Job Description
Corporate Recruiter – Build the Talent Engine Behind a Growing Organization Location: Near Oak Forest, IL (Hybrid – 3 days onsite) Compensation: $80,000 – $100,000 base + bonus + full benefits Type: Full-Time Take everything you’ve built as a recruiter and put it to work in an environment that’s actually growing on purpose. You’ve built the skillset. Now step into a company that’s scaling and needs someone who knows how to build hiring the right way. About the Opportunity Our client is an established, multi-entity organization with 800+ employees across the U.S., currently evolving how hiring works across a complex “Family of Solutions” model. They’ve already upgraded HR leadership. Now they’re upgrading how recruiting actually operates. This role exists to bring structure, consistency, and better decision-making into hiring—not just fill open roles. What You’ll Own This is full-cycle recruiting with real visibility and expectation. Full-Cycle Recruiting Own searches from intake through close across multiple teams Partner directly with hiring managers to define roles—not just execute Build structured interview processes that improve hiring quality Hiring Process Improvement Bring consistency to recruiting workflows across business units Help align how different teams approach hiring Improve decision-making through better structure and calibration Sourcing and Pipeline Strategy Develop targeted sourcing strategies based on role and market Actively build pipelines (not a “post and pray” environment) Keep pipelines organized, active, and intentional Candidate Experience Run a high-quality, professional process from first outreach through offer Ensure communication is clear, timely, and human Represent the organization with credibility in the market Offer and Onboarding Partner with leadership on compensation and offer structure Manage onboarding logistics including compliance documentation Act as a bridge between recruiting and HR operations Data and Reporting Maintain clean ATS/HRIS data Contribute to hiring metrics and pipeline visibility Support improvements in hiring efficiency and outcomes What Makes You Effective Here You don’t just recruit—you improve how recruiting works You’re comfortable working directly with hiring leaders and pushing for clarity You balance speed, quality, and candidate experience You bring structure without overcomplicating things You follow through—nothing falls through the cracks What You Bring 3–5 years of full-cycle recruiting experience (corporate or agency) Bachelor’s degree required Experience partnering directly with hiring managers Exposure to onboarding, HRIS, or recruiting operations Strong organization and attention to detail This Is Not the Right Role If You prefer transactional recruiting over consultative partnership You need highly structured environments instead of building them You’ve moved role-to-role without improving processes or outcomes Why This Role Is Worth Considering Direct exposure to upgraded HR leadership Opportunity to influence how hiring works across the organization Blend of recruiting execution and operational impact Visible contribution—not buried in req volume A year from now, you should be able to point to the hiring process and say: “This works better because I was here.” Next Steps If you’re looking to move closer to the business and have a real voice in how hiring gets done, this is worth a conversation.