Corporate / Talent Acquisition Recruiter

The Corporate, Support & Talent Acquisition Recruiter is a hands-on, metrics-driven role responsible for the rapid, efficient, and continuous staffing of Nellis Auction's essential, entry-level, and frontline positions, as well as the sourcing and selection of corporate and support-function talent across departments such as HR, Finance, IT, Marketing, and Operations Administration. This role balances high-volume, high-speed hiring for warehouse, call center, and customer service roles with a more consultative, quality-focused approach for professional, technical, and administrative positions. Speed and volume remain key performance indicators for frontline hiring, while role fit, skills assessment, and hiring manager partnership are the primary measures of success for corporate and support recruiting.

High-Volume Sourcing & Execution

• Execute on daily and weekly hiring targets, prioritizing immediate needs for operational continuity.
• Proactively source, screen, and interview a continuous pipeline of candidates for high-turnover, entry-level roles (e.g., light industrial, forklift operator, processor).
• Manage the rapid processing of applications, background checks, and pre-employment requirements to minimize time-to-start.
• Coordinate all logistics for new hire "class-fill" events, including scheduling, notifications, and ensuring full attendance.

Corporate & Support Role Recruiting

• Own full-cycle recruiting for corporate and support positions (e.g., HR, Finance/Accounting, IT, Marketing, Operations Administration, People Analytics), from intake through offer.
• Partner with hiring managers to build accurate job descriptions, define role requirements, and establish a candidate evaluation framework for each opening.
• Source passive and active candidates for professional-level roles through targeted channels (LinkedIn Recruiter, niche job boards, referrals, and networking) rather than high-volume job postings alone.
• Conduct structured, competency-based interviews for corporate and support roles, calibrating with hiring managers on must-haves versus nice-to-haves.
• Manage offer negotiation, compensation benchmarking coordination, and closing conversations for corporate-level hires in partnership with HR leadership.
• Balance workload and prioritization across simultaneous frontline and corporate searches, adjusting sourcing strategy and cadence to match the urgency and seniority of each role.

Candidate and Stakeholder Flow

• Provide a fast, professional, and high-touch experience for all high-volume candidates, focusing on clear communication regarding role expectations and next steps.
• Provide a thoughtful, consultative candidate experience for corporate and support applicants, including timely feedback and transparency around process stage and timeline.
• Conduct efficient phone screens and rapid in-person/virtual interviews to assess candidate availability, fit, and readiness for frontline roles.
• Maintain constant communication with Operations and Customer Service leaders to understand real-time staffing needs and shift priorities as required.
• Maintain regular check-ins with corporate and support department leaders to understand evolving headcount needs, org structure changes, and role priorities.
• Partner extensively with local staffing agencies and community job placement resources to generate immediate candidate flow for frontline roles.

Process & Compliance

• Ensure all recruitment activities — both high-volume and corporate/support — are compliant with federal, state, and local hiring laws.
• Accurately and promptly update the Applicant Tracking System (ATS) to maintain a live count of open requisitions and candidate status across both frontline and corporate pipelines.
• Use recruitment metrics (e.g., Screen-to-Interview, Offer-to-Accept, time-to-fill by role type) to identify and troubleshoot bottlenecks, distinguishing between high-volume throughput issues and corporate-role sourcing/quality issues.