Recruiter II

This job posting is no longer active

Updated: December 21, 2019
Job ID: 215509
Status: Full-Time
Regular/Temporary: Regular
Location: Bethesda, MD, United States

Join the HJF Team!

HJF is seeking a Recruiter II to support the Human Resources Department located at Headquarters in Bethesda, MD.

Were you a STEM major who currently handles the hiring efforts in your lab and you’re looking to transition out of the lab? Or are you someone who has been in a Jr. Recruiter or Recruiter I capacity with hands on sourcing experience looking for that next step in your career? If so, this is the role for you! Your recruiting efforts for this position will support departments/programs focusing in infectious disease, traumatic brain injury and mental health, clinical rehab, cancer research, combat casualty care, human performance, precision medicine.


  • Conducts full life cycle recruiting process- including requisition intake, sourcing management, screening, scheduling and coordinating interviews; reference checks; salary negotiations; onboarding, and reporting/compliance.
  • Develops and implements effective recruitment strategies-Confers with Principle Investigators and Program Managers to develop and execute recruiting plans based on specific Departmental needs. Develops strategies and plans to broaden recruiting efforts. Coordinates and attends university/college fairs and networking events. Stays informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices. Participates in the development of ongoing creative and cost-effective recruiting strategies.
  • Attend program meetings as needed in Home Office or off site.
  • Work with Compensation to determine appropriate salary and job code.
  • Establish relationships with Hiring Manager; In person or phone in-take notes with Hiring Managers; provide consultation to hiring manager on detailed position specific and devise advertising/sourcing strategy for position.  
  • Adhere to equal opportunity/affirmative action guidelines, federal and state regulations and contract regulations in recruitment efforts- Maintains all pertinent applicant and interview data in HRIS Management System. Makes recommendations on compensation based on salary analysis, HJF compensation structure, and market information for fair and equitable hiring practices. Advises hiring managers on results of analysis. Follows OFCCP, DCAA and FAR guidelines and procedures.
  • Source, identify, and screen qualified candidates:
  • This includes supporting positions ranging from Lab Intern to Scientific Director for positions local to the DC Metro area, sites around the US, and may include around the world.
  • Build applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, social media venues, and internet sites; providing organization information, opportunities, and benefits; maintaining rapport.
  • Proactively recruit/headhunt candidates from job sites and networking.
  • Build and maintain pipeline of candidates for potential opportunities with HJF.
  • Sourcing from various venues to include LinkedIn, University boards, Social Media (Twitter, Facebook, Handshake, etc) in addition to University forums and list servs.
  • Coordinate in person, video and phone interviews with hiring managers and program managers. Disposition candidates in Peoplesoft/UltiPro. Send confirmation emails to candidate and interview panels. Send/discuss benefits to candidates who have been screened and are selected to interview (alongside interview confirmation).
  • Coordinate and attend university career fairs, open houses, and networking events. Build relationships with Career contacts and professors.
  • Assist with New Employee Workshop, an orientation program designed to meet and greet with new hires.
  • Serve as back up to Recruiter 1s as required.
  • Assist candidates from recruiting hotline with recruiting inquiries, questions regarding candidate job search, conduct brief screens with potential candidates; input notes into Talemetry.
  • Assist with packing boxes for career fairs.
  • Additional ad hoc projects as required.
  • May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for the role.

Required Knowledge, Skills, and Abilities:  Strong organizational and tracking skills, strong written and verbal communication, strong attention to detail, ability to collaborate in a team environment, initiative and self-motivated. Intermediate Word and strong Excel proficiency. Experienced with Outlook calendar. Ability to work in a high volume fast paced environment. Ability to evaluate the professional attitude and technical competencies of candidates. Previous experience with Video software (Zoom, Skype, etc.), scientific or medical recruiting experience preferred, and UltiPro experience a strong plus.

Minimum Education/Training Requirements:  Bachelor’s degree. Years of experience may be substituted for Bachelor’s degree.

Minimum Experience:  2 to 4 years of experience sourcing, recruiting, and working directly with hiring managers; preferably within healthcare, staffing, government contracting, or scientific setting.

Physical Capabilities:  Long periods of sitting at a computer

Supervisory: May supervise and mentor junior Recruiter

Travel: 10-15% local and domestic travel for job fairs, conferences, program visits, and possibly benefits roadshow.

Work Environment:  Office environment

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, addresses, education, and credentials, a criminal background check, drug screening, and a department of motor vehicle (DMV) check.  

HJF is an equal opportunity and affirmative action employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.