Recruiter

Role overview

This position focuses on attracting strong candidates for technical roles who align with RMI’s mission and workplace culture. The recruiter will also build and maintain a healthy pipeline of field associates by using online sourcing tools, networking channels, and employee referrals.

Key responsibilities

• Support the creation and rollout of hiring plans for assigned openings by working closely with managers and leadership to keep the recruiting process efficient.
• Help draft job descriptions and role profiles.
• Write and post attractive job ads on the right job boards, forums, and websites in line with company posting rules.
• Search for candidates through multiple channels such as cold outreach, online databases, social platforms, job boards, and professional networking.
• Track incoming applications continuously and respond to candidates promptly for both active and passive roles.
• Source, screen, and shortlist candidates for technical positions while coordinating with hiring managers on realistic technical expectations.
• Review applicant backgrounds, education, training, experience, skill sets, salary expectations, and other qualifications.
• Conduct initial interviews to assess interest, capability, fit, qualifications, and compensation fit, while documenting relevant findings.
• Stay in regular contact with candidates and keep them updated on where they stand in the process.
• Make sure onboarding paperwork and background check documents are completed within the required timeframe and follow company and legal standards.
• Collect and submit required credentials for field associates in the interview stage and verify minimum credentialing standards before an offer is issued.
• Maintain offer-letter templates and manage the new-hire checklist.
• Own the candidate journey for assigned requisitions through the start date.
• Keep applicant tracking records accurate and current, including requisition and application status updates.
• Build and maintain a pipeline of qualified candidates for future hiring needs.
• Keep ongoing communication with field staff candidates about project availability and upcoming assignments.
• Coordinate with the VP of Global Talent Acquisition, hiring managers, and internal operations teams to resolve issues and maintain service quality.
• Follow guidance from the VP of Global Talent Acquisition on recruitment projects and join project kickoff meetings when needed.
• Maintain a practical understanding of state and federal employment laws affecting recruiting and apply sound HR hiring practices.
• Represent the RMI brand professionally in both written and spoken communication.
• Follow and help enforce company policies and procedures.
• Perform additional duties as assigned.

Experience and education

Candidates should have at least one year of full-cycle recruiting experience. A bachelor’s degree in a related field is preferred, especially Human Resources Management, though equivalent education from a four-year college or technical school is acceptable. Applicants with one to three years of related experience and/or training may also qualify. The role calls for solid hands-on knowledge of sourcing, networking, candidate evaluation, interviewing, relationship management, recordkeeping, and metric tracking. Advanced ability to run targeted searches and identify qualified talent using different recruiting channels is also expected.

Skills and capabilities

Success in this role requires strong collaboration, sound judgment, organized task management, effective communication, persistence in handling objections, a customer-first mindset, and a strong sense of urgency. The recruiter should also be comfortable with Microsoft Office, general technology tools, applicant tracking systems, and ideally project management or database software.

Work conditions

This role may involve late evenings or weekend work in order to meet urgent, short-notice hiring needs.

Equal opportunity and eligibility

RMI is an equal opportunity employer and, where applicable, a federal contractor committed to affirmative action. Hiring decisions are made without regard to any protected characteristic under federal, state, or local law. Applicants must be legally eligible to work in the United States without sponsorship.