(Sr./Lead) Recruiter I (II)

About the job

Flexible Work Arrangement: Hybrid

The Recruiter is a trusted talent acquisition advisor responsible for delivering end-to-end recruiting solutions for assigned business areas. In partnership with hiring leaders, HR Business Partners, and other stakeholders, this role translates workforce needs into effective recruitment strategies; identifies, engages, and assesses qualified talent; and guides hiring teams through consistent and job-related selection decisions. The Recruiter is accountable for responsive service, a high-quality candidate and hiring-manager experience, accurate recruiting data, and measurable hiring outcomes that support PJM’s current and future workforce needs.

Essential Functions:

• Own and manage the full recruiting lifecycle for assigned requisitions—from intake, market assessment, and sourcing strategy through screening, selection, offer support, pre-employment activities, and timely requisition closeout—while meeting agreed service expectations.

• Partner with hiring managers and HR Business Partners to define role requirements, ideal candidate profiles, selection criteria, interview plans, and realistic hiring timelines.

• Develop and execute targeted sourcing strategies using professional networks, social media, employee referrals, career platforms, colleges and universities, industry associations, and other relevant channels.

• Build and maintain diverse talent pipelines for current and anticipated workforce needs, including specialized and difficult-to-fill positions.

• Review applications and conduct structured screening interviews to evaluate qualifications, motivation, availability, communication capabilities, and alignment with position requirements.

• Design and support consistent, job-related selection processes, including interview guides, panel preparation, candidate assessments, feedback collection, and hiring recommendations.

• Coordinate interviews, candidate communications, assessments, travel arrangements, and other recruiting logistics while delivering a timely, respectful, and professional candidate experience.

• Create accurate, compelling, and inclusive job postings; manage internal and external posting activity; and promote opportunities through appropriate recruitment marketing channels.

• Maintain complete, accurate, and timely candidate, requisition, disposition, interview, and offer information in Workday and related recruiting records.

• Track and interpret key talent acquisition measures, including pipeline health, requisition aging, time to fill, source effectiveness, candidate conversion, and service quality. Use findings to identify risks, communicate progress, improve recruiting strategies, and support continuous improvement.

• Provide hiring managers with clear, evidence-based counsel on talent availability, sourcing options, market conditions, candidate competitiveness, selection quality, and hiring risks.

• Set expectations, surface barriers early, and recommend practical actions that support timely, well-informed decisions.

• Support position-description development, job-code administration, recruiting process documentation, and continuous improvement of talent acquisition tools and practices.

• Coordinate required candidate assessments and provide authorized results to appropriate hiring stakeholders.

• Lead the immigration-related recruiting activities in partnership with outside counsel and HR.

• Lead or contribute to department and enterprise-wide projects and perform other responsibilities aligned with business needs.

• Characteristics & Qualifications:
• Required:
• Bachelor's degree in Human Resources, Business Administration, or a related field

• Progressively responsible talent acquisition or recruiting experience that provides equivalent knowledge and capability

• Five years of progressively responsible full-cycle recruiting experience in a corporate, agency, or similarly complex environment.

• Experience must include hiring-manager intake and consultation, proactive sourcing, candidate screening and assessment, structured interview support, applicant tracking system administration, offer coordination, and management of multiple concurrent requisitions.

• Demonstrated success recruiting across varied job families and delivering results in a fast-paced, service-oriented environment is required.

• Demonstrated ability to manage full-cycle recruiting activities, competing priorities, and high applicant volumes with accuracy, judgment, and appropriate urgency.

• Strong consultative, relationship-building, and influence skills with hiring managers, candidates, HR partners, and external vendors.

• Proficiency in behavioral interviewing, candidate assessment, sourcing techniques, and the development of structured, job-related selection processes.

• Excellent written and verbal communication skills, including the ability to create clear job postings, provide actionable guidance, and represent the organization professionally.

• Ability to use data and qualitative insights to assess pipeline health, identify recruiting risks, and recommend practical solutions.

• High level of discretion and sound judgment when handling confidential candidate, employee, and business information.

• Working knowledge of applicant tracking systems and Microsoft Office applications, including Word, Excel, PowerPoint, Outlook, and Teams.

• Ability to work independently and collaboratively, adapt to changing priorities, and consistently deliver accurate, high-quality work.

• Preferred:
• Experience recruiting for technical, specialized, or difficult-to-fill positions

• Experience with Workday Recruiting or a comparable applicant tracking system; direct sourcing tools and talent market research; recruiting analytics; employment-brand initiatives; campus or early-career recruiting; and support for immigration-related hiring processes.

• Advanced proficiency with Workday Recruiting, LinkedIn Recruiter, Handshake, Indeed, or comparable recruiting platforms; experience using talent acquisition data to improve sourcing and selection outcomes; knowledge of employment branding, talent-pipeline development, campus or early-career recruiting, and recruiting process improvement; and a recognized Human Resources or talent acquisition certification such as PHR, SHRM-CP, or an equivalent credential.