This position is temporary, with an assignment not to exceed 3 months. The Recruiter is responsible for general recruiting needs and, under the direction of the Recruiting Supervisor, is responsible for all aspects of sourcing, interviewing, and hiring of talent, as well as supporting other recruiting team members as needed. The role is responsible for managing the full cycle of the recruiting process, from creating job requisitions in collaboration with hiring managers to onboarding candidates. Supports the full-cycle recruitment effort for various non-exempt positions and locations across the United States. Seeks applicants with the right experience, education, and skills to fill a position. Works with hiring managers to develop recruiting plans. Publicizes openings by posting them in appropriate outlets and works toward developing a pool of qualified candidates. Identifies recruiting opportunities by researching new sources for talent, cultivates relationships with industry professionals, and networks with post-secondary educational institutions and staffing agencies as appropriate. Represents the Company at public events, such as job fairs and community job outreach programs. Screens applicants and interviews potential hires. Makes recommendations, writes offer letters, conducts reference checks, and negotiates offers when necessary. Supports and administers onboarding programs for new hires to foster a clear understanding of company benefits, policies, and procedures; ensures new hires have equipment before start date. Effectively evaluates applicants and sourced candidates’ requirements by studying job descriptions and qualifications. Assists in coordinating recruiting requirements by studying organization plans and objectives; meets with the manager to discuss needs. Serves as a primary point of contact for candidates, provides information about the company and position, recruiting strategy, performance objectives, and expectations. Communicates regularly with supervisors, managers, and employees to establish rapport, gauge morale, and source new candidate leads. Leverages social media, multiple network sources, online tools, industry relationships, and community involvement to identify and source top talent. Generates recruiting-related reports and performance data analysis for the management team in collaboration with the recruiting manager/director. Builds relationships with passive candidates and talent pools to meet immediate and short-term needs. Demonstrates the ability to make strategic long-term networks to be leveraged. Provides training to hiring managers, interviewers, and other internal stakeholders on recruiting processes, policies, and best practices. Proactively identifies talent for future business needs.