Key Responsibilities and Required Skills for Full Cycle Recruiter

🎯 Role Definition

As a Full Cycle Recruiter, you are the architect of our most valuable asset: our people. You will be more than just a sourcer or a scheduler; you will be a trusted talent advisor to our hiring managers and a brand ambassador to the candidate market. Your mission is to navigate the entire recruitment journey with skill and empathy, from defining a new role's requirements to welcoming a new hire on their first day. Success in this role means building deep relationships, employing creative sourcing strategies to uncover hidden talent, and ensuring every candidate leaves with a positive impression of our organization, regardless of the outcome. You are the critical link between our company's ambitions and the talent that will make them a reality.

📈 Career Progression

Typical Career Path

Entry Point From:

Recruiting Coordinator
Talent Sourcer
HR Generalist (with recruiting focus)

Advancement To:

Senior Full Cycle Recruiter
Recruiting Manager / Talent Acquisition Manager
Talent Acquisition Lead

Lateral Moves:

HR Business Partner
People Operations Specialist
Employer Branding Manager

Core Responsibilities

Primary Functions

Manage the complete, end-to-end recruitment lifecycle for a diverse range of roles across technical and non-technical departments, from initial intake and role calibration to the final offer stage.
Partner strategically with hiring managers to gain a deep understanding of their team dynamics, business objectives, and specific position requirements to create compelling and inclusive job descriptions.
Develop and execute innovative, multi-channel sourcing strategies to build a robust pipeline of qualified, diverse candidates for both current and future openings.
Proactively identify and engage passive top-tier talent through advanced sourcing techniques, including Boolean searches, networking, social media, and industry-specific platforms.
Conduct thorough pre-screening calls and in-depth interviews to meticulously assess candidate qualifications, relevant experience, motivation, and cultural alignment with our company values.
Act as the central point of contact for candidates throughout the entire process, ensuring a world-class, transparent, and engaging candidate experience from application to onboarding.
Skillfully coordinate and manage a high volume of complex interview schedules across multiple time zones, ensuring a seamless and positive experience for both candidates and interview panelists.
Facilitate constructive post-interview debrief sessions with hiring teams to gather feedback, guide data-driven decision-making, and drive the selection process toward a successful conclusion.
Craft, present, and negotiate complex and competitive compensation packages to attract and secure top talent, collaborating with HR and leadership to maintain internal equity.
Drive the offer process to completion, including extending verbal and written offers, managing negotiations, and initiating pre-employment background checks.
Build and maintain a strong talent pipeline and network of potential candidates through ongoing relationship management and proactive engagement for future hiring needs.
Maintain meticulous and accurate records of all candidate and requisition activity within the Applicant Tracking System (ATS) to ensure data integrity and compliance.
Serve as a true brand ambassador, effectively communicating our company's mission, values, and employee value proposition to attract high-quality candidates.
Guide hiring managers on recruitment best practices, interview techniques, and effective evaluation methods to ensure a fair and consistent hiring process.
Actively source and engage candidates from underrepresented backgrounds, championing diversity, equity, and inclusion (DEI) initiatives throughout every stage of the hiring process.

Secondary Functions

Utilize recruitment data and analytics to track key performance indicators (KPIs) like time-to-fill, cost-per-hire, and source effectiveness, providing regular reports to stakeholders.
Continuously evaluate and iterate on the recruitment process, identifying bottlenecks and implementing improvements to enhance efficiency and the overall stakeholder experience.
Collaborate with the broader People team on strategic initiatives such as employer branding campaigns, university relations programs, and internal mobility processes.
Stay informed about talent market trends, industry shifts, and competitor activities to provide valuable insights and inform more effective recruitment strategies.
Manage relationships with external recruitment agencies and third-party vendors as needed, ensuring they are effective and valuable partners in our talent search.
Assist in the development and execution of recruitment marketing content and campaigns to increase our visibility and appeal to a wider talent pool.
Participate in the onboarding process for new hires, partnering with People Operations to ensure a smooth transition from candidate to employee.

Required Skills & Competencies

Hard Skills (Technical)

Applicant Tracking System (ATS) Mastery: Deep proficiency in using and managing modern ATS platforms such as Greenhouse, Lever, Workday Recruiter, or similar systems.
Advanced Sourcing Expertise: Demonstrated skill in using sourcing tools like LinkedIn Recruiter, Gem, SeekOut, and others, coupled with expert-level Boolean search capabilities.
Data-Driven Recruiting: Ability to track, analyze, and interpret recruitment metrics and data to inform strategy and report on performance to business leaders.
Recruitment Compliance: Solid understanding of employment laws, EEO regulations, and compliance requirements related to hiring practices.
Compensation Acumen: Experience and comfort with discussing, negotiating, and structuring competitive compensation packages.
Technical Literacy: For technical recruiting roles, a strong ability to understand and discuss technical concepts, frameworks, and programming languages with candidates and hiring managers.

Soft Skills

Exceptional Communication: Articulate, persuasive, and clear verbal and written communication skills, with an ability to tailor your message to different audiences.
Relationship Building & Stakeholder Management: A natural ability to build trust and rapport with candidates, hiring managers, and executive leadership.
Negotiation & Influence: Strong negotiation skills with the ability to influence outcomes and guide stakeholders toward sound hiring decisions.
Resilience & Adaptability: The ability to thrive in a fast-paced, dynamic environment, managing multiple priorities and adapting to changing business needs.
Time Management & Organization: Impeccable organizational skills to manage a high volume of candidates and requisitions simultaneously without sacrificing quality.
Empathy & High EQ: A genuine sense of empathy and emotional intelligence, allowing you to create a human-centric and positive candidate experience.

Education & Experience

Educational Background

Minimum Education:

High School Diploma or equivalent; demonstrated relevant experience may be considered in lieu of a degree.

Preferred Education:

Bachelor’s Degree from an accredited university.

Relevant Fields of Study:

Human Resources
Business Administration
Psychology
Communications

Experience Requirements

Typical Experience Range:

3-7 years of progressive experience in a full-cycle recruiting role.

Preferred:

Experience recruiting in a high-growth, fast-paced environment (e.g., tech start-up, high-volume agency).
A proven track record of successfully closing candidates for a variety of roles, from entry-level to senior positions.
A blend of both in-house and agency recruiting experience is highly desirable.