Key Responsibilities

• Manage full-cycle recruitment, including sourcing, screening, interviewing, offer negotiation, and onboarding coordination.
• Partner with hiring managers to understand business needs, define job requirements, and develop effective hiring strategies.
• Build and maintain talent pipelines for current and future hiring needs.
• Source candidates through job boards, social media, networking, referrals, and direct sourcing techniques.
• Conduct candidate assessments to evaluate qualifications, experience, and cultural fit.
• Facilitate and coordinate interview processes with hiring managers and stakeholders.
• Provide market intelligence, compensation trends, and hiring recommendations to business leaders.
• Track and maintain recruitment activity within the Applicant Tracking System (ATS).
• Ensure compliance with federal, state, and local employment laws and company policies.
• Develop and maintain strong relationships with candidates, hiring managers, and external partners.
• Support employer branding initiatives and recruitment marketing efforts.
• Mentor and provide guidance to junior recruiters and recruiting coordinators as needed.
• Analyze recruiting metrics and identify opportunities for process improvement.

Equal Opportunity Employment

All qualified applicants will receive consideration for employment and will not be discriminated against based on race. color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information or any other consideration prohibited by law or contract.

Compliance with Disability Laws

It is the policy of PSG Global Solutions that qualified individuals with disabilities not be discriminated against because of their disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is also our policy to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. We are prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship.

VEVRAA

Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans.

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-I.35(c)

Originally posted on Himalayas