Recruiter

Anytime-Fitness; Sioux Falls (SD); On-site; USD 55,000 - 75,000; Full time

Job summary

Anytime-Fitness is seeking a Recruiter to develop and manage recruiting strategies across the organization and locations. You will advise hiring leaders, evaluate candidates, and use recruiting data to improve outcomes.

Responsibilities include partnering with managers, coordinating interviews, managing postings, pipelines, and ensuring compliance with hiring policies. This role requires strong communication, organization, and the ability to work independently in a fast-paced environment.

Qualifications

• Bachelor's degree in HR, business, or related field.
• Minimum 2 years of recruiting experience.
• SHRM-CP credential preferred.

Responsibilities

• Develop and implement recruiting strategies across locations.
• Partner with hiring managers to assess staffing needs and priorities.
• Manage job postings and candidate pipelines across channels.
• Coordinate interview process and candidate communication.
• Ensure compliance with employment laws and company policies.

Skills

Communication skills

Relationship building

Analytical skills

Organizational skills

Independent work

Recruiting knowledge

MS Office

ATS

Education

Bachelor's degree in HR or related field

2 years recruiting experience

SHRM-CP preferred

Tools

Microsoft Office

Applicant Tracking System (ATS)

Job description

Description

JOB SUMMARY:

The Recruiter develops and manages recruiting strategies that support staffing needs across the organization’s companies and locations. This role advises hiring leaders, evaluates and recommends candidates, and uses recruiting data and market insights to improve hiring outcomes. The Recruiter exercises independent judgment in developing sourcing approaches and improving recruiting practices while ensuring a consistent, positive candidate experience.

DUTIES/RESPONSIBILITIES:

• Develop and implement recruiting strategies across companies and locations, determining effective sourcing methods and adapting approaches to address hiring challenges and business priorities.
• Partner with hiring managers to assess current and anticipated staffing needs and hiring priorities; advise on position requirements, candidate availability, and selection strategies to improve hiring outcomes.
• Develop, evaluate, and implement recruiting procedures and assessment tools in partnership with the HR Director to improve consistency, effectiveness, and the candidate experience.
• Manage job postings to ensure openings are accurate, current, and aligned with approved staffing needs.
• Source qualified candidates and maintain candidate pipelines through job boards, social media, databases, employee referrals, and relationships with community organizations and educational institutions.
• Partner with Marketing and local market leaders to develop targeted recruiting campaigns, employer branding, and outreach strategies, including job fairs and community events.
• Evaluate candidates beyond minimum qualifications through interviews and assessment of relevant experience, skills, and demonstrated competencies; recommend qualified candidates to hiring managers to support hiring decisions.
• Guide hiring managers in effective interviewing, candidate evaluation, and application of company hiring policies, escalating exceptions and complex compliance matters to the HR Director.
• Coordinate the interview process, ensuring clear communication and timely follow-up with candidates and hiring managers.
• Support hiring managers in preparing offer letters, ensuring accuracy and alignment with approved compensation guidelines and required approvals.
• Coordinate reference and background checks in accordance with company policy and applicable requirements.
• Partner with hiring managers and HR to collect required documentation, communicate pertinent new hire information, and support a smooth transition from recruiting to onboarding.
• Maintain accurate and timely candidate records in the applicant tracking system (ATS), protecting confidential information throughout the hiring process.
• Analyze recruiting performance, including time to fill, candidate quality, offer acceptance, and recruiting costs; evaluate labor market conditions and advise leadership on hiring barriers and recommended solutions.
• Partner with HR and hiring leaders to evaluate new hire retention and early turnover trends and implement approved improvements to sourcing, screening, and communication of job expectations.
• Evaluate recruiting platforms, vendors, and outreach opportunities; recommend investments and allocate approved recruiting resources based on hiring needs and results.
• Identify, evaluate, and implement innovative approaches and technology solutions to streamline recruiting processes and improve efficiency.
• Ensure recruiting and hiring practices comply with applicable local, state, and federal employment laws and regulations; support recruiting audits and required compliance documentation.
• Respond to routine questions about hiring policies and procedures and direct complex inquiries to the appropriate HR team member.
• Support special HR projects and related policy updates as assigned by the HR Director or leadership.
• Perform other related duties as assigned.

REQUIRED SKILLS/ABILITIES:

• Strong communication and relationship-building skills, with the ability to advise hiring managers and engage candidates.
• Sound judgment and analytical skills, with the ability to evaluate candidates, recruiting data, and alternative approaches.
• Strong organizational skills and attention to detail.
• Initiative and the ability to work independently while managing competing hiring priorities and deadlines.
• Working knowledge of recruiting practices, interviewing methods, and applicable hiring requirements.
• Proficiency with Microsoft Office and applicant tracking systems, with the ability to evaluate and adopt recruiting technologies.
• Ability to adapt to changing business needs and maintain productivity in a fast-paced environment.
• Ability to handle sensitive information with discretion and confidentiality.

EDUCATION AND EXPERIENCE:

• Bachelor's degree in human resources, business, or related field and/or equivalent experience.
• 2 years’ recruiting experience preferred.
• SHRM-CP credential preferred.

WORK ENVIRONMENT:

• Work is performed in a small office setting.

TRAVEL REQUIREMENTS:

• Less than 10% on an annual basis.

PHYSICAL REQUIREMENTS:

• While performing the duties of this job, the employee may be regularly required to?stand, sit, talk, hear, reach, stoop, kneel.
• Must be able to lift up to 15 pounds at times.