Field Team Recruiter

| **Reports To** | Operations Manager (L07) or Director of Operations (L08) | | --- | --- | | **Department** | Operations | | **Location** | Assigned region; regular travel required | | **Classification** | Full-Time, Exempt | | **Comp Structure** | Salary + Performance Bonus | | **System of Record** | OMNIA - HR Suite - MS Module | | **Languages Required** | Fluent English + Spanish, or English + Haitian Creole | **Role Summary** The Field Team Recruiter (FTR) owns the full recruiting funnel for front-line positions at East Coast Facilities. This is an outbound, high-touch role — FTRs spend significant time in the community sourcing candidates rather than waiting for applicants to find ECF. The FTR is accountable for every stage of the pipeline, from opening a requisition through a candidate’s first 90 days as an employee. **Why This Role Exists** Front-line workforce quality directly drives client satisfaction and contract retention. This role exists to replace ad-hoc hiring with a proactive, metrics-driven recruiting function — one that owns not just the hire, but the quality and retention of every person brought in. **System Context: OMNIA & CAMPO** All recruiting activity at ECF runs through the OMNIA HR Suite. The FTR is expected to operate fluently within OMNIA and understand how it connects to CAMPO, ECF’s field employee app, through which candidates apply and receive offers. | **OMNIA** | *ECF’s system of record for all HR data and recruiting workflows. All pipeline activity, verifications, offers, and approvals live in OMNIA.* | | --- | --- | | **CAMPO** | *ECF’s native field app. Candidates apply and e-sign offers through CAMPO. The same account becomes their employee profile on hire.* | | --- | --- | | **E-Verify** | *East Coast Facilities, Inc. is an E-Verify employer at all locations. Employment eligibility is verified for every new direct hire.* | | --- | --- | **Core Responsibilities** **1. Sourcing & Pipeline Development** - Maintain a consistent field recruiting presence in the community — proactive outreach in public venues, not just inbound applications - Build and sustain a warm candidate pipeline through networking with current, former, and prospective employees - Manage open job requisitions in OMNIA and attend job fairs and recruiting events as directed **2. Screening & Candidate Quality** - Conduct structured phone screens and advance qualified candidates to hiring managers for interviews - Apply skills testing and pre-hire certification requirements correctly for roles that require them before an offer can be extended - Maintain accurate, timely candidate records in OMNIA throughout the pipeline **3. Verifications** - Drive all required pre-offer verifications to completion: drug screen, driver’s license check, and background check - Coordinate with the designated background check reviewer and escalate any flags to HR | **Drug Screen Policy** | *For non-CDL roles, marijuana results are governed by state law at the service center location. Any other positive substance is disqualifying for all roles in all states. CDL roles: marijuana is always disqualifying regardless of state.* | | --- | --- | **4. Offer Management** - Generate and manage offer letters in OMNIA; confirm pay rates are within the HR-defined band before submission - Coordinate the offer approval process and monitor candidate response through CAMPO - Manage counter offers and candidate communication through to signed acceptance **5. Onboarding & Drop-off Prevention** - Monitor the onboarding checklist for each placed candidate and flag any blockers to the Operations team - Stay in active contact with new hires between offer acceptance and first day to reduce no-shows and early exits **6. Retention & Exit Interviews** - Track 30/60/90-day retention for all placed hires and review outcomes with the Operations Manager monthly - Conduct structured exit interviews on terminating field employees and report turnover trends to leadership **7. Su…