Contract Recruiter

Fotlinc; Nashville (TN); On-site; USD 60,000 - 95,000; Full time

Job summary

Fotlinc in Nashville, TN seeks a Contract Recruiter to accelerate hiring through disciplined sourcing, consultative partnerships, and efficient selection practices. You’ll deliver qualified candidate slates, maintain accurate recruiting data, and enable sound hiring decisions while ensuring a positive candidate experience.

The role emphasizes building proactive pipelines, market insights, and inclusive sourcing across priority roles to support business needs and talent strategy.

Qualifications

• Bachelor’s degree preferred; equivalent relevant experience accepted.
• 3+ years of full-cycle recruiting experience.
• Proven ability to source and engage passive talent using networks, research tools, referrals, databases, and direct outreach.
• Experience partnering with hiring managers to define requirements, assess talent, and move searches to timely decisions.
• Working knowledge of structured interviewing, fair and consistent selection practices, and applicable employment requirements.
• Proficiency with applicant tracking systems, sourcing platforms, Microsoft Office tools, and recruiting metrics.
• Strong written and verbal communication, organization, judgment, and discretion with confidential information.

Skills

Full-cycle recruiting

Passive talent sourcing

Stakeholder partnership

Structured interviewing

ATS proficiency

Sourcing platforms

MS Office tools

Recruiting metrics

Strong communication

Education

Bachelor’s degree or equivalent experience

Tools

ATS (Applicant Tracking Systems)

LinkedIn Recruiter

Research tools

Job description

Role Purpose

Accelerate the hiring of high-quality talent for priority business needs by combining disciplined sourcing, consultative partnership, efficient selection practices, and a strong candidate experience. The Contract Recruiter is accountable for delivering timely, diverse, and qualified candidate slates; enabling sound hiring decisions; and maintaining accurate recruiting data throughout the assignment.

Key Outcomes

1. Priority Roles Filled with High-Quality Talent

Deliver qualified, interview-ready candidate slates within agreed timelines for assigned requisitions.

Convert priority searches into accepted offers that meet role requirements, compensation parameters, and business needs.

Maintain hiring quality by validating relevant experience, capabilities, motivation, and organizational fit before presentation.

2. Proactive and Sustainable Talent Pipelines

Build targeted pipelines for recurring, specialized, and hard-to-fill roles using multiple sourcing channels.

Produce market insights on talent availability, competitor activity, location, and compensation to improve search strategy.

Increase access to underrepresented and passive talent through intentional outreach and inclusive sourcing practices.

3. Trusted Hiring Manager Partnership

Establish clear success profiles, selection criteria, search plans, and decision timelines at launch.

Provide concise, evidence-based updates that identify progress, risks, market feedback, and needed decisions.

Influence timely, consistent, and equitable selection decisions while constructively challenging misalignment or avoidable delays.

4. Strong Candidate Experience and Employer Brand

Create a responsive, transparent, and respectful candidate journey from initial contact through disposition or offer acceptance.

Represent the organization, brands, culture, and opportunity accurately and compellingly in the talent market.

Resolve candidate concerns and process breakdowns quickly, preserving trust and protecting the employer brand.

5. Efficient, Compliant Recruiting Execution

Keep requisitions, candidate stages, interview feedback, and disposition reasons accurate and current in the applicant tracking system.

Advance candidates at a pace that supports hiring goals while meeting company policy and applicable employment requirements.

Use funnel data to identify bottlenecks, improve conversion, and focus recruiting effort on the highest-value activities.

6. Assignment Impact and Knowledge Transfer

Meet the defined hiring priorities, service expectations, and deliverables for the contract period.

Leave candidate pipelines, recruiting records, and open-search status organized and actionable for the ongoing team.

Document relevant market intelligence, process improvements, and follow-up actions before the assignment concludes.

Competencies

Results Orientation:

Translates hiring priorities into measurable recruiting outcomes and maintains momentum through obstacles and shifting demands.

Talent Judgment:

Evaluates evidence objectively, recognizes transferable capability, and presents candidates who align with the defined success profile.

Consultative Partnership:

Builds credibility quickly, clarifies needs, uses market evidence to advise stakeholders, and creates shared accountability for hiring decisions.

Candidate Advocacy and Communication:

Communicates with clarity, responsiveness, and respect while balancing candidate interests with business requirements.

Operational Discipline:

Manages a varied requisition portfolio with accurate records, sound prioritization, reliable follow-through, and appropriate confidentiality.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field preferred; equivalent relevant experience accepted.
• 3+ years of full-cycle recruiting experience, including demonstrated success managing multiple searches simultaneously.
• Proven ability to source and engage passive talent using professional networks, research tools, referrals, databases, and direct outreach.
• Experience partnering with hiring managers to define requirements, assess talent, and move searches to timely decisions.
• Working knowledge of structured interviewing, fair and consistent selection practices, and applicable employment requirements.
• Proficiency with applicant tracking systems, sourcing platforms, Microsoft Office tools, and recruiting metrics.
• Strong written and verbal communication, organization, judgment, and discretion with confidential information.

Key Performance Indicators

• Time to qualified slate: Percentage of priority requisitions with an agreed number of qualified candidates presented within the target timeframe.
• Time to fill: Median days from approved requisition to accepted offer compared with the agreed target by role type.
• Qualified slate conversion: Percentage of submitted candidates advanced to hiring manager interview.
• Offer acceptance rate: Percentage of extended offers accepted within approved compensation parameters.
• Stakeholder and candidate experience: Hiring manager satisfaction and candidate responsiveness/experience results at or above the established target.