Contract Recruiter

Gofractional; Lehi, Northern (UT, KY); Hybrid; USD 41,000 - 55,000; Part time

Job summary

Vasion is seeking a Contract Recruiter to lead full-cycle recruiting across our growing team. This six-month contract position owns requisitions from intake to offer across various functions, partnering with HRBPs and hiring leaders to maintain pipelines while preserving candidate experience and quality of hire.

You'll coordinate interviews, assess candidates with structured screening, and drive a positive, professional touch at every stage.

Qualifications

• 3–5 years of full-cycle recruiting across multiple functions (sales, engineering, marketing, operations, G&A).
• Translate hiring managers' needs into compelling job postings and search strategies.
• Proficient with multiple sourcing channels (LinkedIn Recruiter, job boards, niche networks).
• Structured phone/video screening; behavioral interviewing; assess for skills, experience, and culture fit.

Responsibilities

• Lead full-cycle recruiting across multiple departments from intake to offer.
• Partner with HRBPs, People Ops, and hiring leaders to maintain pipelines and candidate experience.
• Own requisitions and manage timelines; provide evidence-based recommendations to hiring managers.

Skills

Full-Cycle Recruiting

Sourcing & Pipeline

Candidate Assessment

Interview Coordination

ATS & Data Hygiene

Stakeholder Communication

Process Improvement

Cross-Functional Collaboration

Tools

Rippling

Job description

About the role

Vasion is looking for a Contract Recruiter to lead full-cycle recruiting across our growing team. This is a six-month contract position, with the possibility of extension based on business needs and performance. You'll own requisitions from intake to offer across a variety of departments, act as a trusted advisor to hiring managers, and represent Vasion's culture and brand to every candidate you touch. You'll work closely with HRBPs, People Ops, and hiring leaders to keep pipelines moving without sacrificing candidate experience or quality of hire.

Contract length: 6 months, with possible extension

Engagement type: Contract (temporary)

Core Skills & Competencies

Full-Cycle Recruiting Expertise

• 3-5 years of full-cycle recruiting experience across a range of functions (e.g., sales, engineering, marketing, operations, G&A) - comfortable moving between requisition types rather than specializing in one
• Ability to quickly get up to speed on the competencies and evaluation criteria for a new role type by partnering closely with the hiring manager
• Ability to translate a hiring manager's "what I need" into a compelling, differentiated job posting and search strategy

Sourcing & Talent Pipelining

• Fluency across multiple sourcing channels: LinkedIn Recruiter, general and niche job boards, and role-specific networks
• Skilled at proactive, creative outreach to passive candidates - personalized messaging that gets responses, not templated blasts
• Able to build and nurture a talent pipeline ahead of need, not just react to open requisitions

Candidate Assessment

• Structured phone/video screening skills - competency-based and behavioral interviewing techniques
• Ability to assess for both role fit (skills, experience, track record) and culture fit (values alignment, working style)
• Comfortable giving hiring managers clear, evidence-based recommendations rather than a simple pass/fail

Process & Candidate Experience Management

• Strong interview coordination skills - scheduling across multiple stakeholders, managing panel logistics, and keeping timelines tight
• A service mindset toward candidates: proactive communication, timely feedback loops, and a polished experience from first touch to offer (or respectful, timely closure if not moving forward)
• Comfortable managing a full requisition load across multiple departments simultaneously without dropping details

ATS & Data Hygiene

• Proficiency with an applicant tracking system (Vasion currently uses Rippling) — accurate stage-tracking, notes, and candidate status updates
• Disciplined documentation habits that support compliant, auditable hiring records and clean reporting

Stakeholder Communication

• Confident communicating with hiring managers, HRBPs, and leadership - comfortable adjusting tone and detail level depending on audience (a quick pipeline update for a manager vs. a broader recruiting update for leadership)
• Able to push back constructively when a role spec, timeline, or process isn't set up for success

Process Improvement Mindset

• Naturally looks for friction in the hiring process - slow stages, unclear ownership, candidate drop-off points and proposes fixes rather than flagging problems
• Comfortable operating in a lean, fast-moving environment where the recruiting process may still be evolving

Cross-Functional Collaboration

• Partners effectively with HRBPs and hiring managers across departments to balance urgent, immediate hiring needs against long-term team-building goals
• Able to work independently once aligned on a hiring plan, with regular check-ins rather than heavy oversight
• Comfortable stepping into a fixed-term engagement and ramping quickly, with an eye toward handing off clean, well-documented pipelines if the contract concludes at term