Recruiter

eTeam; Brea (CA); Hybrid; USD 65,000 - 90,000; Full time

Job summary

eTeam is seeking an experienced Recruiter to support a high-volume California banking market. You will independently manage the full recruiting lifecycle, partnering with district managers and leaders across multiple locations to fill roles efficiently.

The role emphasizes strong market knowledge, relationship-building, and advanced sourcing using Workday Recruiting, LinkedIn, Indeed, and referrals. Hybrid work with regular in-office collaboration is required.

Qualifications

• 3+ years of full-lifecycle recruiting in a complex, high-volume environment.
• Experience with Workday or a major ATS; familiarity with banking/financial services is a plus.
• Strong organizational and relationship-building skills.

Responsibilities

• Develop strong, trusted partnerships with District Managers, Market Leaders and hiring managers.
• Manage multiple requisitions across dispersed markets and timelines.
• Source via LinkedIn Recruiter, Indeed, referrals, events, and market outreach.
• Screen candidates and present evidence-based recommendations.
• Provide timely updates on pipelines, compensation, and challenges.

Skills

Market knowledge

Relationship building

Organizational skills

High-volume recruiting

Executive presence

Communication skills

Education

Bachelor's degree in HR or related field

Tools

Workday Recruiting

LinkedIn Recruiter

Indeed

Boolean search

Direct sourcing

Excel

Job description

Job Title: Recruiter

Duration: 06+ months contract with possible (FTE for the right person)

Location: Brea, CA 92821/ Glendale, CA 91203

Parking: Brea - free parking, Glendal - $100 per month

Hybrid: 3 office / 2 WFM (1 week in office)

Work Schedule: M-F 7:00-6:00pm flexible schedule

Interviews: 3 Teams interview - First with manager, 2nd with a peer recruiting manager, and finalist will be in person with manager Keep manager private until candidate is selected for interview

Must Haves

• Need someone who has sophistication and maturity to represents market well, most challenging with the highest expectations for service.
• Ability to speak knowledgably and confidently on the market, provide MRA, push back respectfully explain the why and be able to provide solutions respectfully
• Really strong organizational skills
• Helpful if recruiting within the banking industry or experience supporting large complex businesses.
• Experience in Workday or Phenom, or experience working with larger ATS systems
• Learning agility
• Relationship building and management experience
• High volume - average req 40 - 50

Position Summary

• We are seeking an experienced recruiter to support a complex, high-volume California branch banking market. This role requires someone who can independently manage the full recruiting lifecycle while serving as a trusted, highly responsive partner to business leaders.
• The ideal candidate is comfortable operating in a fast-paced environment with high expectations for execution, communication, and follow-through. They will build strong relationships with leaders both in person and virtually, understand the unique talent needs of their markets, and proactively identify recruiting strategies that help the business meet its workforce goals.
• Success in this role requires a strong sense of urgency, exceptional organization, the ability to manage multiple competing priorities, and the executive presence to confidently advise and influence leaders.

Key Responsibilities

Business Partnership & Relationship Management

• Develop strong, trusted partnerships with District Managers, Market Leaders, hiring managers, and other key stakeholders.
• Maintain a visible presence with the business through a combination of in-person and virtual partnership, including leader meetings, market visits, recruiting strategy discussions, and regular pipeline updates.
• Operate as a recruiting consultant rather than an order taker by understanding business priorities, anticipating talent needs, identifying risks, and recommending solutions.
• Provide leaders with clear, timely, and actionable updates on candidate pipelines, market conditions, compensation considerations, and recruiting challenges.
• Demonstrate confidence and executive presence when presenting recommendations, challenging assumptions, or influencing recruiting decisions.

Full-Lifecycle Recruiting

• Independently manage multiple requisitions across a geographically dispersed and complex market.
• Lead intake and strategy discussions to understand role requirements, candidate profiles, market conditions, sourcing strategy, compensation considerations, and hiring timelines.
• Develop proactive sourcing strategies utilizing LinkedIn Recruiter, Indeed, employee referrals, talent pipelines, hiring events, candidate rediscovery, and targeted market outreach.
• Conduct thorough candidate screens and provide leaders with clear, evidence-based recommendations.
• Manage candidates through interview, offer, prehire, and disposition processes while delivering a strong candidate experience.

Organization, Prioritization & Execution

• Successfully manage multiple requisitions, candidates, leaders, priorities, and deadlines simultaneously without sacrificing quality or responsiveness.
• Maintain strong organization and attention to detail across candidate activity, requisition management, follow-ups, leader commitments, and recruiting documentation.
• Lead with urgency, proactively identifying where action is needed and moving work forward without waiting for escalation.
• Demonstrate a high level of responsiveness to business partners and candidates, particularly when hiring needs or candidate situations require immediate attention.
• Consistently follow through on commitments and proactively communicate when priorities, timelines, or market conditions change.

Recruiting Strategy & Market Intelligence

• Develop market-specific sourcing strategies based on candidate availability, competition, compensation, geography, and business needs.
• Build sustainable talent pipelines for difficult-to-fill and recurring positions rather than relying solely on active applicants.
• Gather and communicate competitive market intelligence to help leaders make informed hiring decisions.
• Use recruiting metrics, pipeline data, and workforce information to identify gaps, anticipate hiring needs, and adjust recruiting strategies.
• Recognize when established recruiting approaches are not producing results and proactively recommend alternative strategies.

Technical Skills

• Strong proficiency with Workday Recruiting or a comparable enterprise ATS
• Experience with LinkedIn Recruiter, Indeed, Boolean search, direct sourcing, and candidate outreach
• Strong knowledge of full-lifecycle recruiting processes, including requisition management, interviewing, offers, dispositions, and prehire activities
• Experience with structured behavioral interviewing and candidate assessment
• Ability to analyze recruiting metrics, candidate pipelines, requisition aging, hiring trends, and sourcing effectiveness
• Working knowledge of compensation analysis and offer development
• Strong Excel and reporting/dashboard skills
• Knowledge of California recruiting practices, including pay transparency and employment-related compliance requirements
• Experience developing sourcing strategies for difficult-to-fill or geographically challenging markets
• Ability to translate recruiting and labor-market data into clear recommendations for business leaders

Critical Competencies

• Business partnership: Builds credibility quickly and develops strong relationships with leaders at multiple levels.
• Executive presence: Communicates confidently, professionally, and concisely with senior and high-expectation leaders.
• Responsiveness: Recognizes when something requires immediate attention and responds quickly without sacrificing quality or judgment.
• Sense of urgency: Drives work forward proactively and understands the business impact of recruiting delays.
• Organization: Maintains control of numerous requisitions, candidates, commitments, and follow-ups simultaneously.
• Multitasking and prioritization: Effectively shifts between competing priorities while maintaining visibility into critical work.
• Influencing and consulting: Uses market knowledge, data, candidate insights, and recruiting expertise to influence hiring decisions.
• Accountability: Takes ownership of searches and follows through consistently without requiring significant oversight.
• Adaptability: Quickly adjusts recruiting strategies as business priorities, candidate markets, or hiring conditions change.
• Judgment: Knows when to resolve an issue independently and when an issue requires escalation or broader partnership.

Experience

• 3+ years of full-lifecycle recruiting experience in a complex, high-volume environment
• Experience supporting retail banking, financial services, sales, or other distributed customer-facing operations, preferred
• Demonstrated experience partnering directly with senior leaders and high-expectation hiring managers
• Experience recruiting across multiple geographic markets simultaneously, preferred
• Experience managing difficult-to-fill positions and developing proactive sourcing strategies
• Experience working in a highly matrixed organization. preferred

What Success Looks Like

A successful recruiter in this role is someone leaders view as a trusted extension of their business, not simply their recruiting contact. They know their market, understand their talent, stay ahead of their work, communicate before leaders have to ask, and bring solutions when challenges arise. They are equally comfortable sitting across the table from a leader during an in-person market visit as they are driving a virtual strategy discussion with multiple stakeholders.

Importantly, hiring leaders should not have to chase information or action. The recruiter anticipates needs, creates clarity, follows through, and moves hiring forward with an appropriate sense of urgency.