Full-Time
Senior Contract Recruiter
US & Canada
Prosci
501-1,000 employees
Global change management training and consulting
Compensation Overview
$65/hr
Remote in USA + 1 more
More locations: Remote in Canada
Remote
 People & HR (1) |
|---|
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- Full life cycle recruiting experience across sourcing, screening, interviewing, and offer support; experience with United States and Canadian hiring is ideal, while United States experience is required.
- Working knowledge of United States employment and hiring practices, with judgment about when to escalate compliance questions.
- Working proficiency with an applicant tracking system and LinkedIn Recruiter or an equivalent sourcing tool.
- Ability to manage multiple candidates, requisitions, and hiring-manager relationships simultaneously.
- Ability to work independently against a defined requisition load with minimal day-to-day oversight.
- Comfort using artificial intelligence tools across the recruiting life cycle to synthesize interview notes and scorecard feedback, and judgment to review outputs for accuracy and bias.
- At least five years of in-house or agency recruiting experience.
- Experience recruiting across levels from individual contributor through professional or exempt roles.
- Manage full life cycle recruiting for assigned United States and Canadian requisitions, including intake, sourcing, screening, interview coordination, assessment administration, reference and background checks, and offer support.
- Lead intake and needs-analysis conversations with hiring managers to confirm role scope, must-have criteria, and hiring timeline before opening a requisition.
- Partner with Human Resources Business Partners to create and publish job descriptions and postings.
- Source active and passive candidates using the applicant tracking system, LinkedIn Recruiter, job boards, employee referrals, and other channels.
- Conduct phone screens, coordinate interview loops, administer assessments, and lead scorecard completion and debrief discussions with interview teams.
- Maintain regular communication with candidates throughout the recruiting process.
- Support offer construction and help negotiate terms with candidates in partnership with the hiring Human Resources Business Partner and hiring manager.
- Build and maintain candidate pipelines for recurring or historically difficult-to-fill roles.
- Apply sourcing, screening, and interview practices consistent with diversity, equity, and inclusion principles, including attention to underexplored talent pools.
- Apply working knowledge of United States and Canadian hiring requirements, including pay transparency rules, background-check requirements, and state or provincial variation, and flag questions to Human Resources Business Partners.
- Perform selected preboarding activities from offer acceptance to the start date, including stakeholder communication, first-day logistics, and scheduling of first-week core onboarding sessions.
- Keep candidate and requisition records current and accurate in the applicant tracking system.
- Provide regular pipeline and hiring-status updates to hiring managers and Human Resources Business Partners.
- Flag process friction or candidate-experience issues to Human Resources Business Partners and suggest improvements.
- Experience recruiting for professional services, consulting, or another high-growth organization.
- Prior contract or interim recruiting experience and comfort ramping quickly on a new team's processes and requisitions.
- Experience with Predictive Index or a similar behavioral assessment tool.
- Familiarity with competency-based, inclusive interviewing practices.
Prosci focuses on change management worldwide, offering training programs, consulting services, and proprietary tools to help organizations implement and sustain change. Its core product, the ADKAR Model, guides individuals through change with a structured, evidence-based approach, while training and consulting services translate that framework into practical, organizational capabilities. Prosci differentiates itself by combining scientific principles with a people-centric method and a proven change-management process, supporting clients across diverse industries. The company aims to build lasting change capabilities in organizations, enabling successful change outcomes and improved performance.
Company Size
501-1,000
Company Stage
N/A
Total Funding
N/A
Headquarters
Fort Collins, Colorado
Founded
1994
Get referred to Prosci
See people who can refer or advise you
Simplify's Take
What believers are saying
- Prosci's AI Integration Framework and Kaiya create new subscription and training revenue.
- The February 20, 2026 Prosci Membership increases recurring revenue and customer lock-in.
- Higher-education modernization and AI rollouts keep driving demand for Prosci's services.
What critics are saying
- WalkMe, Whatfix, and Tigerhall package AI-native adoption tooling that commoditizes Prosci training.
- Enterprise buyers cut consulting spend in 2027, shifting budgets toward software-led change platforms.
- If Microsoft and ServiceNow bundle change guidance, Prosci's certification moat collapses by 2028.
What makes Prosci unique
- ADKAR and 25 years of research still anchor Prosci's certification moat in 2026.
- Prosci's August 19, 2026 AI Integration program extends change management into AI adoption.
- Ellucian's October 16, 2025 partnership embeds Prosci inside higher-education SaaS transformations.
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Benefits
Health Insurance
Dental Insurance
Vision Insurance
Disability Insurance
Life Insurance
Pet Insurance
401(k) Company Match
Remote Work Options
Paid Holidays
Wellness Program
Growth & Insights and Company News
6 month growth
↑ 17%1 year growth
↑ 17%2 year growth
↑ 18%Prosci launches new AI Integration program to help organizations turn AI investment into business results. Aug 19, 2026, 16:39 ET Leading AI Integration Success equips leaders with a people-centered approach to redesigning work, building AI proficiency and creating measurable value as technology continues to evolve FORT COLLINS, Colo., Aug. 19, 2026 /PRNewswire/ - Prosci, a global leader in change management, today announced the launch of Leading AI Integration Success, a new instructor-led enterprise training program designed to help leaders move their organizations from AI usage to meaningful integration and measurable business results. Across industries, organizations have invested heavily in AI tools, launched enterprise rollouts and trained employees to use new technology. Yet access and usage alone do not demonstrate that AI has changed how work gets done or delivered the return organizations expected. Prosci developed Leading AI Integration Success to address that gap. The one-day program gives formal and informal leaders at all levels a repeatable, people-centered method for evaluating where AI fits within their teams, redesigning work around emerging capabilities and helping employees navigate continuous AI-driven change. "AI will continue to evolve how work gets done within organizations. But the pace of innovation here, as well as the need to map AI capabilities to unique workflows, requires a more decentralized approach to leading change than organizations have used in the past." said Paul Gonzalez, VP, AI Solutions. "It requires all leaders to build the skills that will continually convert new AI capabilities into real business value." The program is informed by Prosci's 2026 State of AI Adoption research, which found that motivation alone does not distinguish organizations making greater progress with AI from those struggling to do so. Organizational AI posture and Team-AI Fit emerged as important signals of adoption progress, reinforcing the role leaders play in creating the conditions that allow people to integrate AI successfully into their work. Moving Beyond AI Usage Leading AI Integration Success addresses a growing challenge for organizations whose AI investments have moved beyond initial deployment. Traditional implementation metrics such as licenses, logins and training completion can demonstrate whether employees have access to AI, but they provide an incomplete picture of whether the technology is generating meaningful value. Organizations also need to understand whether employees are developing proficiency, whether workflows are changing and whether those changes are producing measurable business outcomes. The program covers the Human Factors of ROI, which examines speed of adoption, ultimate utilization and proficiency as measures that connect the people-side of AI integration to business performance. Participants also learn to apply Prosci's AI Integration Framework, which organizes work into "My Work," "With Me" and "For Me" categories. This repeatable framework helps leaders continue to evaluate where AI fits within their teams' existing work and identify where changes to roles, workflows and processes may create value as AI capabilities continue to evolve and improve. Applying ADKAR(R) to Continuous AI Change The program also applies the Prosci ADKAR(R) Model to an AI environment in which capabilities, tools and expectations continue to evolve. Rather than treating AI integration as a one-time implementation, leaders learn how Awareness, Desire and Reinforcement can support adaptability while Knowledge and Ability are continually developed as new AI capabilities affect specific areas of work. This approach reflects a fundamental challenge facing organizations integrating AI: there may be no fixed future state. Unlike a defined change, new models, features and capabilities continually change what employees can do and how work can be structured. Each new change creates a people-side change, requiring leaders to guide teams through repeated change journeys while organizations build the internal capability to adapt over time. The Role of Leaders in AI Integration Prosci's approach places particular emphasis on leaders closest to the work. AI integration frequently occurs team by team and role by role as organizations determine which capabilities matter, which workflows should change and how newly created capacity should be used. Leaders therefore play a central role in translating technological capability into changes in how work is performed. The program helps participants evaluate emerging AI capabilities, determine their relevance to specific work, guide employees through change and make deliberate decisions about how productivity gains can be reinvested. Participants will also develop People-Centered AI Integration Principles, creating a shared set of commitments for how their teams or organizations will work with AI. Building Capability Beyond the Classroom Participants in Leading AI Integration Success receive 12 months of Prosci Premier Membership, extending the program beyond the initial training day. Prosci Membership includes unlimited access to Kaiya(R), Prosci's AI assistant; strategy-level AI research; expert-led collaborative sessions; and the AI Adoption Diagnostic. Participants also receive a digital program workbook with templates and planning resources designed for immediate application. The program is designed for organizations pursuing AI as an innovation and growth strategy and for leaders responsible for turning AI investment into organizational results. Sponsoring leaders may include Chief AI Officers, Heads of AI, COOs, CHROs, transformation and change leaders, and learning and development executives. Participants can include formal and informal leaders across functions who are responsible for AI-related transformation. Leading AI Integration Success is now available. About Prosci Prosci is the global leader in change management, enabling organizations to drive transformation success with measurable results. Built on more than 25 years of research, Prosci provides an approach to manage and measure results - connecting adoption directly to business outcomes. At the core of this approach is the Prosci ADKAR(R) Model, which enables change at the individual level while scaling across the organization through consulting, training, measurement, and ongoing capability development. Through its global network, enterprise partnerships, and membership community, Prosci helps organizations build the capability to manage change continuously. SOURCE Prosci
Prosci has launched Leading AI Integration Success, a one-day enterprise training programme designed to help organisations convert AI investments into measurable business results. The instructor-led course targets formal and informal leaders, equipping them with methods to integrate AI into workflows and navigate continuous change. The programme addresses a gap between AI tool deployment and meaningful integration. Traditional metrics like logins and training completion show access but not proficiency or value generation. "The pace of innovation here requires a more decentralised approach to leading change than organisations have used in the past," said Paul Gonzalez, VP, AI Solutions. The programme draws on Prosci's 2026 State of AI Adoption research, which found that organisational AI posture and Team-AI Fit are crucial signals of adoption progress.
The Strategic Stewardship: architecting a Change Agent Network for sustainable Lean transformation. Learn how to overcome executive-led transformation fatigue by decentralizing change management through a high-performance Change Agent Network (CAN). Beyond the c-suite: why top-down mandates fail in mid-market operations. In the world of operational excellence, 444 Business Consulting often witness a recurring tragedy: a meticulously designed Lean Six Sigma initiative or a sophisticated ERP implementation fails not because the technology was flawed, but because the human element was ignored. Many executives at mid-sized firms assume that a formal announcement and a town hall meeting constitute a change management strategy. In reality, these are merely signals. True transformation happens at the cellular level of an organization - in the warehouses, on the production floors, and within the procurement offices. At 444 Business Consulting, 444 Business Consulting advocate for a shift from the 'Command and Control' model to a Strategic Stewardship model. This is achieved by architecting a Change Agent Network (CAN) - a decentralized group of influential employees who bridge the gap between executive vision and frontline execution. The framework: the ADKAR model meets Lean Governance. To build a sustainable Change Agent Network, 444 Business Consulting must align its architecture with Prosci's ADKAR model (Awareness, Desire, Knowledge, Ability, and Reinforcement) while integrating it into the company's existing Lean Governance structure. A Change Agent is not necessarily a manager. In fact, the most effective agents are often informal leaders - the 'go-to' people who possess high social capital and deep institutional knowledge. By empowering these individuals, you create a peer-to-peer influence loop that bypasses the natural skepticism employees feel toward top-down directives. # 1. Identifying the 'critical few' When selecting members for your CAN, avoid the temptation to simply appoint the highest performers. Instead, seek out individuals who exhibit: * High Interpersonal Trust: Those whom others naturally turn to for guidance. * Systems Thinking: The ability to see how their department's outputs affect the next internal customer. * Resilience: A proven track record of adapting to past disruptions. Actionable Insight: Conduct a 'Social Network Analysis' (SNA) within your departments. Ask employees, "Who do you go to for advice when a process breaks down?" The names that appear most frequently are your natural Change Agents. Architecting the network: A three-tiered approach. For a mid-market company to scale change, the network must be structured to ensure information flows bi-directionally. # tier 1: the executive sponsors (strategic intent). These leaders define the 'Why.' They provide the resources and remove the political roadblocks. Their role is not to manage the minutiae of the change but to provide the Strategic Guardrails. # tier 2: the Change lead (tactical orchestration). Usually a senior project manager or a Lean Six Sigma Black Belt, this person provides the Change Agents with the tools they need - DMAIC templates, communication kits, and training modules. # tier 3: the Change Agents (operational stewardship). These are your frontline champions. They are responsible for the 'How.' They identify local friction points and translate executive goals into local operational context. For example, while the CEO talks about 'Improving EBITDA,' the Change Agent translates this to 'Reducing the scrap rate in Assembly Line B by 15% through better standard work.' Case study: the pivot from chaos to consistency. Consider a mid-sized regional distributor specializing in medical supplies. The company was transitioning from a manual inventory system to a high-fidelity automated Warehouse Management System (WMS). Initial resistance was high; veteran warehouse staff feared the new technology would slow them down or lead to layoffs. 444 Business Consulting helped the leadership team identify four 'Shift Leads' with significant tenure. These leads were brought into the Design Phase (the 'D' in DMAIC) six months before go-live. 444 Business Consulting trained them as Change Agents, giving them early access to the software and allowing them to suggest interface modifications that suited their actual workflow. Because their peers saw the Shift Leads successfully using and advocating for the system, the 'threat' perception vanished. The result? A go-live with zero downtime and a 22% increase in picking accuracy within the first 60 days. This was not a victory of software; it was a victory of peer-led stewardship. Avoiding the 'tokenism' trap: practical takeaways. To ensure your Change Agent Network becomes a permanent engine for Continuous Improvement (CI) and not just a temporary project team, follow these protocols: * Feedback Loops must be Formalized: Use a BPI (Business Process Improvement) suggestion system where Change Agents vet ideas from their peers before they reach management. This empowers the network and ensures only high-value improvements are escalated. * Incentivize Beyond Compensation: While bonuses are helpful, the best Change Agents are motivated by professional development. Provide them with certifications in Lean, Six Sigma, or Project Management. Make their role in the CAN a visible stepping stone to future leadership positions. * Resource the Work: One of the biggest failures in change management is expecting employees to act as Change Agents on top of a 50-hour work week. You must explicitly allocate 10-15% of their capacity to these activities. The compliance connection: ISO 9001 and documentation. A robust Change Agent Network is a powerful tool for maintaining ISO 9001 compliance. Often, Standard Operating Procedures (SOPs) become stagnant documents that no longer reflect reality. Your Change Agents serve as the 'guardians of the standard.' Because they are part of the daily workflow, they are the first to notice when a process drifts. By empowering them to initiate a PDCA (Plan-Do-Check-Act) cycle, you ensure that your quality management system remains a living, breathing asset rather than a dusty folder on a server. Conclusion: building the engine for perpetual agility. Change is no longer a discrete event with a beginning and an end; it is a permanent condition of modern business. Companies that rely solely on executive mandates will find themselves mired in 'Resistance Fatigue' and operational inertia. By architecting a Change Agent Network grounded in trust, resourced with technical skills, and aligned with strategic intent, you create an organization that doesn't just survive change - it thrives on it. At 444 Business Consulting, 444 Business Consulting specialize in helping mid-market firms build the internal capability to lead their own transformations. 444 Business Consulting don't just deliver a plan; 444 Business Consulting help you architect the human systems required to sustain it. Ready to turn your frontline leaders into a powerful engine for change? Contact 444 Business Consulting today for a Comprehensive Operational Readiness Audit and learn how to build your custom Change Agent Network. Change Management Operational Excellence Lean Six Sigma Organizational Development
Ellucian partners with Prosci to accelerate SaaS transformation of higher education. News provided by. RESTON, Va. and FORT COLLINS, Colo., Oct. 16, 2025 /PRNewswire/ - Ellucian, the leading higher education technology solutions provider, and Prosci, the global leader in change management solutions, today announced a strategic partnership to accelerate and support the transition to Software as a Service (SaaS) Student Information System (SIS) and Enterprise Resource Planning (ERP) solutions. This collaboration creates a fully integrated end-to-end delivery process leveraging Prosci's research-backed best practices and proven tools to ensure institutions achieve sustained user adoption and maximize the return on their SaaS investments. "Modernizing core technology systems is a critical step for higher education leaders," said Kelly Rogan, Chief Operating Officer, Ellucian. "These projects require aligning diverse stakeholders and ensuring faculty and staff are prepared for change. By partnering with Prosci, we are giving our customers access to the most trusted change management methodology available, helping them drive adoption, reduce complexity and empower their teams to focus on what matters most - supporting students." The partnership will introduce a new co-delivered change management offering that leverages Prosci's three-phased approach and research-backed ADKAR(R) model to help institutions effectively navigate the SaaS transition process. By addressing key critical success factors such as organizational readiness, stakeholder engagement and sustained user adoption, Ellucian and Prosci provide higher education institutions with the comprehensive support needed to transform technology implementations into lasting business value. This collaboration ensures that colleges and universities are well-positioned to achieve maximum ROI from Ellucian SaaS solutions while building organizational capability for future change initiatives. "Higher education institutions face unprecedented pressure to modernize their technology infrastructure while maintaining operational excellence," said Scott McAllister, CEO of Prosci. "Our partnership with Ellucian goes beyond change management - we're creating an integrated delivery methodology that ensures every SaaS implementation becomes a catalyst for institutional transformation. When institutions combine Ellucian's industry-leading technology with Prosci's proven approach to driving adoption and change success, they don't just implement new systems - they build the organizational capability to thrive in an increasingly digital future." This strategic alliance addresses the critical gap between technology deployment and actual user adoption that often prevents institutions from realizing expected returns on their SaaS investments. Through Prosci's methodology, which has been validated across thousands of organizational transformations, and Ellucian's leading technology solutions, institutions can expect accelerated adoption rates, reduced resistance to change and sustainable transformation outcomes that extend well beyond the initial implementation. For more information about Prosci, visit: https://www.prosci.com/. For more information about Ellucian solutions, visit: https://www.ellucian.com/solutions/all-products ABOUT PROSCI Founded in 1994, Prosci is the world leader in change management solutions, offering proprietary research, tools, enterprise-level consulting and training programs to thousands of organizations ranging from mid-size enterprises to multinational corporations managing complex initiatives including AI adoption, regulatory compliance, and enterprise system transformations. Creator of the globally recognized ADKAR(R) Model, Prosci empowers leaders to drive successful transformations by addressing the people side of change, making us a trusted partner with 80% of Fortune 100 companies. Headquartered in Fort Collins, Colorado, Prosci operates across six continents with a direct presence in over 70 countries. ABOUT ELLUCIAN Ellucian powers innovation for higher education, partnering with 2,800 customers across 50 countries, serving 20 million students. Ellucian's AI-powered platform, trained on the richest dataset available in higher education, drives efficiency, personalized experiences, and strengthened engagement for all students, faculty and staff. Fueled by decades of experience with a singular focus on the unique needs of learning institutions, the Ellucian platform features best-in-class SaaS capabilities and delivers insights needed now and into the future. These solutions and services span the entire student lifecycle, including data-rich tools for student recruitment, enrolment, and retention to workforce analytics, fundraising, and alumni engagement. Ellucian's innovative solutions, vast ecosystem of partners and user community of more than 45,000 provides best practices leading to greater institutional success and achieving better student outcomes. Media Contact Greg Giangrande, Chief Communications Officer, Ellucian [email protected] Jess Weston, Manager, Communications, Ellucian [email protected] Madeline Maloney, Senior Manager, Global Brand, Prosci [email protected] SOURCE Ellucian
Prosci launches advanced training for change practitioners.