Temporary Contract Recruiter

Open-Ended Assignment | Fully Remote

The Temporary Contract Recruiter will provide immediate, high-capacity recruiting support during a period of heavy requisition volume. This hands-on, execution-focused role requires an experienced recruiter who can quickly learn established processes and independently advance multiple searches. The recruiter must be comfortable working when some details are not yet defined while maintaining a strong candidate experience, high-quality documentation, and effective hiring-manager partnerships.

Working closely with the Talent Acquisition Manager, the successful contractor will take full ownership of an assigned requisition portfolio. They will create measurable capacity by anticipating needs, communicating early, and reliably completing commitments. The assignment requires independent execution without extensive day-to-day direction and adherence to established recruiting processes rather than creation of a separate process.

• Quickly assume ownership of a high-volume, varied requisition portfolio and keep searches moving with urgency.
• Proactively update the Talent Acquisition Manager and hiring managers on search priorities, progress, risks, and next steps. Clearly communicate availability so they can plan coordination and follow-up.
• Work independently within established tools, templates, documentation standards, and workflows.
• Build credible pipelines through targeted direct sourcing, not application review alone.
• Represent the organization with polished, professional communication in every candidate and stakeholder interaction.
• Ask thoughtful questions, make sound decisions with available information, and escalate genuine blockers early.
• Maintain complete, accurate ATS records and produce work that does not require repeated follow-up or rework.

• Lead assigned searches from intake and sourcing strategy through closeout.
• Manage 15+ concurrent requisitions across manufacturing, engineering, operations, supply chain, project management, commercial/sales, digital/technology, and corporate functions.
• Conduct recruiter screens, assess candidates against defined requirements, prepare concise candidate summaries, and present qualified talent promptly.
• Coordinate interviews and maintain timely candidate communication throughout the recruiting process. Follow up on debriefs, drive offer-related activities, and ensure candidates are dispositioned promptly and consistently.
• Keep hiring outcomes on track by proactively identifying stalled searches, pipeline gaps, scheduling risks, and decision bottlenecks before they affect results.

• Use LinkedIn Recruiter extensively to identify, engage, organize, and manage active and passive talent pipelines.
• Use LinkedIn Hiring Assistant directly and effectively to accelerate sourcing and recruiting workflow execution. Prior hands-on experience with the tool is preferred, not required.
• Provide practical market intelligence on candidate availability, compensation signals, search challenges, and recommended adjustments.

• Build strong working relationships with hiring managers, HR partners, business leaders, and the Talent Acquisition Manager.
• Lead purposeful intake and calibration discussions, clarify requirements, and maintain alignment as searches evolve.
• Receive direction and feedback professionally, then translate it into timely and sustained action.
• Step into ambiguity with a solution-oriented mindset while maintaining close partnership and alignment.

Because this contractor is being added to create immediate capacity, the following expectations are essential to the assignment:

• 5+ years of full-cycle recruiting experience in high-volume, fast-paced environments.
• Demonstrated success independently managing 15+ concurrent, distinct requisitions.
• Direct recruiting experience in custom-manufacturing or project-based environments.
• Experience recruiting for engineering, design, project management, production, operations, supply chain, commercial, and corporate roles.
• Advanced, hands-on experience with LinkedIn Recruiter, including direct sourcing and pipeline management.
• Strong ATS discipline and experience maintaining accurate recruiting documentation and data.
• Experience recruiting across multiple functions and levels, including technical and specialized roles.
• Polished written and verbal communication and strong hiring-manager partnership skills.
• Proven ability to prioritize, remain accountable, and deliver independently in changing or incompletely defined environments.
• Ability to work the stated schedule and meet the remote-work, calendar-transparency, and video-participation expectations of the assignment.

• Experience recruiting within retail display, point-of-purchase (POP), shopper marketing, merchandising, fixtures, experiential marketing, or custom manufacturing.
• Direct, hands-on experience using LinkedIn Hiring Assistant in an active recruiting workflow.
• Experience supporting entrepreneurial, high-growth, or rapidly changing organizations.
• Experience serving as a primary or sole recruiter for a business unit or division.
• Agency recruiting experience supporting manufacturing clients.

• Positive, steady, and solution-oriented approach.
• High ownership, follow-through, and personal accountability.
• Comfort making progress when priorities shift or the path is not fully defined.
• Strong judgment about when to act independently and when to seek alignment.
• Organized, detail-conscious, responsive, and able to manage competing demands.

• Credible and professional presence with candidates, hiring managers, and executives.

• Bring curiosity and a technology-forward approach to continuous improvement while working within established recruiting workflows.

This is a fully remote, temporary contract assignment with no fixed end date. The assignment length and requisition portfolio may change based on business needs, hiring volume, and performance. The position has no direct reports, and no travel is required.

The information above is intended to describe the general nature and level of work performed. It is not a comprehensive inventory of all duties, responsibilities, or qualifications and may be amended at the employer’s discretion. Employment and assignment practices will be administered in accordance with applicable law and company policy.