiting or human resources certification is a plus. 

Success Profile (What Good Looks Like in 12 Months) 

• Assigned requisitions are independently and proactively managed in accordance with established recruiting expectations and business priorities. 

• Hiring managers receive qualified candidate pipelines supported by sourcing strategies appropriate to each role’s complexity, labor market, and hiring timeline. 

• Candidates and internal stakeholders receive timely, professional, transparent, and consultative recruiting support throughout the hiring process. 

• Recruiting timelines, pipeline health, risks, stakeholder actions, and hiring forecasts are consistently visible and effectively communicated. 

• Applicant-tracking data, candidate dispositions, interview documentation, and requisition records are accurate, timely, complete, and compliant. 

• Technology, automation, and AI-enabled tools are responsibly applied to improve recruiting quality, reach, efficiency, and scalability, while the Senior Recruiter demonstrates increasing readiness to support global hiring. 

Performance Measures 

• Candidate Quality: Quality and job-related alignment of candidates presented, supported by hiring-manager assessment and applicable new-hire quality or retention indicators. 

• Pipeline Effectiveness: Development of qualified, diverse candidate pipelines and healthy recruiting-stage conversion for assigned requisitions. 

• Hiring Timeliness: Performance against established expectations for time to qualified slate, time to offer, time to fill, and requisition aging. 

• Offer Outcomes: Offer acceptance rates and effective management of candidate expectations throughout the selection and offer process. 

• Candidate and Stakeholder Experience: Timely communication, effective hiring-manager and executive partnership, and a professional, organized candidate experience. 

• Operational Excellence: Accurate recruiting forecasts, applicant-tracking data, candidate dispositions, documentation, process compliance, and audit readiness. 

• Innovation and Scalability: Responsible use of automation and AI-enabled tools, contribution to process improvements, and development of scalable U.S. and future global recruiting practices. 

Compensation & Pay Transparency  

• Base Salary Range: $76,200 - $99,500 per year  

• This range reflects the expected base salary for this position and is aligned with market data and internal equity considerations 

• Individual compensation will be determined based on factors such as experience, skills, qualifications, and geographic location 

• This role may also be eligible for a discretionary annual bonus target of 5%, or other incentive compensation, in accordance with Company plans 

• Viventium + Apploi is committed to maintaining competitive, equitable, and transparent compensation practices in compliance with all applicable laws