Contract Recruiter

To apply for the Contract Recruiter position at PTR, you need a bachelor’s degree in human resources or a related field along with at least 5 years of proven experience in an internal corporate talent role, particularly with GTM positions. Familiarity with HR databases and Applicant Tracking Systems is also essential.

As a Contract Recruiter at PTR, you will act as a strategic partner to hiring managers, advising them on market trends and recruitment best practices. Your responsibilities will include managing the entire recruitment process, from sourcing and attracting candidates to conducting interviews and extending job offers.

In the Contract Recruiter position at PTR, you will focus primarily on sales roles, including Account Managers, Territory Managers, Customer Service Representatives, and Business Development Representatives. You will also support recruitment for operations roles such as technicians and supply chain positions.

The Contract Recruiter role at PTR has an expected contract duration of 4 months, beginning in December 2024. This allows for a temporary but impactful contribution to the company's recruitment efforts.

For the Contract Recruiter position at PTR, key performance metrics include average time-to-fill targets: 30 days for hourly roles, 60 days for sales roles, and 90 days for managerial roles. Additionally, you are expected to maintain prompt candidate communication and effective reporting on hiring KPIs.

Yes! The Contract Recruiter position at PTR is a remote role, though candidates from the Central or Eastern Time zones are preferred. This offers flexibility while still being an integral part of the team.

PTR supports its Contract Recruiters by providing access to essential tools and resources, fostering a collaborative environment through weekly hiring KPI discussions, and encouraging continuous improvements in recruitment strategies.

To handle high-volume recruitment effectively, focus on developing a structured process that includes clear timelines, setting priorities for roles based on urgency, and utilizing various sourcing methods to create a strong candidate pipeline. This will help streamline the hiring process and maintain quality.

When sourcing GTM candidates, I utilize a multi-channel approach that includes leveraging LinkedIn Recruiter, social media, and employee referrals. I also specifically target industry-related forums and networks to attract the best talent for sales roles.

Building relationships with hiring managers involves clear and consistent communication, understanding their specific needs for the roles, and acting as a consultative partner. Regular check-ins and feedback on the candidates can foster trust and collaboration.

In my previous position, I improved the recruitment process by implementing a candidate tracking system that optimized communication with applicants. This reduced time-to-fill and improved the candidate experience significantly.

To assess a candidate’s soft skills, I employ behavioral interview techniques and situational questions that require candidates to demonstrate their problem-solving abilities and interpersonal skills through relevant examples from their past experiences.

Ensuring a positive candidate experience involves timely communication, clear expectations throughout the recruitment process, and providing constructive feedback post-interview. This helps candidates feel valued and informed, regardless of the outcome.

Managing multiple requisitions requires strong organizational skills and prioritization. I use tracking tools to monitor progress across roles, allocate specific time slots for each position, and delegate tasks when necessary to ensure all requisitions are handled efficiently.

Data plays a crucial role in my recruitment strategy by providing insights into hiring trends, candidate success rates, and sourcing efficiency. By analyzing this data, I can make informed decisions and adjust strategies to improve overall recruitment outcomes.

In the event of a sudden shift in hiring needs, I would quickly reassess current priorities, communicate with hiring managers, and adjust my sourcing strategies accordingly. I would also ensure flexibility in my scheduling to accommodate urgent requisitions.

The key performance indicators I track to measure recruitment success include time-to-fill ratios, candidate source effectiveness, conversion rates from interview to hire, and feedback from hiring managers on candidate quality. These metrics guide my recruitment efficiency and strategy refinement.