Distro

Worldwide talent sourcing, interviewing, payroll automation

Talent Acquisition Specialist

Generalist RecruitingConfirmed live in the last 24 hours

Full-timeChandler, AZ, USA$75k - $90k /yr

About the Job

Requirements

At least 3 years of full-cycle recruiting experience, preferably supporting high-volume U.S. hiring.
Experience in an RPO, staffing agency, high-volume corporate Talent Acquisition team, or similarly metrics-driven recruiting environment.
Ability to manage multiple requisitions, hiring managers, job types, candidates, and deadlines simultaneously.
Experience recruiting non-sales positions across multiple departments or professional disciplines.
Strong direct-sourcing and outbound candidate-engagement skills, including passive-candidate outreach.
Ability to quickly understand different positions and translate business requirements into effective sourcing and screening criteria.
Experience using an applicant tracking system, LinkedIn Recruiter, job boards, Microsoft Office, Microsoft Teams, and related recruiting tools.
Ability to work independently, adapt to changing priorities, and maintain urgency in a fast-paced environment.
Commitment to candidate experience, confidentiality, and consistent job-related recruiting practices.

Responsibilities

Manage full-cycle recruiting for multiple non-sales positions across different departments, business units, and U.S. locations.
Support a varied portfolio that may include corporate, administrative, customer service, operations, implementation, payroll, human resources, finance, technology, and other professional roles.
Prioritize requisitions based on business urgency, hiring goals, position complexity, and pipeline health.
Maintain consistent recruiting activity across concurrent searches without sacrificing candidate quality or follow-through.
Adjust sourcing strategies as priorities, hiring demand, and labor-market conditions change.
Develop targeted sourcing strategies based on the position, location, talent market, and required qualifications.
Identify and engage active and passive candidates through LinkedIn Recruiter, job boards, ATS databases, referrals, professional networks, direct outreach, and other approved channels.
Conduct outbound candidate outreach and cold calling for difficult-to-fill and high-priority positions.
Build reusable talent pipelines for recurring and forecasted hiring needs.
Evaluate sourcing channels using response rates, candidate quality, pipeline conversion, and hiring outcomes.
Review applications and conduct structured screening interviews against the specific requirements of each position.
Evaluate relevant experience, functional knowledge, communication skills, motivation, compensation expectations, work-location requirements, and career interests.
Identify transferable experience when candidates come from adjacent industries or roles.
Present qualified candidates with concise, evidence-based summaries of relevant experience, strengths, motivation, compensation alignment, and areas requiring further assessment.
Manage candidates through sourcing, screening, interview coordination, feedback, offer communication, pre-employment steps, and disposition.
Maintain timely, professional communication with candidates throughout the process.
Conduct effective intake conversations to understand position requirements, business priorities, compensation parameters, and preferred candidate profiles.
Provide consistent pipeline updates, set realistic market expectations, and follow up for timely interview feedback.
Recommend adjustments when the original recruiting strategy or target profile is not producing results.
Maintain complete and timely candidate and requisition information in the applicant tracking system.
Track outreach, screenings, submissions, interviews, offers, hires, aging, conversion, and source effectiveness.
Use recruiting data to identify pipeline gaps, process delays, and opportunities to improve results.
Maintain accurate, confidential, and compliant candidate and personnel records.

Desired Qualifications

Recruiting experience within PEO, HCM, payroll, HR services, employee benefits, professional employer services, or business services.
Experience recruiting for organizations with multiple business units, brands, locations, or operating companies.
Experience supporting multi-state hiring across the United States.
Experience recruiting corporate, operational, administrative, customer-facing, technical, and functional positions.
Familiarity with recruiting performance metrics, service-level expectations, and high-volume delivery models.

Salary Range: 75000 to 90000 (Currency: USD) (Pay period: per-year-salary)

Position Summary We are looking for an experienced, results-driven Recruiter to support high-volume hiring across a broad portfolio of non-sales positions in the United States.

This is an excellent opportunity for a recruiter who has developed strong recruiting fundamentals in an RPO, staffing agency, or high-volume corporate recruiting environment. You will manage multiple requisitions across different functions, locations, and levels while partnering closely with hiring managers to deliver qualified talent efficiently.

The ideal candidate is comfortable in a fast-moving environment where priorities can shift quickly. You know how to organize a large workload, develop targeted pipelines, screen candidates consistently, and maintain strong communication with candidates and hiring managers. Experience in the PEO, HCM, payroll, HR services, or professional-services industry is strongly preferred.

Essential Duties and Responsibilities

• Manage full-cycle recruiting for multiple non-sales positions across different departments, business units, and U.S. locations.

• Support a varied portfolio that may include corporate, administrative, customer service, operations, implementation, payroll, human resources, finance, technology, and other professional roles.

• Prioritize requisitions based on business urgency, hiring goals, position complexity, and pipeline health.

• Maintain consistent recruiting activity across concurrent searches without sacrificing candidate quality or follow-through.

• Adjust sourcing strategies as priorities, hiring demand, and labor-market conditions change.

• Develop targeted sourcing strategies based on the position, location, talent market, and required qualifications.

• Identify and engage active and passive candidates through LinkedIn Recruiter, job boards, ATS databases, referrals, professional networks, direct outreach, and other approved channels.

• Conduct outbound candidate outreach and cold calling for difficult-to-fill and high-priority positions.

• Build reusable talent pipelines for recurring and forecasted hiring needs.

• Evaluate sourcing channels using response rates, candidate quality, pipeline conversion, and hiring outcomes.

• Review applications and conduct structured screening interviews against the specific requirements of each position.

• Evaluate relevant experience, functional knowledge, communication skills, motivation, compensation expectations, work-location requirements, and career interests.

• Identify transferable experience when candidates come from adjacent industries or roles.

• Present qualified candidates with concise, evidence-based summaries of relevant experience, strengths, motivation, compensation alignment, and areas requiring further assessment.

• Manage candidates through sourcing, screening, interview coordination, feedback, offer communication, pre�employment steps, and disposition.

• Maintain timely, professional communication with candidates throughout the process.

• Conduct effective intake conversations to understand position requirements, business priorities, compensation parameters, and preferred candidate profiles.

• Provide consistent pipeline updates, set realistic market expectations, and follow up for timely interview feedback.

• Recommend adjustments when the original recruiting strategy or target profile is not producing results.

• Maintain complete and timely candidate and requisition information in the applicant tracking system.

• Track outreach, screenings, submissions, interviews, offers, hires, aging, conversion, and source effectiveness.

• Use recruiting data to identify pipeline gaps, process delays, and opportunities to improve results.

• Maintain accurate, confidential, and compliant candidate and personnel records.

Knowledge, Skills, and Abilities

• 3+ years of full-cycle recruiting experience, preferably supporting high-volume U.S. hiring.

• Experience in an RPO, staffing agency, high-volume corporate Talent Acquisition team, or similarly metrics-driven recruiting environment.

• Demonstrated ability to manage multiple requisitions, hiring managers, job types, candidates, and deadlines simultaneously.

• Experience recruiting non-sales positions across multiple departments or professional disciplines.

• Strong direct-sourcing and outbound candidate-engagement skills, including passive-candidate outreach.

• Ability to quickly understand different positions and translate business requirements into effective sourcing and screening criteria.

• Strong interviewing, organization, prioritization, communication, and follow-through skills.

• Experience using an applicant tracking system, LinkedIn Recruiter, job boards, Microsoft Office, Microsoft Teams, and related recruiting tools.

• Ability to work independently, adapt to changing priorities, and maintain urgency in a fast-paced environment.

• Commitment to candidate experience, confidentiality, and consistent job-related recruiting practices.

• Recruiting experience within PEO, HCM, payroll, HR services, employee benefits, professional employer services, or business services.

• Experience recruiting for organizations with multiple business units, brands, locations, or operating companies.

• Experience supporting multi-state hiring across the United States.

• Experience recruiting corporate, operational, administrative, customer-facing, technical, and functional positions.

• Familiarity with recruiting performance metrics, service-level expectations, and high-volume delivery models.

• Bachelor's degree in Human Resources, Business Administration, or a related discipline, or an equivalent combination of education, training, and relevant experience.

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About the Company

Distro

Worldwide talent sourcing, interviewing, payroll automation

Distro is a platform that helps companies find and match with software talent from over 200 countries, enabling interviews, hiring, and automated payroll all in one system. It works by connecting employers with a global pool of vetted developers, coordinating interview scheduling and evaluations, and then handling employment paperwork and payroll through an integrated workflow. The company differentiates itself by offering truly global reach (access to talent across 200+ countries) along with end-to-end hiring and payroll automation in a single platform, rather than relying on separate staffing services, marketplaces, or fragmented tools. Its goal is to simplify hiring and paying international software developers, helping tech teams grow by accessing quality talent worldwide with a streamlined, automated process.

Company size: 51-200
Company stage: Not listed
Total funding: Not listed
Headquarters: Lehi, UT
Founded: 2021

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