The Technical Recruiter will be responsible for managing the full recruitment cycle for technical positions, from sourcing and screening candidates to coordinating interviews and facilitating offers. This role requires a deep understanding of technical roles, excellent interpersonal skills, and the ability to build strong relationships with candidates and hiring managers.
Key Responsibilities:
Sourcing: Utilize various channels, including job boards, social media, professional networks, and direct outreach, to identify and attract top technical talent.
Screening: Conduct initial resume and application reviews, perform phone screens, and assess candidates’ technical skills and cultural fit. Interview
Coordination: Schedule and coordinate interviews with hiring managers and technical teams, ensuring a smooth and efficient process for both candidates and internal stakeholders.
Candidate Experience: Provide an excellent candidate experience by maintaining clear and timely communication, offering feedback, and addressing any concerns or questions candidates may have.
Stakeholder Collaboration: Partner with hiring managers to understand their staffing needs, define job requirements, and develop effective recruitment strategies.
Talent Pipeline: Build and maintain a robust pipeline of qualified technical candidates for current and future hiring needs.
Market Research: Stay informed about industry trends, salary benchmarks, and competitive hiring practices to provide strategic insights and recommendations.
Employer Branding: Promote the company’s brand and culture to attract top talent, participating in networking events, career fairs, and other outreach activities as needed.
Process Improvement: Continuously evaluate and improve recruitment processes to enhance efficiency, effectiveness, and candidate satisfaction.
Compliance: Ensure all recruitment activities comply with company policies and relevant employment laws and regulations.
Non Technical Recruiter
The Non-Technical Recruiter will be responsible for managing the end-to-end recruitment process for non-technical positions, from sourcing and screening candidates to coordinating interviews and facilitating offers. This role requires strong interpersonal skills, excellent organizational abilities, and a thorough understanding of recruitment best practices.
Key Responsibilities:
Sourcing: Identify and attract top talent for non-technical roles through various channels, including job boards, social media, professional networks, and direct outreach.
Screening: Conduct initial resume and application reviews, perform phone screens, and assess candidates’ qualifications and cultural fit. Interview
Coordination: Schedule and coordinate interviews with hiring managers and teams, ensuring a smooth and efficient process for both candidates and internal stakeholders.
Candidate Experience: Ensure a positive candidate experience by maintaining clear and timely communication, offering feedback, and addressing any concerns or questions candidates may have.
Stakeholder Collaboration: Partner with hiring managers to understand their staffing needs, define job requirements, and develop effective recruitment strategies.
Talent Pipeline: Build and maintain a robust pipeline of qualified candidates for current and future hiring needs.
Market Research: Stay informed about industry trends, salary benchmarks, and competitive hiring practices to provide strategic insights and recommendations.
Employer Branding: Promote the company’s brand and culture to attract top talent, participating in networking events, career fairs, and other outreach activities as needed.
Process Improvement: Continuously evaluate and improve recruitment processes to enhance efficiency, effectiveness, and candidate satisfaction.
Compliance: Ensure all recruitment activities comply with company policies and relevant employment laws and regulations.
Payroll Operations Specialist
The Payroll Operations Specialist will be responsible for the end-to-end processing of payroll, ensuring accuracy and compliance with company policies and legal requirements. This role requires strong analytical skills, attention to detail, and a thorough understanding of payroll systems and processes.
Key Responsibilities
Payroll Processing: Accurately process payroll for all employees, including calculating wages, overtime, bonuses, and deductions.
Compliance: Ensure compliance with federal, state, and local payroll, wage, and hour laws and best practices.
Record Maintenance: Maintain and update employee payroll records, ensuring all information is accurate and up-to-date.
Tax Filing: Prepare and file payroll tax returns and ensure timely payment of payroll taxes.
Issue Resolution: Address and resolve payroll-related inquiries and issues from employees and management.
Reporting: Generate and distribute regular payroll reports and summaries for management and accounting purposes.
Audit Support: Assist with internal and external audits by providing required payroll documentation and information.
Process Improvement: Identify and implement improvements to payroll processes to enhance efficiency and accuracy.
Benefits Coordination: Coordinate with the HR department to ensure accurate processing of employee benefits, including health insurance, retirement plans, and other deductions.
System Management: Maintain and update payroll systems, ensuring data integrity and security.
