The Recruiter will own full-cycle recruiting for all non-entry-level positions across sales, software engineering, product, legal nurse consulting, and marketing. This person will be a proactive sourcer and strong business partner who builds pipelines before requisitions open, creates an exceptional candidate experience, and helps Expert Institute attract the talent needed to sustain our growth trajectory.Entry-level hiring will remain with HR Generalist. This role is focused on mid-level and above.Key ResponsibilitiesFull-Cycle RecruitingManage the complete recruiting lifecycle for all assigned requisitions: intake, sourcing, screening, interview coordination, debrief facilitation, offer, and closePartner closely with hiring managers to define role requirements, set expectations, and move with appropriate speed and qualityDraft and post compelling, inclusive job descriptions in SmartRecruitersConduct structured HR phone screens using competency-based frameworks; provide clear written summaries and recommendations to hiring managersPipeline and Talent Community BuildingBuild and maintain proactive talent pipelines for high-volume and hard-to-fill functions, especially salesDevelop and work a bench of passive candidates through ongoing LinkedIn outreach, networking, and talent community engagementMaintain organized candidate records and pipeline data in SmartRecruiters; keep all stages current and documentedCandidate Experience and Employer BrandDeliver a best-in-class candidate experience from first contact through offer: responsive, transparent, and professionally warmManage all candidate communications with timeliness and care, ensuring no candidate goes darkSupport EI’s employer brand presence on LinkedIn and job boards; contribute to how we tell our story as an employer in legal techAssessment and SelectionAdminister pre-employment assessments (including Criteria and OMG for sales roles) and interpret results in context of role requirementsPartner with hiring managers on interview design and structured evaluation criteria to support consistent, bias-aware decision-makingConduct reference checks using a structured methodology for finalist candidatesRecruiting OperationsMaintain ATS hygiene in SmartRecruiters: all roles, candidates, and stages kept current in real timeTrack and report on recruiting KPIs including time-to-fill, pipeline coverage, source of hire, and offer acceptance rateIdentify opportunities to improve recruiting processes, templates, and tools; partner with VP of People to implement improvementsReduce reliance on staffing agencies through proactive direct sourcing; manage agency relationships when usedThe ideal candidate demonstrates the following:Proactive Pipeline Mindset: Builds talent benches before req opens; thinks ahead, not just reactivelyBusiness Partner Orientation: Earns trust with hiring managers through follow-through, honest feedback, and shared accountability for outcomesCandidate-First Approach: Treats every candidate interaction as a reflection of EI’s brandData Discipline: Keeps ATS current, tracks metrics, and uses data to identify what’s workingAdaptability: Comfortable switching between a sales pipeline build-out and a one-off LNC search in the same week
