This is a business role, not a HR role. You will have to be a smart recruiter who can negotiate, understand how profit margins work and the legal consequences. You will work closely with a busy CEO and recruit in the US as well as Asia. Your role is crucial to doingerp.com. You will have to be technology savvy and be able to work tech systems to scale and reduce effort. Day to Day work : A high-volume IT consulting recruiter's day is a fast-paced, dynamic balancing act, constantly juggling urgent demands from clients and candidates. Their primary goal is to quickly and effectively connect highly specialized IT talent with often immediate project needs. Here's a breakdown of their typical day-to-day duties: I. Morning Hustle (Often Starts Early): Email and Communication Triage: Responding to overnight emails from clients with new requirements or feedback on submitted candidates. Addressing urgent candidate inquiries (interview confirmations, offer questions, technical queries). Reviewing overnight applications in the Applicant Tracking System (ATS). Pipeline Management & Prioritization: Reviewing open requisitions (job orders) and prioritizing based on urgency, difficulty, and client importance. Identifying where each candidate is in the recruitment funnel (sourced, screened, interviewed, offered). Planning the day's outreach strategy. Client Communication & Intake Meetings: Quick check-ins with Account Managers or Sales teams to get updates on client needs, project changes, and new IT roles. Participating in "intake" calls for new IT projects to deeply understand the technical requirements, company culture, team dynamics, and client expectations. This is crucial for precise matching. Sourcing Strategy & Execution: Proactive Sourcing: This is a significant chunk of their day. Diving into various platforms: LinkedIn Recruiter: Utilizing advanced Boolean searches to find passive candidates with specific IT skills (e.g., Cloud Architects, DevOps Engineers, Data Scientists, Cybersecurity Analysts, ERP Specialists). Job Boards (Dice, Monster, Indeed, ClearanceJobs for cleared roles): Sifting through resumes and actively searching for new profiles. Internal Database/ATS: Leveraging their existing pool of vetted candidates. GitHub/Stack Overflow: For more technical roles, reviewing candidate code or contributions. Crafting Outreach Messages: Sending personalized inMails, emails, and sometimes cold calls to potential candidates, highlighting the exciting aspects of the consulting opportunity. II. Mid-Day Momentum: Candidate Screening Calls (High Volume): Conducting numerous phone screens to assess technical skills, experience, cultural fit, communication abilities, and availability for consulting engagements. Digging into specifics: "What's your experience with AWS Lambda vs. Azure Functions?", "Tell me about a complex data migration project you led." Understanding their career aspirations, compensation expectations, and work authorization. Qualifying candidates for specific projects based on technical alignment and client budget. Interview Scheduling & Coordination: Working tirelessly to align calendars between candidates, multiple client interviewers (often across different time zones), and internal teams. Sending out detailed interview confirmations, providing directions, and sharing relevant company/project information. Prepping candidates for interviews: offering insights into the client's culture, interview style, and potential technical questions. Briefing hiring managers on candidate backgrounds and key strengths. Candidate Management & Relationship Building: Providing timely feedback to candidates after interviews, both positive and constructive. Maintaining strong relationships with a large pool of active and passive IT professionals, understanding their evolving career goals. Keeping candidates engaged throughout the often lengthy consulting recruitment process. III. Afternoon Push & Wrap-Up: Client Feedback & Debriefs: Following up with hiring managers and client contacts for interview feedback. Conducting debrief sessions to gather comprehensive insights on candidates and align on next steps. Often advocating for their candidates and addressing any concerns or misconceptions. Offer Management & Negotiation: Extending competitive offers to selected candidates, outlining compensation, benefits, project scope, and start dates. Negotiating terms and conditions, often acting as a liaison between the candidate and the client. Excellent written and verbal communication skills, with the ability to clearly articulate complex legal concepts to diverse audiences. Strong analytical, problem-solving, and decision-making abilities. Proven ability to work collaboratively with various stakeholders (Legal, HR, Hiring Managers, Recruiters). High level of integrity, ethical conduct, and discretion when handling sensitive information. Proficiency with Applicant Tracking Systems (ATS) and other recruitment technologies. [Optional: HR certification, e.g., SHRM-CP, SHRM-SCP, PHR, or legal-specific certifications relevant to employment law.] Preferred Skills (Consider adding based on company needs): Experience working in a high-volume recruitment environment. Knowledge of specific state labor laws relevant to American Recruiting's primary operational areas. Familiarity with AI ethics in recruitment and how to mitigate potential algorithmic bias. Experience in conducting internal investigations related to recruitment compliance.