Corporate Recruiter

PayTech; Denver (CO); On-site; USD 80,000 - 115,000; Full time

Job summary

PayTech is seeking a strategic Talent Acquisition partner located in Denver, CO. You will own the full recruitment lifecycle, partnering with hiring leaders to deliver qualified talent for consulting and corporate roles while supporting onboarding and HR functions.

You will build diverse pipelines, advise on market conditions, and ensure a superior candidate experience. Success is measured by timely delivery, interview quality, offer outcomes, pipeline strength, and data accuracy, following

Qualifications

• Typically requires five or more years of full-cycle recruiting or talent acquisition experience across multiple functions and levels.
• Proficient with ATS, sourcing tools, and data-driven recruiting practices.
• Ability to manage a responsive, inclusive candidate experience and to partner with hiring managers and clients.

Responsibilities

• Attracts, sources, evaluates, and refers qualified candidates through various channels and builds pipelines for recurring and hard-to-fill roles.
• Develops proactive pipelines by engaging passive talent and cultivating long-term relationships.
• Creates tailored recruiting strategies for each search and advises hiring managers on search approach and inclusive interviewing.

Skills

Full-cycle recruiting

Sourcing

Structured interviewing

Candidate management

Stakeholder communication

Tools

Applicant Tracking Systems (ATS)

Recruiting platforms

Video interviewing tools

Sourcing technologies

Reporting tools

Microsoft 365

Job description

This position must be located in Denver, CO.

FLSA STATUS: Exempt

REPORTS TO: VP of Human Resources

SUMMARY: This position serves as a strategic talent acquisition partner to hiring leaders, anticipating workforce needs and delivering qualified talent for consulting and corporate positions. This role manages the full recruitment lifecycle, builds diverse and sustainable talent pipelines, advises hiring managers on market conditions and selection practices, and creates consistent, high-quality candidate experiences. The position also supports onboarding and other HR functions while providing responsive service to candidates, employees, hiring managers, and clients.

Recruitment success will be evaluated through timely delivery of qualified candidates, hiring manager and candidate experience, quality of hire, offer acceptance, pipeline strength, data accuracy, and adherence to applicable hiring policies and regulations.

JOB REPONSILITIES

• Attracts, sources, evaluates, and refers qualified candidates through the applicant tracking system, professional networks, employee referrals, targeted outreach, recruiting events, talent communities, and other appropriate sourcing channels; builds pipelines for recurring and hard-to-fill roles.
• Develops proactive pipelines for recurring and hard-to-fill roles by identifying and engaging passive talent through professional networks, industry associations, and direct outreach; cultivates long-term relationships so qualified candidates are engaged before requisitions open.
• Develops a tailored recruiting strategy for each search using role requirements, labor-market conditions, sourcing data, and anticipated hiring challenges. Advises hiring managers on search strategy, inclusive interviewing, candidate assessment, and timely selection decisions.
• Builds trusted relationships with hiring managers by conducting intake meetings, clarifying role requirements and evaluation criteria, establishing service expectations, and providing regular progress updates throughout each search.
• Sources and screens candidates, conducts structured interviews, assesses qualifications against job-related criteria, supports candidate selection, and partners with Senior Leadership to develop and communicate competitive offers within approved compensation guidelines.
• Manages an efficient and inclusive interview process by presenting qualified candidates, coordinating interviews, preparing interview teams, gathering timely and job-related feedback, communicating with candidates, and keeping hiring decisions on schedule.
• Maintains accurate and timely applicant tracking system records and recruiting activity, monitors hiring workflows, and prepares recruiting metrics and reports to identify trends, bottlenecks, and opportunities for improvement.
• Coordinates pre-employment and new-hire activities, including offer documentation, required information collection, handoffs to internal partners, and new employee orientation, to create a smooth transition from candidate to employee.
• Fills assigned positions efficiently and effectively by managing requisition priorities, maintaining responsive candidate and hiring-manager communication, identifying process risks early, and balancing speed with quality and compliance.
• Builds and manages relationships with staffing agencies, recruiting technology providers, and other talent partners if applicable; establishes expectations, monitors service and results, and supports responsible use of recruiting resources.
• Leads or supports talent acquisition projects, including applicant tracking system enhancements, recruiting policies and procedures, employer branding, interview training, process improvement, and adoption of new recruiting tools and practices.
• Other talent acquisition and human resources duties as assigned by the Vice President of Human Resources.

TO SUCCEED IN THIS ROLE:

• Typically requires five or more years of full-cycle recruiting or talent acquisition experience, or an equivalent combination of relevant education and experience, with demonstrated ability to recruit across multiple functions and organizational levels.
• Ability to communicate the company’s mission, values, employee experience, and role opportunities credibly and consistently to prospective candidates.
• Demonstrated ability to deliver a responsive, respectful, and consistent experience for candidates, hiring managers, employees, and clients throughout the recruiting process.
• Proficiency with applicant tracking systems, recruiting platforms, video interviewing tools, sourcing technologies, reporting tools, and Microsoft 365.
• Working knowledge of applicable employment laws, fair and inclusive hiring practices, candidate data privacy, and responsible use of recruiting technology.
• Talent acquisition, recruiting, or human resources certification is preferred but not required.

This position must be able to remain in a stationary position at least 50% of the time.

This job description is subject to change at any time.