In-House Recruiter

Talent Global Llc; Belo Horizonte; Presencial; BRL 60 000 - 90 000; Tempo integral

Resumo da oferta

Talent Global is seeking an In-House Recruiter to rapidly identify, evaluate, and present exceptional talent for diverse client roles, from digital marketing to sales and operations.

You will conduct structured interviews, review portfolios, and learn unfamiliar roles quickly to maintain a high hiring standard and accurate candidate documentation. Collaboration with account managers and sourcers is essential for client success.

Qualificações

• Experience conducting structured interviews and evaluating candidates across multiple functions.
• Ability to rapidly learn new roles, terminology, and performance expectations.
• Strong judgment on candidate experience, communication, problem-solving and professionalism.

Responsabilidades

• Conduct daily structured Zoom interviews to assess experience, skills, and fit for Marketing, Design, Sales, Operations, and other functions.
• Review applications, resumes, work samples, and portfolios to determine suitability.
• Learn new roles quickly to evaluate candidates accurately.
• Maintain a high talent bar and provide clear candidate summaries for clients.
• Collaborate with account managers and talent sourcers to align with client hiring requirements.
• Manage candidate records, interview notes, and compensation expectations in CRM.
• Develop role-specific interview questions, scorecards, and assessments.
• Stay informed on market trends, compensation, and tool usage across functions.
• Follow up with placed contractors to support onboarding and success.

Conhecimentos

Fast-paced delivery

Sharp assessment

Quick learner

High talent bar

Proactive

Ferramentas

CRM systems

AI / automation

Make.com

Descrição da oferta de emprego

Working Hours: 7:00 AM – 3:00 PM Pacific Time / 10:00 AM – 6:00 PM Eastern Time

About the Role

Talent Global is looking for a sharp, fast-moving, and highly proactive In-House Recruiter to help identify, evaluate, and present exceptional talent for our clients.

This role is ideal for someone who can quickly understand different types of positions—from digital marketing and creative roles to sales, operations, and other specialized functions—and translate those requirements into an effective recruiting and interview strategy.

We want someone who thinks quickly, adapts easily, asks the right questions, and takes ownership of finding strong candidates.

Speed matters in this role. The right person will be able to work with urgency while maintaining a high standard for talent selection process, communication, and candidate evaluation.

Key Responsibilities

• Conduct Interviews: Perform structured Zoom interviews daily to evaluate candidates’ experience, communication skills, technical capabilities, professionalism, and overall fit for roles across Marketing, Design, Sales, Operations, and other functions.
• Evaluate Candidates: Review applications, resumes, work samples, and portfolios to determine whether candidates meet client expectations. This includes evaluating graphic design and advertising portfolios when relevant.
• Understand New Roles Quickly: Rapidly learn the responsibilities, terminology, required skills, and performance expectations of unfamiliar positions before beginning candidate evaluation.
• Maintain a High Talent Bar: Identify strong candidates rather than simply candidates who meet minimum requirements. Exercise sound judgment around experience, communication, problem-solving ability, professionalism, and overall quality.
• Collaborate with Stakeholders: Work closely with account managers and talent sourcers to understand client hiring requirements, priorities, feedback, and changes in recruiting strategy.
• Present Candidates: Prepare clear, professional, and accurate candidate summaries and evaluations for shortlisted candidates presented to clients.
• Manage the Talent Pipeline: Build and maintain a strong pool of pre-vetted professionals for recurring client needs and frequently requested positions.
• Maintain CRM & Documentation: Keep candidate records, interview notes, evaluations, compensation expectations, and recruiting activity accurate and up to date in internal systems.
• Develop Interviews & Assessments: Create role-specific interview questions, scorecards, assignments, and assessments that accurately measure candidates’ capabilities.
• Stay Market-Informed: Continuously learn about trends, terminology, tools, compensation, and expectations across digital marketing, creative, sales, and other commonly recruited functions.
• Contractor Follow-Up: Check in with placed contractors after hiring to support onboarding, identify issues early, and help maintain successful placements.
• Negotiate Rates: Discuss compensation expectations with candidates and negotiate rates within client budgets while protecting both candidate quality and company margins.
• Improve Recruiting Operations: Help improve internal recruiting systems, assessment scoring, reporting, data visualization, and workflow efficiency through automation using AI, Make.com, and related tools.
• Work Independently & Collaboratively: Manage responsibilities independently while maintaining fast, clear communication with talent sourcers, account managers, and the sales team.

What We Are Looking For

The ideal candidate is:

• Fast-moving: Works with urgency and maintains strong output without needing constant follow-up.
• Sharp: Quickly identifies important details, inconsistencies, strengths, weaknesses, and potential hiring risks.
• A fast learner: Can understand a new role, industry, or skill set quickly enough to evaluate candidates intelligently.
• Accurate: Moves quickly without becoming careless. Candidate evaluations and documentation must be dependable.
• Highly proactive: Does not wait to be told every next step. Identifies problems, asks questions, follows up, and pushes recruiting processes forward.
• Adaptable: Comfortable switching between very different roles, priorities, clients, and recruiting situations.
• Highly selective: Has a strong standard for talent and is willing to reject average candidates rather than lowering the bar to fill a pipeline.
• Curious: Actively researches unfamiliar terminology, tools, industries, and job functions rather than interviewing candidates with only surface-level knowledge.
• Decisive: Can form clear candidate opinions and explain the reasoning behind them.
• Organized: Able to manage multiple interviews, candidates, roles, and follow-ups without losing important details.
• Clear communicator: Communicates efficiently and professionally with candidates and internal teams.
• Process-minded: Looks for ways to make recruiting faster, more consistent, and more scalable through better systems and automation.

Success in This Role

A strong recruiter in this position should be able to receive a new job requirement, truly understand what the client actually needs quickly, develop the right evaluation criteria, interview candidates intelligently, and confidently distinguish exceptional candidates from average ones.

The goal is not simply to conduct interviews or move candidates through a pipeline.

The goal is to find strong talent quickly, evaluate them accurately, and maintain a consistently high hiring standard.