Recruitment Coordinator

Overview Salary Range: $44,782-$72,242 The Recruitment Coordinator plays a vital role in supporting CLG’s talent acquisition function by performing essential administrative and operational tasks throughout the hiring lifecycle. From opening a requisition to the employee’s first day, this role ensures a seamless experience for both candidates and hiring managers. This position actively supports both direct hiring initiatives and the contingent-to-permanent employee conversion process. In addition to core recruitment duties, the Recruitment Coordinator champions the candidate-to-employee transition by actively supporting end-to-end onboarding and facilitating engaging new hire orientations. Responsibilities Recruitment & Candidate Management Direct Hiring & Conversions: Support direct hire pipelines and manage the end-to-end process for contingent-to-permanent employee conversions, ensuring seamless transitions for converted staff. Job Postings: Collect, review, and refine internal job descriptions in collaboration with hiring managers. Post and manage job openings across various job boards, professional networks, and the CLG corporate career site. Candidate Screening: Review incoming resumes and conduct initial phone screens to evaluate applicant qualifications. Interview Logistics: Coordinate and schedule in-person and virtual interviews between candidates and hiring managers. Background & Reference Checks: Conduct reference and employment history checks, and authorize/initiate background checks. Candidate Communication: Draft, prepare, and send accurate offer letters, as well as timely and professional rejection letters. Onboarding & New Hire Orientation Coordinate the Onboarding Journey: Act as the primary point of contact for all new hires and newly converted employees between offer acceptance and their first 30 days, answering questions and providing necessary resources. Facilitate Orientation: Schedule, prepare materials for, and help lead comprehensive New Hire Orientation sessions to introduce new employees to CLG’s culture, policies, and teams. Cross-Functional Setup: Liaise proactively with IT, Facilities, and department heads to ensure new hires have their equipment, system credentials, and workspaces fully set up prior to their start date. Documentation & Compliance: Ensure all required new hire paperwork (I-9s, tax forms, policy acknowledgments) is collected, verified, and securely filed. Training Coordination: Partner with department managers to organize and schedule initial role-specific training sessions for incoming staff. Qualifications Education: High school diploma or equivalent required; Bachelor's degree strongly preferred. Experience: 2 to 4 years of proven experience in Human Resources, Talent Acquisition, or a related administrative capacity. Autonomy: Performs work under general supervision. Capable of handling moderately complex issues independently while escalating highly complex problems to senior HR staff. Technical Skills & Abilities Systems Fluency: Tech-savvy with a proven ability to quickly learn and adapt to new software, digital tools, and internal platforms. Recruitment Systems: Hands-on experience navigating Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS) to manage candidate pipelines and employee profiles. Data & Analytics: Familiarity with data visualization and reporting tools such as Power BI to help track and present recruiting metrics, time-to-fill, and candidate flow. Microsoft Office Suite: Strong proficiency in Microsoft Office, specifically Microsoft Excel (e.g., using formulas, pivot tables, and VLOOKUPs to manage staffing trackers and rosters). Virtual Platforms: Competence in managing virtual meeting platforms (Teams, Zoom, etc.) for remote interviews and digital orientation sessions. Core Competencies Team Collaboration: Strong ability to work seamlessly as part of a cross-functional team. Communication: Excellent oral and written communication skills; capable of representing CLG professionally to external candidates and contingent workers. Client Orientation: High level of customer and client focus, ensuring a positive experience for both candidates and internal hiring managers. Time Management: Proven ability to manage multiple priorities, juggle complex interview schedules, and consistently meet deadlines. Attention to Detail: Ability to understand, interpret, and follow specific directions and compliance requirements accurately. Interpersonal Skills: Warm, approachable demeanor ideal for welcoming new hires and making candidates feel at ease. Planning & Organization: Exceptional organizational and logistical planning skills. Physical Requirements & Working Conditions Mobility & Positioning: Must be able to remain in a stationary position for up to 50% of the time. Occasionally needs to move about inside the office to access file cabinets, office machinery, or to facilitate orientation tours. Operation of Machinery: Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer. Communication: Frequently communicates with candidates, new hires, and internal staff regarding interviews, onboarding processes, and HR inquiries. Must be able to exchange accurate and detailed information in these situations. Physical Effort: Occasionally moves or transports office supplies, training materials, and orientation equipment weighing up to 15 pounds across the office or training rooms. Environment: This role primarily operates in a professional indoor office environment. Must be able to complete tasks and concentrate in a bustling office setting with moderate noise levels and frequent interruptions. The above statements are intended to describe the general nature of work being performed. They are not to be construed as an exhaustive list of all responsibilities, du