WHAT DOES A RECRUITER DO?
Updated: Feb 11, 2026 - The Recruiter builds strong partnerships with senior recruiters and hiring managers to understand hiring needs and drive recruitment strategies across G&A teams. This position involves managing full-cycle recruiting, sourcing, assessing, coordinating, and closing candidates, while ensuring a high-touch experience and sharing data-driven updates with internal stakeholders. The recruiter also collaborates closely with the broader recruiting team and actively identifies passive candidates from diverse backgrounds to support inclusive hiring.
A Review of Professional Skills and Functions for Recruiter
1. Recruiter Roles
- Recruitment Management: Manage high-volume recruitment.
- Candidate Coordination: Manage new and existing candidate activities.
- Stakeholder Relations: Develop and maintain internal stakeholder relationships.
- Talent Acquisition: Deliver end-to-end talent acquisition service.
- Candidate Sourcing: Source passive candidates using all available channels.
- Database Building: Build a strong database of candidates across all skill sets.
- Contract Negotiation: Be accountable for candidate contract negotiation and setup, including rate negotiation and work permits.
- Networking Engagement: Attend networking events to drive both candidate attraction activities and employer brand activities.
- Policy Implementation: Work closely with the TA team to assist with implementing policies, procedures, and systems.
2. Recruiter Roles and Details
- Recruitment Lifecycle: Manage the full cycle of recruiting candidates from sourcing through close.
- Hiring Partnership: Partner closely with hiring managers and consult with them on the best techniques for attracting, evaluating, and closing.
- Pipeline Development: Use innovative solutions to build a candidate pipeline.
- Market Intelligence: Maintain market and business intelligence in the respective pipeline.
- Process Optimization: Work with the existing team to build processes and implement best practices for hiring top talent.
- Progress Reporting: Share data and insights on recruiting progress with key stakeholders.
3. Recruiter Functions
- Job Advertising: Formulate and post job opportunity advertisements.
- Internal Recommendations: Formulate internal recommendations.
- Onboarding Support: Provide support with new-hire onboarding paperwork and orientations.
- Candidate Sourcing: Provide and filter candidates through various sources and platforms.
- Candidate Shortlisting: Shortlist candidates for management.
- Interview Coordination: Coordinate interview times and conduct interviews.
- Administrative Support: Carry out various administrative duties.
4. Recruiter Roles
- Talent Recruitment: Recruit talent in a highly competitive market and achieve strategic hiring goals.
- Diversity Initiatives: Help build and implement diversity and equity initiatives throughout hiring processes.
- Hiring Collaboration: Collaborate with hiring managers to understand niche role requirements and strategize team-building strategies.
- Candidate Experience: Provide an efficient yet high-touch candidate experience from application to offer.
- Offer Negotiation: Negotiate complex offers to close candidates.
- Team Communication: Communicate effectively with the interview team to ensure preparedness during the interview process.
5. Recruiter Roles and Details
- Hiring Practices: Ensure the implementation of the best hiring practices.
- Team Collaboration: Work closely with team leads to keep up with hiring at a high standard.
- Advanced Sourcing: Provide a solid candidate pool by using advanced sourcing and networking techniques.
- Hiring Support: Support hiring managers with their daily hiring operations and manage hiring-related documentation.
- Market Consulting: Give consulting support to hiring managers regarding the job market, including market mapping.
- Database Management: Maintain the existing internal candidate database.
6. Recruiter Responsibilities and Key Tasks
- Talent Research: Identify high-quality talents through structured research conducted from a range of sources for both the Asia Pacific and European markets.
- Sourcing Strategy: Develop and present sourcing strategies to the recruiting team, recruiting partners, and hiring managers based on data analysis and research.
- Pipeline Management: Manage the recruiting pipeline by planning, coordinating, and executing all stages of the recruitment process.
- Hiring Collaboration: Build collaborative relationships with recruiting partners and hiring managers to understand and translate hiring needs into effective recruiting strategies.
- Candidate Assessment: Deliver quality assessment and candidate experience through all aspects of the recruitment process.
7. Recruiter Job Summary
- Talent Attraction: Attract top talent by executing a robust recruiting strategy.
- Advanced Sourcing: Source candidates utilizing advanced recruitment skills while continuously seeking new ways and ideas to attract talent.
- Full-Cycle Recruitment: Manage a full-cycle talent acquisition process, ensuring a positive candidate experience.
- Hiring Partnership: Partner with hiring managers and talent acquisition team members to identify key requirements for each role.
- Candidate Screening: Conduct application screening, first-touch phone calls, and phone interviews.
8. Recruiter Job Description
- Talent Pipeline: Meet with and contact new and existing candidates to create a pipeline of talent for current and future jobs.
- Job Advertising: Create and post job adverts.
- Social Sourcing: Use social media channels for candidate attraction.
- Interview Coordination: Organise candidate interviews.
- Process Support: Work with the Key Account Managers to ensure the candidate process runs smoothly.
9. Remote Recruiter Key Accountabilities
- Candidate Pipeline: Create and manage own pipeline of candidates using various sources, job centres, LinkedIn, job boards, etc.
- CV Review: Review CVs and shortlist for review.
- Application Follow-Up: Chase candidates to complete their online applications.
- Interview Invitation: Invite candidates for an interview.
- Attraction Support: Support online and offline attractions.
- Pipeline Reporting: Support with reporting and candidate pipeline.
- HR Liaison: Liaise with the HRSS teams to understand resource and demand.
- Compliance Review: Review candidate compliance.
10. Recruiter Role Purpose
- Requirements Alignment: Coordinate with recruiters and hiring managers to determine position requirements.
- Candidate Outreach: Craft and send recruitment messages with the goal of a high response rate.
- Candidate Interaction: Interact with potential candidates on professional networks, via email, phone, and video conference.
- Referral Sourcing: Contact industry partners for candidate referrals.
- Candidate Qualification: Identify and qualify potential candidates.
- Pipeline Creation: Create talent pipelines for current and future open positions.
- Pool Organization: Organize the candidate pool.
11. RPO Recruiter Roles and Responsibilities
- ATS Sourcing: Conduct candidate searches utilising ATS systems and candidate search engines.
- Pipeline Creation: Create talent pipelines and pools based on client forecasts.
- Candidate Filtering: Filter candidates according to established profiles, often technical in nature.
- Candidate Interviews: Interview selected candidates.
- Candidate Tracking: Track candidates previously interviewed and selected by clients.
- Job Documentation: Assist in the creation and modification of job descriptions and adverts.
- Hiring Communication: Communicate with hiring leaders on recruitment progress.
- Progress Reporting: Present weekly progress reports and create weekly work plans.
- Recruitment Administration: Responsible for ATS updates and recruitment administration.
12. High Volume Recruiter Details and Accountabilities
- Candidate Sourcing: Utilize relevant channels to source candidates.
- Pipeline Management: Manage pipeline via recruiting platforms, ensuring candidates meet the hiring bar prior to onboarding.
- Process Ownership: Own the recruiting process to improve the candidate onboarding experience.
- Stakeholder Networking: Proactively network and build relationships with all stakeholders.
- Creative Sourcing: Seek new sourcing options and develop creative approaches to hiring.
- Channel Reporting: Report on sourcing channel measures of success.
- Event Participation: Organize and attend local events.
- Branding Support: Recommend and track marketing and branding initiatives and spend.
- Data Analysis: Collate data for reports and produce trend analysis.
- Agency Management: Build agency partnerships and monitor performance.
13. Recruiter Job Summary
- Sourcing Strategy: Build collaborative relationships with Country Talent Acquisition Leaders and hiring managers to formulate effective sourcing strategies for experienced hire roles.
- Active Sourcing: Conduct active sourcing for open roles using recruiting tools and job boards such as LinkedIn Recruiter, Indeed, and Glassdoor.
- Talent Networking: Build and maintain a network of potential candidates through direct sourcing, proactive market research, and relationship cultivation.
- Branding Support: Support with ideas, strategies, and coordination for the recruiting team and careers branding improvements.
- Capability Building: Build internal capabilities for hiring external talent into the P&G organization by influencing business partners with expertise.
14. Recruiter Details
- Talent Alignment: Partner with managers to clarify the talent need and what success looks like.
- Innovative Sourcing: Locate new places and new ways to source the best people in the competitive market for talent.
- Candidate Presentation: Find and present the best candidates for consideration.
- Process Facilitation: Facilitate the process from beginning to a successful offer.
- Process Compliance: Maintain compliance with process and standards.
15. Recruiter Details and Accountabilities
- HR Support: Assist with the full spectrum of human resources, including but not limited to recruitment.
- Job Advertising: Create job postings and advertise job availability through online channels and other media.
- Candidate Screening: Screen and interview candidates by phone, email, and in person to determine availability and hiring timelines.
- Contract Assistance: Assist with employment contracts.
- Onboarding Offboarding: Assist with onboarding and offboarding.
16. Recruiter Responsibilities and Key Tasks
- Talent Pipeline: Build a strong pipeline of talent by sourcing, screening, interviewing, maintaining strong relationships, and extending offers to candidates.
- Candidate Assessment: Find the perfect candidates for roles by assessing their skills and performance.
- Passive Sourcing: Identify and build relationships with passive talent for future roles.
- Team Collaboration: Build strong relationships with teams to set up a top-notch recruitment process.
- Candidate Experience: Ensure every candidate gets the best candidate experience possible.
- Future Pipeline: Build a robust pipeline of top candidates for future onboarding.
- Talent Strategies: Develop innovative strategies to find new talent.
17. Recruiter Duties and Roles
- Talent Management: Source, interview and manage great sales and marketing talent across the UK and Estonia.
- Brand Collaboration: Work closely with the Employer Brand Lead on relevant and engaging project-based work.
- Candidate Experience: Build a world-class candidate experience utilising tooling such as GoodTime.
- Data Analysis: Monitor data and use it to drive decision-making.
- Leadership Partnership: Partner with senior leadership with a forward-thinking, partnership-driven approach.
18. Recruiter Job Description
- Candidate Sourcing: Identify qualified candidates through various recruiting and sourcing tools.
- Account Partnership: Partner with the Account Manager to identify top accounts, target skill sets, and key market segments.
- Industry Networking: Build and maintain relationships with industry contacts to gain knowledge and generate referrals and sales leads.
- Customer Service: Perform various customer service-related activities.
- Community Engagement: Give back to the community by volunteering and partnering with various philanthropic organizations.
19. Recruiter Functions
- Full-Cycle Recruitment: Manage full-cycle recruitment processes across 35+ markets and HQ.
- Hiring Collaboration: Work closely with hiring managers to understand the position, team needs, culture and values.
- Business Partnership: Partner with different business units from Operations to Marketing to Finance and many others.
- Active Sourcing: Actively source, interview and select exceptional talent.
- Professional Representation: Represent Bolt professionally and warmly as the first point of contact.
- Candidate Experience: Provide an amazing candidate experience every time.
- Process Improvement: Contribute ideas to improve processes, employer brand and hiring strategy.
20. Recruiter Responsibilities
- Hiring Collaboration: Build relationships and collaborate with senior recruiters and hiring managers to understand hiring needs and team goals.
- Search Management: Manage and prioritize multiple searches, projects and client relationships across a wide range of roles within G&A teams.
- End-to-End Recruitment: Ensure a high-touch candidate experience throughout while owning end-to-end recruiting, including research, sourcing, candidate assessment and management, offer recommendation, negotiation and acceptance.
- Data Reporting: Proactively share data-centric updates with internal stakeholders.
- Passive Sourcing: Source and identify passive candidates from diverse backgrounds to help build out teams.
- Team Collaboration: Work collaboratively across the recruiting team, including other recruiters, sourcers and coordinators.
Editorial Process and Content Quality
This content is part of Lamwork's career intelligence platform and is developed using structured analysis of real-world job data, including publicly available job descriptions, skill requirements, and hiring patterns.
Lam Nguyen, Founder & Editorial Lead, defines the research framework behind Lamwork's career intelligence platform, including job role analysis, skills taxonomy, and structured career insights.
All content is reviewed by Thanh Huyen, Managing Editor, who oversees editorial quality, content consistency, and alignment with real-world role expectations and Lamwork's editorial standards.
Content is developed through a structured process that includes data analysis, role and skill mapping, standardized content formatting, editorial review, and periodic updates.
Content is reviewed and updated periodically to reflect changes in skills, role requirements, and labor market trends.
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