CORP - Senior Technical Recruiter (Remote) - Washington, United States - Money Fit by DRS

Description

Apogee is seeking a full-time

Senior Technical Recruiter

located in the

National Capital Region .

As part of the Talent Acquisition team the Technical Recruiter will be responsible for full-cycle recruiting for the National Capital Region, as well as assisting with proposal efforts.

This position is 100% remote.
Why work with us?

Apogee Engineering, LLC is a provider of research, engineering, operations, software, cyber, intel, training, technical services, financial and administrative expertise across an array of DOD and Federal Civilian customers.

Our company was founded on the commitment of making a positive difference for our customers and our people.

Apogee's culture is infused with integrity and a passion for excellence, which has propelled us into the ranks of an elite small business company.

Apogee is known for an unwavering dedication to our client's success, a warm and employee-centric work environment, and an enthusiasm to provide the right solution at the right time.

What you'll be doing:
Consult with hiring manger, draft detailed job descriptions and compelling job postings, determines effective screening questions, and posts requisitions.

Work with Program Managers and Directors to develop loss projections, staffing plans, and perform recruiting to secure qualified candidates within the National Capital Region on short timelines.

Work with proposal team to develop staffing plans and perform recruiting to secure key resources necessary for submitting a competitive proposal.

Build a network of government contracting industry professionals via LinkedIn, Clearance Jobs, etc.; leverage relationships to source qualified candidates for open positions.

Research and write job descriptions for new positions.
Develop creative sourcing strategies and sources talent utilizing the ATS, job boards, postings, referrals, and attending events. Monitor sourcing strategies to determine effectiveness and adjust as needed.
Consult with candidates, find out what drives them, and guide candidates through the hiring process.
Screens talent to ensure candidates are qualified and fully vetted for the role.
Negotiates offers, prepares offer letters, and follows up to ensure success in closing candidates.
Attends/conducts meetings with hiring managers to determine current and upcoming needs.
Works special projects as assigned; including new contract transitions and corporate projects such as process improvement or innovation initiatives.
Travel may be required for site visits or career fairs

What you'll need:
Minimum of a Bachelor's degree with 10+ years of full lifecycle recruitment experience or equivalent combination of education and experience
Experience with DoD recruiting and/or technical recruiting is highly desired
Experience cold calling and building relationships
Experience identifying, engaging, and screening candidates
Experience assessing candidate's qualifications against Performance Work Statement (PWS) and Statements of Work (SOW)
Experience with negotiations and selling the value of the position
Strong verbal and written communication skills

Benefits & Compensation:

Apogee offers two medical plans, a high deductible health plan with a HSA and HRA and a traditional POS plan with co-pays, dental, vision, 401(k), life insurance, PTO, paid holidays, parental, military, and jury duty paid leaves.

Regular part time employees scheduled for twenty-four or more hours per work week are eligible for benefits on a pro-rated basis.

This position is eligible for a discretionary annual bonus.
The base pay for this position is

$101,000 to $168,000

across the U.S. There is also a different range applicable for specific work locations.

Base pay is based on a number of factors and may vary depending on job-related knowledge, experience, skills, abilities, training and education.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

41 CFR c)

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