Recruiter 2
WEX · Remote · $64,000–$78,100 (stated in the posting)
About the Team/Role
Our Global Talent Acquisition team is at the forefront of attracting, sourcing, and hiring the exceptional talent that drives our business forward. We provide a best-in-class experience for candidates and hiring teams, balancing high performance with a collaborative culture.
We are looking for a Recruiter II to manage full life-cycle recruitment for our Sales, Marketing, and Operations requisitions. In this role, you will act as a trusted talent advisor to hiring managers, leveraging both ATS and CRM technology to source passive talent, build strong pipelines, and deliver a seamless hiring experience. This is an role ideal for an agile recruiter looking to broaden their impact and grow within a fast-paced global organization.
How you’ll make an impact
- Manage the complete recruiting lifecycle for assigned sales and non-technical business functions—from intake call to offer acceptance.
- Conduct intake meetings to define role requirements, align on candidate profiles, establish realistic timelines, and coach managers on effective interview techniques.
- Screen resumes, conduct initial phone interviews, and evaluate candidates on functional competencies, sales aptitude (where applicable), and alignment with company culture.
- Partner with HR and business leaders to construct competitive offer packages, navigate counter-offers, handle negotiations, and manage offer extensions through onboarding.
- Utilize creative and proactive sourcing methodologies to engage top talent.
- Build and nurture talent pools for sales and corporate roles using Phenom (CRM) to maintain a strong pipeline for future hiring needs.
- Deliver a transparent, highly responsive experience for every applicant, keeping them informed throughout the pipeline.
- Maintain real-time accuracy within our systems (Workday ATS & Phenom CRM) to support compliance and data-driven recruiting metrics.
- Maintain strict adherence to EEO, ADA, affirmative action guidelines, and internal Talent Acquisition Standard Operating Procedures (SOPs).
- Identify bottlenecks in the recruitment funnel and recommend streamlined, efficient practices to reduce time-to-fill.
Experience you’ll bring
Minimum Qualifications
- Minimum 2+ years of full life-cycle recruiting experience, ideally within a corporate environment or high-volume agency setting.
- Demonstrated success recruiting for Sales (Account Executives, SDRs, Account Managers) and/or Non-Technical Business Operations (Marketing, Customer Service, Finance, HR).
- Direct experience navigating Applicant Tracking Systems (Workday) and a recruitment CRM (Phenom) for candidate management and engagement.
- Proficiency with LinkedIn Recruiter, GSuite, and modern sourcing tools.
- AI Affinity: Demonstrated comfort and foundational understanding of AI tools (such as ChatGPT, Gemini, AppScripts, Co-Pilot, Claude) and the critical thinking skills required to evaluate AI-generated input and responsibly inform decision-making. Exposure to AI-enabled platforms or workflow optimization tools is beneficial.
Key Competencies
- Stakeholder Management: Ability to advise, influence, and build trust with cross-functional hiring managers.
- Communication & Negotiation: Exceptional written and verbal communication skills; adept at articulating company value propositions and negotiating offers.
- Analytical Acumen: Comfortable using data to track funnel metrics, identify trends, and inform sourcing strategies.
- Adaptability & Time Management: Ability to manage multiple requisitions simultaneously while reprioritizing on the fly in a dynamic, high-growth environment.
GTA Guiding Principles & Behaviors
- Be Authentically Transparent: Build trust through open, honest communication with candidates and managers.
- Seek and Hire the Best Talent: Keep bar-raising standards for every team we touch.
- Innovate and Simplify: Find smarter, streamlined ways to work and reduce recruiter/candidate friction.
- Take Ownership: Own the outcome from initial kickoff to successful candidate onboarding.
- Learn and Be Curious: Continuously learn new sourcing strategies, business functions, and market trends.