Recruiter

Job Summary

We are seeking a highly motivated and results-driven High-Volume Recruiter to join our team. This role is responsible for managing large-scale recruitment efforts for both corporate roles and frontline positions, including cleaners, technicians, and other essential personnel. The Recruiter will play a key role in identifying, attracting, and hiring top talent to meet the company’s staffing needs efficiently. The ideal candidate will have experience in high-volume recruiting, excellent organizational skills, and a passion for connecting the right people with the right opportunities. This position is on-site and not a remote opportunity.

Key Responsibilities

• Develop and implement high-volume recruitment strategies to attract qualified candidates for both managerial and frontline positions.
• Manage the full-cycle recruiting process, including sourcing, screening, interviewing, and onboarding candidates.
• Utilize multiple sourcing channels, including job boards, social media, job fairs, and employee referrals, to maintain a strong pipeline of talent.
• Collaborate with hiring managers to understand job requirements and tailor recruitment efforts accordingly including support on job descriptions
• Conduct initial candidate assessments, including resume screening, phone interviews, and pre-employment screenings.
• Schedule and coordinate interviews efficiently to manage large-scale hiring needs.
• Maintain accurate and up-to-date records of candidate interactions in the applicant tracking system (ATS).
• Build and nurture relationships with candidates to ensure a positive candidate experience and create a candidate pipeline for future open lines.
• Stay up to date on industry trends, best practices, and labor market conditions that impact high-volume hiring.
• Ensure compliance with employment laws and company hiring policies.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field (preferred but not required).
• Proven experience in high-volume recruitment, with a focus on both corporate and frontline positions.
• Strong understanding of recruitment best practices and high-volume hiring strategies.
• Experience with applicant tracking systems (ATS) and HR software.
• Must be able to speak Spanish and English
• Excellent communication, negotiation, and relationship-building skills.
• Ability to multitask, prioritize, and meet deadlines in a fast-paced environment.
• Strong attention to detail and problem-solving skills.
• Knowledge of employment laws and regulations related to hiring.
• Ability to work independently as well as collaboratively with a team.

Preferred Qualifications

• Experience recruiting for a variety of roles, including corporate and frontline positions such as cleaners and technicians.
• Familiarity with employer branding and recruitment marketing techniques.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

The physical demands described here are those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. This position requires the incumbent to be able to speak and understand, hear, and comprehend the English language, stand for long periods of time, be able to lift approximately 40 pounds, be able to relocate in the event of an emergency and have a neat and professional appearance.

EEOC

Grupo Eulen is an equal opportunity employer and will consider all applicants without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, and all other protected classes recognized or any other characteristic protected under applicable federal, state, or local law

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)