Note: The job is a remote job and is open to candidates in USA. The Siegel Group operates a nationwide, multi-entity organization with hiring needs across residential, hospitality, corporate, and operational functions. The Recruiter will lead full-cycle recruiting, develop sourcing strategies, advise hiring managers, manage requisitions and recruiting metrics, and deliver a strong candidate and hiring-manager experience.
Responsibilities
- Serve as a trusted recruiting partner to hiring managers and business leaders, building relationships through regular face-to-face meetings, candid communication, responsiveness, and reliable follow-through
- Conduct detailed requisition intake meetings to understand the role, business need, team environment, required qualifications, compensation parameters, hiring timeline, and definition of a successful candidate
- Advise leaders on market conditions, candidate availability, compensation competitiveness, interview strategy, and realistic hiring timelines; escalate barriers early and recommend clear action plans
- Translate operational and workforce needs into proactive recruiting plans for recurring, difficult-to-fill, seasonal, growth-related, and leadership positions
- Challenge assumptions professionally and collaborate with hiring managers to refine search criteria when a pipeline is not producing qualified candidates
- Own the full recruiting lifecycle from requisition intake through sourcing, screening, interview coordination, selection, offer support, pre-employment processing, and final disposition
- Recruit across a broad range of positions , including property and hospitality operations, maintenance, housekeeping, security, management, corporate support, marketing, construction, finance, technology, and executive-level roles
- Develop role-specific sourcing strategies using Paycom, LinkedIn Recruiter, Indeed, job boards, direct outreach, networking, referrals, community partnerships, hiring events, professional associations, and search firms when appropriate
- Actively identify and engage passive candidates rather than relying solely on incoming applications, particularly for professional, leadership, and hard-to-fill roles
- Conduct thorough phone screens and qualification assessments before presenting candidates, evaluating experience, motivation, communication, compensation alignment, schedule or travel requirements, and overall fit
- Maintain a high standard for candidate quality and continuously adjust sourcing efforts until hiring managers have a credible, competitive slate of candidates
- Maintain complete ownership of assigned requisitions , ensuring job postings, candidate stages, interview activity, hiring-manager feedback, dispositions, and requisition status are accurate and current in Paycom
- Provide timely weekly recruiting reports and regular updates that clearly communicate pipeline health, candidate activity, aging requisitions, hiring risks, next steps, and recommended actions—not simply raw activity data
- Track and use recruiting metrics such as time-to-fill, time-in-stage, source effectiveness, candidate conversion, offer acceptance, and hiring-manager satisfaction to improve results
- Follow up consistently with hiring managers to obtain interview feedback, move candidates through the process, resolve bottlenecks, and prevent strong talent from being lost through delays
- Ensure recruiting records , job postings, interview practices, offers, and candidate communications are accurate, professional, consistent, and compliant with applicable laws and company policies
- Represent The Siegel Group professionally and create a responsive, respectful candidate experience from first contact through final disposition
- Prepare hiring managers for effective interviews, support consistent evaluation standards, and help leaders make timely, informed hiring decisions
- Maintain productive relationships with external agencies, community organizations, schools, workforce programs, and other talent partners; evaluate results and manage outside resources responsibly
- Partner with Human Resources , Operations, Marketing, and company leadership on employer branding, hiring events, internal mobility, workforce planning, and continuous improvement initiatives
Skills
- At least 3-5 years of progressive full-cycle recruiting or talent acquisition experience, including responsibility for both high-volume and professional-level searches
- Demonstrated success managing multiple requisitions, hiring managers, priorities, and deadlines across different functions or locations
- Strong sourcing and candidate-engagement skills, including direct outreach to passive candidates
- Experience conducting structured candidate screens and presenting well-vetted candidates with clear, concise recommendations
- Ability to build credibility with leaders, communicate candidly, influence decisions, and maintain strong working relationships
- Strong organizational discipline, attention to detail, judgment, urgency, and follow-through
- Ability to interpret recruiting data, identify risks or trends, and present actionable updates to leadership
- Proficiency with applicant tracking systems, job boards, LinkedIn, Microsoft Office, and modern recruiting technology
- Recruiting experience within multi-family residential, extended-stay hospitality, hotels, property management, construction, or another multi-location service organization
- Experience recruiting across multiple states and supporting geographically dispersed hiring managers
- Experience filling corporate or specialized roles in marketing, construction, finance, technology, human resources, or senior leadership
- Paycom ATS and LinkedIn Recruiter experience
- Bilingual English/Spanish communication skills
Company Overview