Recruiter

Description

At Reach University, our teams create the proof of what's possible when a bold vision meets a deep belief in people. Every teacher and healthcare worker we serve, every employer, higher education and policy, and philanthropic partner we work alongside, every bit of the incredible work Reach does exists because of our incredible team working behind the scenes.  As our Recruiter, you’ll help identify future Reachers who fuel Reach's growth, and in doing so, you help point every new hire toward our North Star.

You don't see recruiting as a transactional function. You see it as a core driver of institutional capacity, culture, and long-term impact. You enjoy the thrill of finding the win-win between someone’s passion, aptitudes and skills, and the unique ways they can carry Reach's mission forward.

In this role, you'll own full-desk, full-lifecycle recruiting for roles across the organization, from intake through offer and onboarding. You'll partner closely with hiring managers to understand what their teams need, build strong and diverse candidate pipelines, and bring a rigorous, values-based, behavioral interviewing approach to every stage of the process. You care as much about the experience each candidate has as you do about the outcome, and you make sure every hire is not just qualified, but genuinely aligned with what Reach stands for.

Requirements

What You’ll Do:

• Own the Full Desk: Manage the entire recruiting lifecycle — intake, sourcing, screening, interview coordination, offer negotiation, and close — for roles across multiple departments simultaneously.
• Partner with Hiring Managers: Run intake meetings to understand role requirements, team dynamics, and success profiles, and advise managers on realistic, effective hiring strategies.
• Conduct Values-Based, Behavioral Interviews: Screen and assess candidates using values-based, behavioral interviewing methodologies to evaluate both role fit and alignment with Reach's core values.
• Coordinate the Interview Process: Schedule and coordinate interview loops, prepare interview panels, and ensure a consistent, well-run, and positive experience for every candidate.
• Manage Offers and Negotiation: Extend offers, negotiate compensation and start dates, and manage candidates through acceptance and pre-boarding.
• Maintain the Applicant Tracking System: Keep candidate records, pipeline stages, and requisition data accurate and current in the ATS to support clean reporting and a smooth candidate experience.
• Champion Candidate Experience: Ensure every candidate — hired or not — has a respectful, informative, and  transparent  experience with Reach.
• Support Employer Branding: Represent Reach's mission and culture authentically to prospective candidates, and contribute to initiatives that strengthen Reach's reputation as an employer.
• Track and Report on Hiring Metrics: Monitor pipeline health, time-to-fill, and other recruiting metrics, and use that data to continuously improve the hiring process.
• Ensure Compliance: Maintain hiring practices that comply with applicable employment laws and regulations, and keep documentation audit-ready.

What You'll Bring to the Table:

• Full-Cycle Recruiting Expertise: Proven experience owning every stage of the hiring process, from intake to close, with the ability to run a full desk across multiple concurrent searches.
• Corporate Recruiting Background: Experience recruiting in a fast-paced corporate environment, bringing a results-driven, business-minded approach to hiring.
• Values-Based Interviewing Skill: Deep familiarity with values-based, behavioral interviewing methodologies, and the ability to train and calibrate hiring managers on them.
• Strong Relationship Management: Experience building trust and credibility with hiring managers, candidates, and cross-functional partners.
• Sourcing Savvy: Comfort proactively sourcing candidates rather than relying solely on inbound applicants, especially for hard-to-fill or competitive roles.
• Data-Informed Approach: Ability to use pipeline and hiring data to diagnose bottlenecks and continuously improve the recruiting process.
• Clear Communication: Ability to communicate Reach's mission and opportunity clearly and compellingly, tailoring your message to candidates, hiring managers, and leadership.
• Adaptability: Comfort operating with autonomy and shifting priorities in a growing, fast-paced organization.