The Role
This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone.
Who You Are
You’re a recruiter who runs toward hard searches, not away from them. You don’t wait for a hiring manager to tell you the pipeline is thin; you’ve already been building it. You care about candidate experience not because someone told you to, but because you know it directly reflects the company you’re representing.
- Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet.
- Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it.
- Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering.
- Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it.
- Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people.
- You’ve closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones.
- You push back on unrealistic job descriptions and earn hiring managers’ trust by delivering anyway.
- You’ve worked in a fast-paced, high-growth technology company and want more of it — not less.
- You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them.
- Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating.
The Role
You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.
What You’ll Do
- Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there
- Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens
- Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible
- Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary
- Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily
- Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team
- Conduct structured reference checks for finalist candidates
- Extend and negotiate offers; close candidates with confidence and honesty
- Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks
- Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving
- Represent Expert Institute well to every candidate, every time, regardless of the outcome