Recruiters are directly involved in the growth and development of our teams nationwide. You will serve as candidate advocates and consultative partners to internal teams, responsible for recruiting permanent, contract, and contract-to-hire talent. You will work across disciplines, and must be highly proficient in candidate generation and sourcing, and be able to deliver quality talent with minimal lead time. This role is perfect for an individual who can efficiently handle a high volume of work across multiple geographies while ensuring a positive candidate experience.
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Source and screen qualified candidates by using internet job boards, employee referrals, search engines, and web resume mining techniques
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Manage candidates seamlessly through the interview process; set expectations, provide thoughtful feedback, negotiate and close all offers
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Provide regular status updates to Talent Acquisition team and Hiring Managers on recruitment for open positions
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Partner with Hiring Managers to identify key requirements and set recruitment strategy for designated roles
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Proactively develop pools of qualified candidates in advance of need
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Schedule, track, and manage in-person and phone interviews across multiple time zones
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Maintain various recruitment tracking and reports, and enhance existing reports where applicable
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Fully and accurately use our applicant tracking system and all other Talent Acquisition tools
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Contribute to ad hoc project work
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Represent, articulate, and evangelize the Publicis brand proposition with personality and professionalism
Leverage AI-enabled tools to enhance sourcing, outreach, and workflow efficiency—while applying critical judgment to validate outputs and ensure relevance, accuracy, and appropriateness.
Evaluate candidate capability using a multi-source approach, synthesizing insights across resumes, interviews, and assessments to distinguish demonstrated skill from surface-level presentation.
Apply a disciplined, evidence-based approach to hiring decisions, clearly documenting how conclusions were formed and avoiding reliance on intuition, polish, or isolated data points.
Use structured probing and follow-up to test depth, authorship, and consistency, ensuring that candidate evaluations reflect real capability and applied judgment.
Exercise sound judgment in the use of AI, data, and recruiting technologies, balancing efficiency with compliance, privacy, fairness, and long-term credibility.
Partner with hiring managers to elevate interviewing rigor, align on evidence standards, and reinforce consistent, high-quality evaluation practices across the hiring process.
