director of recruiting

Lake Forest College

<div><div><div>April 13, 2026<br>
<br>
</div></div><div><p>Lake Forest College, located just north of Chicago, invites applications for the full-time position of <b><i>Assistant Sports Information Director/Director of Football Recruiting Operation</i></b><i>s</i>. This role provides a comprehensive opportunity for an individual passionate about working in collegiate athletics in a role that allows for creative expression, problem solving, and the opportunity to work with multiple-sports and student athletes across multiple platforms within a highly selective liberal arts environment. The Assistant Sports Information Director/Director of Football Recruiting Operations is responsible for creative content creation, sport coverage and management, and supporting the mission, goals, and procedures of the Department of Athletics and the College.</p>
<p>
The position requires a strong on-campus presence, including significant evenings and weekends, and reports to the Director of Athletics.</p>
<p>
We encourage applicants to submit a portfolio demonstrating sport related creative content and examples of writing in their application materials.</p>
<p><b>
Key Responsibilities:
</b></p><p><b>Assistant Sports Information Director
</b></p><ul><li><b>Sport Coverage</b>: Football, Tennis (M/W), Women&rsquo;s Hockey, Men&rsquo;s Volleyball, Softball</li>
<li><b>Media Relations: </b>Serve as the primary contact for designated sports. Write and distribute press releases, game previews, and port-game recaps.</li>
<li><b>Game Day Management:</b> Oversee game-day statistics (Statcrew/Genius) for home events. Produce game programs, rosters, and media packets.</li>
<li><b>Website and Social Media:</b> Maintain the athletic department website (rosters, bios, schedules) and manage social media, providing live in-game updates.</li>
<li><b>Awards and Archives:</b> Nominate student-athletes for conference and national awards (eg. CSC Academic All-American). Maintain historical records and stats for all assigned sports.</li>
</ul>
<p><b>Director of Football Recruiting
</b></p><ul><li><b>Recruiting Strategy: </b>Partner with the Head Football Coach to execute recruiting strategies, maintain prospect databases, coordinate campus visits, and manage communication to prospective student-athletes.</li>
<li><b>Creative Content and Branding:</b> Lead the creative direction of football graphics and digital media (social media, print, STORYIT E-Magazine, email campaigns) to enhance the program&rsquo;s reputation and attract prospective student-athletes.</li>
<li><b>Produce High End Visuals:</b> including personalized social media templates, mailers, and edit video for recruiting purposes. Work collaboratively with campus partners to ensure timely delivery and production of materials.</li>
<li><b>Social media:</b> Manage social media platforms for football to ensure a consistent, modern brand presence.</li>
<li><b>Student worker oversight:</b> Supervise and train creative media student interns/assistants.</li>
<li><b>Project Management: </b>Highly effective at managing competing priorities and driving multiple projects to completion simultaneously.<b>
</b></li></ul><p><b>Required Qualifications</b></p>
<ul>
<li>Bachelor&rsquo;s Degree</li>
<li>1-3 years of experience in collegiate or professional athletics (recruiting, creative services, or sports information).</li>
<li>High proficiency in Adobe Creative Suite (Photoshop, InDesign, Premiere Pro, After Effects).</li>
<li>Strong knowledge of NCAA Compliance rules regarding recruiting and social media.</li>
<li>Excellent writing and editing skills.</li>
<li>Proficiency in statistical software (Statcrew/Genius) and website content management systems (i.e. Presto Sports/Sidearm).</li>
</ul>
<p><b>Salary and Benefits:
</b></p><p><b>Salary: $45,000-50,000.
</b></p><p><b>Benefits: </b><b>www.lakeforest.edu/offices-and-departments/human-resources/employee-benefits</b></p>
<p><b>
Application</b></p>
<p><b>
Interested applicants should email a resume and cover letter to </b><b>athleticsearches@lakeforest.edu</b><b>.</b></p>
<p><b><i>
If you are interested in learning more about employment at Lake Forest College, please visit </i></b><b><i>Working at Lake Forest | Lake Forest College</i></b><b><i>.</i></b></p></div></div><p></p>

Assistant Sports Information Director/Director of Football Recruiting Operations

TriCity Club Inc

<p><b>Tri City Volleyball Club</b></p><p><b>Position Summary:</b><br/>The Assistant Director of Recruiting at Tri City Volleyball Club plays a key role in supporting the club&rsquo;s growth and athlete advancement by leading and coordinating recruiting efforts. This position focuses on building relationships with athletes, families, and college programs while helping athletes navigate the collegiate recruiting process.</p><p><b>Key Responsibilities:</b></p><ul><li>Lead and manage the club&rsquo;s recruiting program for all age groups</li><li>Educate athletes and families on the college recruiting process, timelines, and expectations</li><li>Create and maintain recruiting materials (player profiles, highlight videos, emails, etc.)</li><li>Build and maintain relationships with college coaches and programs at all levels (D1, D2, D3, NAIA, JUCO)</li><li>Assist athletes with outreach strategies, including email communication and social media presence</li><li>Track and monitor athlete recruiting progress, commitments, and offers</li><li>Coordinate recruiting showcases, camps, and college coach communications</li><li>Collaborate with coaches to identify and promote recruitable athletes</li><li>Stay current on NCAA/NAIA recruiting rules and compliance guidelines</li><li>Support club events, tournaments, and administrative duties as needed</li></ul><p><b>Qualifications:</b></p><ul><li>Previous volleyball playing and/or coaching experience (college experience preferred)</li><li>Strong understanding of the college recruiting landscape</li><li>Excellent communication and organizational skills</li><li>Ability to build relationships with athletes, families, and college coaches</li><li>Experience with video editing, recruiting platforms, and social media is a plus</li><li>Self-motivated, detail-oriented, and passionate about athlete development</li></ul><p><b>Preferred Qualifications:</b></p><ul><li>Collegiate playing experience and/or recruiting experience</li><li>Experience working in club volleyball</li><li>Established network of college coaching contacts</li></ul><p><b>Work Environment:</b></p><ul><li>Evening and weekend availability required (practices, tournaments, events)</li><li>Travel may be required for tournaments and recruiting events</li></ul><p><b>Impact:</b><br/>This role is critical in helping Tri City athletes achieve their goal of playing volleyball at the next level while continuing to grow the club&rsquo;s reputation and recruiting success.</p><p>Job Type: Part-time</p><p>Pay: $22.00 - $25.00 per hour</p><p>Benefits:</p><ul><li>Flexible schedule</li></ul><p>Work Location: In person</p>

Assistant Director – Recruiter

PDS Health

<div>Description:
<div>
Now is the time to join PDS Health. You will have opportunities to learn new skills from our team of experienced professionals. If you're ready to take your career to the next level and gain valuable experience, apply today!</div>
Overview:
<div>
The Recruiting Coordinator will be responsible for supporting their specified region in all Recruiting administrative logistics. The Recruiting Coordinator will be accountable for the maintenance of Recruiting processes in accordance with policies, practices, EEO, HIPPA and other legal requirements. To perform this job successfully, an individual must be able to perform each essential function satisfactorily with or without accommodation. The requirements listed below are representative, but not all inclusive, of the knowledge, skill, and/or ability required.</div><div></div><div><b><br>
Responsibilities</b></div><ul><li>
Assist and educate hiring managers on how to navigate through our Applicant Tracking System and assist them in creating and maintaining requisitions.
</li><li>Submit and track pre-employment assessments including employment applications, background and reference checks.</li><li>
Post jobs to appropriate job boards including but not limited to Indeed, LinkedIn, Craigslist, etc.</li><li>
Maintain candidate relationships by interacting with them at various stages of the recruiting process.</li><li>
Disposition of candidates in Applicant Tracking System.</li><li>
Participate in career events, conferences and community job fairs with the regions supported as needed.
</li><li>Work closely and in partnership with other departments such as Compensation, OTD, Onboarding, Legal, HR and People Systems.</li><li>
Strategize with team and management on best work-flow processes.</li><li>
Assist with Recruiting projects as needed.
</li><li>Other duties as assigned by Management.</li></ul><div><b>
Qualifications</b></div><ul><li>
Bachelor&rsquo;s Degree in Human Resources or related field, Human Resources Certificate, and/or equivalent combination of education and experience. In lieu of degree, 2 years of relevant work experience.
</li><li>Knowledge of MS Word, Excel, Outlook, software applications, and use of standard office equipment.
</li></ul><div><b>Preferred</b></div><ul><li>
Experience in iCIMS (Applicant Tracking System), Salesforce and Workday platforms.</li><li>
Experience in a multi-regional healthcare, retail, or dental company.</li></ul><div><b><br>
</b></div><div><b>Knowledge/Skills/Abilities</b></div><ul><li>
Ability to interact with all levels of management including internal and external clients.
</li><li>Ability to interpret and apply policies and procedures.
</li><li>Detail oriented, organized, process focused, problem solver, self-motivated, proactive, and customer service focused.
</li><li>Display independent judgment by willingness to make timely and accurate decisions based on available information that is sometimes vague or limited in nature.
</li><li>Ability to multitask effectively and work in a fast paced and sometimes ambiguous environment, without compromising quality of work.
</li><li>Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
</li><li>Ability to prioritize tasks and projects with limited direction, while understanding and contributing to the success of the Recruiting department.
</li><li>Ability to respond to common inquiries from customers, staff, regulatory agencies, vendors, and other members of the business community.
</li><li>Ability to handle and maintain extreme confidentially with employee records, compensation information, etc.
</li><li>Maintain an appropriate professional appearance and demeanor in accordance with Company policies.
</li><li>Ensure compliance with Company policies, as well as State, Federal and other regulatory bodies.</li></ul><div><b>
Benefits</b></div><ul><li>
Medical, dental, and vision insurance</li><li>
Paid time off</li><li>
Tuition Reimbursement</li><li>
401K</li><li>
Paid time to volunteer in your local community</li></ul>
&lrm; :
<div>
PDS Health is an Equal Opportunity Employer. We celebrate diversity and are united in our mission to create healthier and happier team members.</div>
Salary Information: $20.50-$26.70 / Hourly</div>

Coordinator, Recruiting

Stainless

<div>
 <strong>
  About Stainless
  <br/>
  <br/>
 </strong>
 Stainless is a fast-growing tech startup building the future of APIs. Our customers include industry leaders like OpenAI, Anthropic, and Cloudflare.
 <br/>
 <br/>
 We have raised over $35 million from a16z, Sequoia, and founders/C-levels from Stripe, Datadog, Segment, Linear, and more.
 <br/>
 <br/>
 We are headquartered in NYC, just west of SoHo, and are a team of ~60 strong expecting to double in the next ~9 to 12 months.
 <br/>
 <br/>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 We&rsquo;re hiring a Recruiting Coordinator to support our rapid growth and drive operational excellence in recruiting. You'll work closely with our recruiting team to coordinate interviews, create great candidate experiences, and help us find talented people across engineering, design, product, and GTM.
 <br/>
 <br/>
 What you'll do
 <br/>
 <br/>
 <ul>
  <li>
   Coordinate interviews and candidate logistics from sourcing to on-site interviews, ensuring a seamless and positive candidate experience.
  </li>
  <li>
   Own scheduling logistics, including calendar alignment, interview confirmations, and in-office candidate experiences (e.g., lunch orders, room bookings).
  </li>
  <li>
   Maintain data accuracy within Ashby ATS and pull reports for recruiting analytics.
  </li>
  <li>
   Build and maintain strong relationships with hiring managers and stakeholders, ensuring high communication transparency.
  </li>
  <li>
   Support sourcing initiatives for all functions using LinkedIn and other sourcing tools (training provided if no prior experience).
   <br/>
   <br/>
  </li>
 </ul>
 Who you are
 <br/>
 <br/>
 <ul>
  <li>
   1-3 years of recruiting coordination experience (tech recruiting preferred but not required).
  </li>
  <li>
   Experience with an ATS (Ashby preferred, but familiarity with any ATS is acceptable).
  </li>
  <li>
   Organized and detail-oriented, with a data-driven approach to reporting and analytics.
  </li>
  <li>
   Professional communication skills with a commitment to providing an exceptional candidate experience.
  </li>
  <li>
   Autonomous worker with high transparency and proactive communication style.
  </li>
  <li>
   Strong bias for action with the ability to work in a fast-paced, engineering-minded culture.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Benefits
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   We offer competitive salary and generous equity grants.
  </li>
  <li>
   Great healthcare coverage options (e.g., fully covered platinum plans).
  </li>
  <li>
   Paid commuter benefits &amp; similar.
  </li>
  <li>
   Paid team lunch/meals during workdays.
  </li>
  <li>
   Flexible PTO plus 3 weeks of company-wide vacation a year (2 weeks in December, 1 week at the end of the summer).
  </li>
  <li>
   Flexible WFH and 1 month fully remote per year ("remote February").
   <br/>
   <br/>
  </li>
 </ul>
 Compensation Range: $90K - $120K
 <br/>
 <br/>
</div>


Recruiting Coordinator

Fieldguide

<div>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 Fieldguide is entering a rapid stage of growth where talent acquisition isn't a support function, it's a competitive advantage. Partnering closely with the Senior Director, People, you will scale a global recruiting function that supports rapid, high-quality growth from 150 to 600+ employees across engineering, go-to-market, and every function in between.
 <br/>
 <br/>
 This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up, support building an employer brand that resonates in the most competitive talent markets in the world, and develop a recruiting team that raises the bar on every hire. You will shape how we hire, who we hire, and how our culture shows up throughout the candidate experience.
 <br/>
 <br/>
 This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company, knows what great looks like across the full hiring lifecycle, and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy, operational excellence, and AI-native execution.
 <br/>
 <br/>
 <strong>
  What You'll Do
  <br/>
  <br/>
 </strong>
 <strong>
  Team Leadership and Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Build, coach, and lead a high-performing, globally distributed talent acquisition team
  </li>
  <li>
   Create a culture of ownership, data-driven continuous improvement, and high standards across the recruiting function, balancing speed and quality as the company scales
  </li>
  <li>
   Act as a trusted advisor to founders, executives, and hiring managers, guiding hiring decisions and tradeoffs with sound judgment, market knowledge, and data
  </li>
  <li>
   Use AI to synthesize pipeline data, team performance signals, and market intelligence into clear leadership briefings, freeing your time and your team's time for the high-judgment work that shapes hiring outcomes
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Employer Brand and Talent Marketing
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Contribute to the build of a compelling employer brand that clearly articulates Fieldguide's mission, culture, and value proposition to attract top talent in the most competitive markets in the world, starting with San Francisco and expanding globally
  </li>
  <li>
   Design candidate experiences that reflect who Fieldguide is: technically rigorous, values-driven, and genuinely differentiated from the AI companies candidates are comparing us to
  </li>
  <li>
   Partner with Marketing and People Ops to bring the Fieldguide story to life across channels, including LinkedIn, job boards, community events, campus programs, and more
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Systems, Tooling, and AI-Powered Operations
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Continuously improve recruiting processes, tools, and vendor relationships to support growth and efficiency, with AI as a default accelerant, not an afterthought
  </li>
  <li>
   Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health, hiring velocity, offer conversion, and quality of hire, and use that data to make decisions fast
  </li>
  <li>
   Define and track meaningful recruiting metrics that surface bottlenecks, inform tradeoffs, and demonstrate the function's business impact
  </li>
  <li>
   Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas, and translate that intelligence into sourcing and positioning strategy
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Your First Year
  <br/>
  <br/>
 </strong>
 <strong>
  30 Days: Learn the terrain
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Develop a deep understanding of Fieldguide's business, product, culture, and competitive position in the talent market
  </li>
  <li>
   Build strong relationships with founders, executives, People Ops, Finance, and hiring managers
  </li>
  <li>
   Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition
  </li>
  <li>
   AI: Map 2&ndash;3 recruiting workflows where AI can meaningfully improve quality or throughput
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  30&ndash;60 Days: Start building
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Clarify team structure, responsibilities, and operating cadences, and partner with business leaders to sharpen hiring planning and intake
  </li>
  <li>
   Begin standardizing hiring practices and candidate experience across functions, and introduce early process or tooling improvements that reduce friction and increase predictability
  </li>
  <li>
   AI: Ship at least one repeatable AI-assisted recruiting workflow
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  60&ndash;90 Days: Drive impact
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Implement meaningful improvements to recruiting metrics, processes, and systems that measurably impact hiring speed and quality
  </li>
  <li>
   Align leaders on a scalable global hiring model and position talent acquisition as a proactive, strategic partner to the business
  </li>
  <li>
   Deliver a clear, data-backed talent acquisition roadmap aligned to business goals, covering near-term execution improvements and longer-term scale plans
  </li>
  <li>
   AI: Present your AI leverage map, what the function is using, what you've learned, and where you're taking it next
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Ongoing
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Own the talent acquisition roadmap and continuously evolve it as the business scales
  </li>
  <li>
   Maintain operating credibility and trusted advisor status with founders and executive leadership on all things hiring
  </li>
  <li>
   Build Fieldguide's reputation as a destination employer in San Francisco and beyond
  </li>
  <li>
   Develop your team into the strongest recruiting organization in the industry
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Who You Are
  <br/>
  <br/>
 </strong>
 You're a senior talent leader who has built recruiting functions that become genuine competitive advantages, not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And you've led your team to that higher bar.
 <br/>
 <br/>
 <strong>
  Must-Haves
  <br/>
  <br/>
 </strong>
 <strong>
  Recruiting Leadership at Scale:
 </strong>
 10+ years of talent acquisition experience, including leading teams at high-growth AI or SaaS startups. You've scaled organizations from the early days to 600+ employees and built the infrastructure that made that growth possible without sacrificing quality.
 <br/>
 <br/>
 <strong>
  Executive Influence:
 </strong>
 Proven ability to partner with and influence founders, executives, and senior leaders on hiring strategy and execution.
 <br/>
 <br/>
 <strong>
  Global Hiring Expertise:
 </strong>
 Demonstrated success designing and executing end-to-end global recruiting strategies across geographies, time zones, and competitive labor markets. Bonus points for currently working in San Francisco.
 <br/>
 <br/>
 <strong>
  Employer Brand Building:
 </strong>
 Experience building employer branding or talent marketing initiatives that moved the needle on candidate quality and offer acceptance. You understand that the brand you build in the market is a recruiting tool as much as any sourcing channel.
 <br/>
 <br/>
 <strong>
  Team Development:
 </strong>
 Experience building, developing, and retaining high-performing talent acquisition teams, including developing people managers. You make your team better by design, not by accident.
 <br/>
 <br/>
 <strong>
  Recruiting Systems and Tooling:
 </strong>
 Strong background in building scalable recruiting processes, AI tooling; hands-on experience with Ashby is a strong plus, as you know how to configure it to give hiring managers and leadership real visibility, not just recruiters.
 <br/>
 <br/>
 <strong>
  International Expansion:
 </strong>
 Experience supporting new market entry and building recruiting infrastructure in regions new to the company.
 <br/>
 <br/>
 <strong>
  AI-Native:
 </strong>
 AI is embedded in how you work, not something you use occasionally. You've built repeatable, AI-powered recruiting workflows with measurable impact in sourcing, screening, scheduling, market intelligence, or employer brand content. You critically evaluate what AI gets wrong, and you own the outcomes. You've also led your team's AI adoption: your team works differently because of you.
 <br/>
 <br/>
 <strong>
  Comfortable with Ambiguity:
 </strong>
 You don't need a perfect brief to get started. You're energized by unclear problem spaces, make sound decisions with incomplete information, and create structure where none exists.
 <br/>
 <br/>
 <strong>
  Adaptable:
 </strong>
 Fieldguide moves fast and priorities shift. You recalibrate quickly, bring others along without losing momentum, and treat pivots as information rather than setbacks.
 <br/>
 <br/>
 <strong>
  Growth Mindset:
 </strong>
 You're motivated to get better at your craft, in recruiting, in leadership, and in how you leverage AI. You seek feedback, reflect honestly, and apply it.
 <br/>
 <br/>
 <strong>
  Bias to Action:
 </strong>
 You launch, get feedback, and iterate. You create momentum and help others move faster too.
 <br/>
 <br/>
 <strong>
  Bonus Points
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience hiring for technical AI/ML roles in a competitive San Francisco market
  </li>
  <li>
   Hands-on experience with AI sourcing or screening tools and a clear point of view on where they actually move the needle vs. add noise
  </li>
  <li>
   Experience using compensation benchmarking tools to build and defend offer strategies in competitive markets
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Why Fieldguide
  <br/>
  <br/>
 </strong>
 <strong>
  You'll do your best work here.
 </strong>
 We move fast, we trust our people, and we remove the obstacles that get in the way of great work.
 <br/>
 <br/>
 <strong>
  You'll grow faster here.
 </strong>
 This is not a place where you maintain the status quo. You'll sharpen your craft alongside teammates who care deeply about their own growth and yours. We're building the AI-powered future of professional services and the people here will define what careers in that future look like.
 <br/>
 <br/>
 <strong>
  You'll matter here.
 </strong>
 We're an early-stage company where your work has outsized impact. We've already launched Field Agents, agentic AI that transforms audit and advisory workflows, and we're just getting started. The recruiting function you build here will be followed by the rest of the industry.
 <br/>
 <br/>
 <strong>
  Our Values
  <br/>
  <br/>
 </strong>
 At Fieldguide, our values aren't wall art, they're how we make decisions. We're
 <strong>
  Fearless
 </strong>
 enough to take on problems the industry has accepted as unsolvable. We move
 <strong>
  Fast
 </strong>
 , launching with excellence and iterating until it's right. We build products and experiences people genuinely love.
 <strong>
  Lovable
 </strong>
 is a bar, not a buzzword. We're
 <strong>
  Owners
 </strong>
 who run the business like it's ours, because it is. We play the long game and create
 <strong>
  Win-win
 </strong>
 outcomes for our customers, our teammates, and the market we're building. And we know the best ideas come from
 <strong>
  Inclusive
 </strong>
 teams, so we scale the ones that bring everyone along.
 <br/>
 <br/>
 <strong>
  Benefits
  <br/>
  <br/>
 </strong>
 We offer competitive compensation and meaningful equity ownership because when Fieldguide wins, you win. Beyond that, we've built benefits around the idea that you do your best work when your life outside of work is taken care of: flexible PTO that people actually use, a 401(k), wellness support, and a technology and work-from-home reimbursement so your setup isn't a bottleneck.
 <br/>
 <br/>
 Fieldguide is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment where everyone can do their best work.
 <br/>
 <br/>
 Compensation Range: $190K - $240K
</div>


Director, Talent Acquisition

Tractor Supply

<div></div><div><div><div><div><div><div><div><div><h2 class="jobSectionHeader"><b>Overall Job Summary</b></h2>
</div><div><p>
This position is responsible for providing administrative and operational support to the recruiting team in support of securing and hiring talent and ensuring a positive candidate experience.</p><br>
<p></p>
</div></div><div><div><h2 class="jobSectionHeader"><b>
Essential Duties and Responsibilities (Min 5%)</b></h2>
</div><div><ul><li>Support and coordinate the candidate interview process. Schedule interviews for candidates and hiring managers.</li>
<li>Ensure all new hire processes are complete for each candidate. Monitor new hires in the applicant tracking system to ensure all paperwork is completed. Follow up with applicants to complete the hiring process in the recruiting management software.</li>
<li>Assist with the setup of on-site and off-site job fairs and coordinate supplies and materials are on hand.</li>
<li>Work with travel vendor to coordinate the travel for out-of-town candidates. Coordinate the payment and reimbursement of travel expenses and the recruiting house account.</li>
<li>Set-up and troubleshoot video conference interviews.</li>
<li>Troubleshoot system errors within the applicant tracking system.</li>
<li>Process requests for temporary staffing needs. Contact agencies to place work orders and coordinate the onboarding activities for temporary new hires.</li>
<li>Run applicant tracking system reports as requested by the recruiting team.<br>
</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>Required Qualifications</b></h2>
</div><div><p><i>
Experience</i>: 1 year of general office or business experience.</p>
<p><i>Education</i>: Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field is preferred. Any suitable combination of education and experience will be considered.</p>
</div></div><div><div><h2 class="jobSectionHeader"><b>
Preferred knowledge, skills or abilities</b></h2>
</div><div><ul><li>Proficient in Microsoft Office.</li>
<li>Strong communication and interpersonal skills.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader"><b>Working Conditions</b></h2>
</div><ul><li>Normal office working conditions
</li></ul></div><div><div><h2 class="jobSectionHeader"><b>Physical Requirements</b></h2>
</div><ul><li>Sitting
</li><li>Standing (not walking)
</li><li>Walking
</li><li>Lifting up to 10 pounds
</li></ul></div><div><div><h2 class="jobSectionHeader"><b>Disclaimer</b></h2>
</div><div><p><i>
This job description represents an overview of the responsibilities for the above referenced position. It is not intended to represent a comprehensive list of responsibilities. A team member should perform all duties as assigned by his/ her supervisor.</i></p><br>
<p></p>
</div></div><div><div><h2 class="jobSectionHeader"><b>
Company Info</b></h2>
</div><div><p>
At Tractor Supply and Petsense by Tractor Supply, our Team Members are the heart of our success. Their dedication, passion, and hard work drive everything we do, and we are committed to supporting them with a comprehensive and accessible total reward package. We understand the evolving needs of our Team Members and their families, and we strive to offer meaningful, competitive, and sustainable benefits that support their well-being today and in the future.</p>
<p>Our benefits extend beyond medical, dental, and vision coverage, including company-paid life and disability insurance, paid parental leave, tuition reimbursement, and family planning resources such as adoption and surrogacy assistance, for all full-time Team Members and all part-time Team Members. Part time new hires gain eligibility for TSC Benefits by averaging at least 15 hours per week during their 90-day lookback period. The lookback period starts the first of the month following the date of hire. If the 15-hour requirement was met, the benefits eligibility date will be the first day of the month following 4 months of continuous service.</p>
<p>Please visit this link for more specific information about the benefits and leave policies applicable to the position you&rsquo;re applying for.</p></div></div></div></div></div></div></div></div><div></div>

US Department of Veterans Affairs

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