Top Recruiter Jobs in NYC, NY

Manage full-cycle recruiting for go-to-market roles across sales, marketing, customer success, professional services, and related teams. Partner with hiring leaders, build diverse talent pipelines, conduct structured assessments, use market and funnel data to guide hiring, manage candidate experiences, negotiate offers, and maintain recruiting documentation. The role also involves improving recruiting practices, responsibly using AI, and advising stakeholders in a globally distributed, remote-first environment.

Provides full lifecycle recruiting for 1099 home delivery service providers, including sourcing, advertising, screening, interviewing, candidate qualification, pipeline development, and coordinating selections with field managers. Maintains recruiting activity data, prepares management reports, supports staffing plans, and recruits skilled labor and logistics owner operators. Requires recruiting knowledge, ATS proficiency, strong communication, and Microsoft applications experience.

The Human Resources Coordinator manages full-cycle recruitment, applicant tracking, orientations, employee relations, investigations, disciplinary documentation, staffing reports, payroll and timekeeping support, and staff training coordination. The role advises employees and managers on policies, resolves workplace concerns, and supports the Director of Human Resources across NYC programs.

Lead full-cycle recruiting across technical and non-technical roles, including high-volume sourcing, screening, interviewing, candidate tracking, and offer management. Coordinate hiring processes with founders and hiring managers, maintain ATS records, and support executive scheduling, project follow-up, internal coordination, and special projects across HR, operations, and research. This is an in-person startup role in New York City.

Conduct full-cycle recruitment across Brookfield’s U.S. and Canadian real estate divisions, including sourcing, screening, interviewing, offers, onboarding, and candidate communication. Partner with hiring managers and HR Business Partners, maintain Workday job postings, use external recruitment platforms, support career fairs and intern hiring, contribute to employer branding, and manage recruitment agencies and talent partners.

Manage full-cycle recruiting across Brookfield’s U.S. and Canadian divisions, including sourcing, screening, interviewing, offer preparation, onboarding, and candidate communication. Partner with hiring managers and HR Business Partners, maintain Workday job postings, support recruitment events and intern hiring, contribute to employer branding, and manage external recruitment agency relationships.

Own full-cycle recruiting for assigned requisitions, including sourcing strategy, high-volume personalized outreach, candidate screening, pipeline management, and hiring-manager partnership. Use Boolean search, LinkedIn Recruiter, web sourcing, market mapping, and AI to identify talent. Maintain accurate records in Lever, provide recommendations, manage intake and pipeline reviews, communicate market insights, and improve recruiting processes, outreach templates, screening rubrics, and sourcing playbooks.

Own full-cycle recruiting for the go-to-market organization, with emphasis on enterprise sales, sales engineering, sales leadership, marketing, customer success, partnerships, revenue operations, and sales development. Build sourcing strategies, engage passive candidates, manage pipelines, partner with hiring leaders, deliver strong candidate experiences, analyze recruiting metrics, and improve hiring processes. This is a six-month contract-to-hire role requiring autonomy in a competitive cybersecurity and B2B SaaS talent market.

Own end-to-end recruiting for go-to-market roles, including sales leaders, account executives, SDRs, BDRs, solutions engineers, and channel positions. Build targeted pipelines, assess consultative sales talent, manage hiring forecasts, close candidates, and improve recruiting processes using structured interviews, data, AI, and automation. Partner closely with Sales leadership to define role requirements, improve hiring quality, and connect recruiting outcomes to new-hire performance.

Leads global recruitment for critical maritime volunteer positions, managing recruiters and sourcing leads, developing proactive talent pipelines, analyzing recruitment metrics, and coordinating with international stakeholders. The role oversees candidate engagement, recruiter performance, workforce planning, dashboards, and seamless volunteer transitions through selection and onboarding. It requires cross-cultural collaboration, passive-candidate sourcing, data literacy, and leadership across global teams in a mission-driven nonprofit environment.

Own full-cycle recruiting for senior go-to-market and business roles across marketing, brand design, client engagement, and accounting. Develop creative sourcing strategies, evaluate candidates across disciplines, personalize outreach, partner with hiring leaders, manage candidate experience, close offers, maintain ATS data, and improve recruiting processes using research, analytics, and AI tools.

Conduct outbound prospecting to businesses and law firms seeking international professionals, build relationships with decision-makers, explain recruiting services, qualify hiring needs, schedule consultations, maintain CRM records, coordinate with recruiters, track performance, and generate new business opportunities in a fully remote environment.

Sources, screens, interviews, and presents candidates for client positions. Builds talent networks through market research, cold calling, social media, and recruiting databases; maintains candidate and client relationships; manages applicant tracking data and recruiting reports; meets submission goals in a metrics-driven environment; and communicates recruiting pipelines and strategies effectively.

Identify, recruit, sign, and activate referral partners who refer merchants to Kurv. Responsibilities include outbound prospecting, explaining referral economics and payment processing, executing agreements, coordinating partner onboarding and integrations, driving first referrals, tracking pipeline activity in Zoho, reporting weekly results, and representing Kurv at industry events. The role requires strong B2B sales, business development, relationship-building, CRM discipline, and knowledge of merchant processing or underwriting.

Own full-cycle recruiting and hiring strategy across Customer Success, Finance, Marketing, G&A, and Sales. Partner with senior leaders, develop diverse candidate sourcing plans, track hiring metrics, improve recruiting processes, and deliver an excellent candidate experience. The role requires strong executive communication, independent ownership, urgency, creativity, and the ability to support scalable recruiting initiatives in a fast-paced SaaS environment.

Own full-cycle recruiting across Customer Success, Finance, Marketing, G&A, and Sales. Partner with senior leaders to develop hiring strategies, source diverse candidates, track recruiting metrics, improve scalable recruiting processes, and deliver a strong candidate experience. The role requires executive communication, independent ownership, urgency, creativity, and cross-functional collaboration with People Ops, Finance, Benefits, Onboarding, and Legal teams.

Sources, screens, interviews, and recommends candidates for client staffing needs. The recruiter administers recruitment programs, conducts background and reference checks, maintains accurate ATS and HRIS records, supports compensation discussions, and ensures compliant, consistent hiring practices. The role requires multilingual communication in English, Polish, and French, Italian, or Spanish, strong organization, confidentiality, and hybrid work from an office in Katowice, Szczecin, or Lublin.

Recruiter responsible for the full recruiting lifecycle, including sourcing, inbound management, candidate screening, interview coordination, offers, closing, and pre-onboarding. The role partners with hiring managers across technical and business functions, maintains ATS data, develops talent pipelines, supports university recruiting, and improves recruiting systems and processes. The recruiter will operate autonomously in a fast-growing technology startup and use AI tools and outbound sourcing strategies to identify high-caliber candidates.

Own full-cycle recruiting for technical and go-to-market roles, including proactive sourcing, market mapping, candidate screening, interviews, hiring-manager partnership, offer negotiation, and closing. Build AI-powered sourcing workflows, engage passive candidates, improve inbound recruiting, and help scale hiring processes. The role is hybrid in New York City or Washington, DC.

The GTM Recruiter will own the full recruiting lifecycle for the Go-to-Market team, collaborating with leaders in Sales, Customer Success, and Marketing to hire exceptional talent and enhance candidate experiences.

Lead full-cycle recruiting for Crosby’s go-to-market teams, including Sales, Revenue Operations, Business Operations, and GTM leadership. Source exceptional talent proactively, assess candidates against performance metrics, partner with hiring managers on role definitions and interview processes, and deliver a high-touch candidate experience. Help scale the company’s commercial organization and strengthen its culture during rapid growth.

Manage full-cycle recruiting for multiple stakeholder groups, partnering with hiring managers on staffing forecasts, candidate assessment, diverse talent initiatives, and talent pipelines. Maintain applicant and interview data in ATS and related systems, support staffing goals, and provide high-quality service. The role requires two-plus years of high-volume corporate or agency recruiting experience, flexibility across shifts, overtime availability, and up to 20% domestic travel.

Sources, engages, screens, and hires talent across corporate functions and specialized BIM/design roles. Builds talent pipelines, develops outreach strategies, partners with hiring managers, provides market insights, manages candidates through offers, ensures a positive candidate experience, tracks recruiting metrics, and maintains compliant ATS records.

Lead full-cycle recruitment for finance and front-office talent, building proactive pipelines and sourcing passive candidates. Partner with leaders on role design, hiring strategy, market mapping, and compensation insights. Manage sourcing, screening, interviews, offers, onboarding, agency relationships, and candidate experience. Use ATS and sourcing tools to track metrics, identify pipeline gaps, and improve recruiting workflows while supporting diversity and inclusion goals.

Lead full-lifecycle recruiting for technical roles across Engineering, Product, and Data/Analytics. Responsibilities include role intake, sourcing, pipeline management, interview coordination, debrief facilitation, offer closing, candidate experience, ATS documentation, and recruiting process improvement. The role also develops scalable recruiting systems, templates, playbooks, scorecards, and interviewer resources while partnering closely with hiring managers and cross-functional leaders.