Recruiter (junior level)

for prose. We need to decide what constitutes list. For responsibilities bullet points: they are sentences separated by periods. Could turn each sentence into

under

About the role

Responsibilities

for section headings. Could have two sections: "Minimum Qualifications" and "Key Competencies". However they ask to prefer a few substantive sections over many thin ones. Could combine into "Qualifications" with two

maybe separate headings inside? But only

allowed for section headings; we could have one

Qualifications

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? Not specified. Safer to have two sections: "Minimum Qualifications" and "Key Competencies". Both are substantive. GTA Guiding Principles & Behaviors bullet list: - 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. We could put under

Skills

or maybe "Guiding Principles". The instruction says use headings like Skills, Benefits, Pay, Schedule. So we can map Guiding Principles to Skills. Benefits paragraph: "WEX's comprehensive and market competitive benefits are designed to support your personal and professional well-being. Benefits include health, dental and vision insurances, retirement savings plan, paid time off, health savings account, flexible spending accounts, life insurance, disability insurance, tuition reimbursement, and more. For more information, check out the "About Us" section." We need to make a list of benefits. So we can create
• for each benefit item: health insurance, dental insurance, vision insurance, retirement savings plan, paid time off, health savings account, flexible spending accounts, life insurance, disability insurance, tuition reimbursement, and more. The "and more" is vague; maybe we keep as a generic item. Pay Range: we have Pay Range: $64,000.00 - $78,100.00. Also earlier paragraph about base pay etc. We need to include Pay section with that range. Also mention base pay is one component of total compensation, sales commission etc. But we should not include filler like "commensurate with experience". The posting includes: "The base pay range represents the anticipated low and high end of the pay range for this position. Actual pay rates will vary and will be based on various factors, such as your qualifications, skills, competencies, and proficiency for the role. Base pay is one component of WEX's total compensation package. Most sales positions are eligible for commission under the terms of an applicable plan. Non-sales roles are typically eligible for a quarterly or annual bonus based on their role and applicable plan." This is substantive; we should include in Pay section. So we can put that as

  under

  Pay

  and also include the range maybe as

  or

  . We'll include range as part of paragraph. Schedule: not present, omit. Now produce HTML fragment. We must not include markdown code fences. Just raw HTML. Let's craft.

  About the 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 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.

  Responsibilities

  • 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.

  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.

  Skills