Senior Recruiter
Metro Sales Inc. · Burnsville, MN · 1 mo ago
Full-time
We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, no invention. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Also remove "Notice to Recruiters and Placement Agencies", EEO statement, etc. Also remove "All applicants must be authorized to work..." repeated. Also remove "MSI Metro Sales Inc. Vision" maybe considered boilerplate? It's somewhat promotional but maybe keep as part of About the role? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The vision statement might be considered not boilerplate but could be part of About the role. However we have a section "About the role" maybe we can include description of company and role. The posting includes "Who We Are" and description of MSI, then "MSI is seeking a skilled and proactive Senior Recruiter...". That's about the role. So we can put that in About the role section.
Responsibilities: list of duties from "Key Areas Of Responsibilities" and sub-bullets. We'll extract each bullet as . Should we group under subheadings? Not required; just a list.
Requirements: Minimum Qualifications. Could be Requirements section.
Qualifications: Preferred Qualifications.
Skills: maybe combine some skills from qualifications? But we have "Strong MS Office skills", "Proficient knowledge of Applicant Tracking systems", etc. Those could go under Skills. However we already have Requirements and Qualifications sections; we could put skills under Skills. But we must not create thin sections. Let's see: we have Minimum Qualifications (high school diploma, 5+ years recruiting, track record, MS Office, ATS knowledge, onsite, work authorization). Preferred Qualifications (Bachelor's degree, multi-task, organization, relentless, collaborate, quick learner, self-starter, present to leadership, adapt). Those could be considered Qualifications (both minimum and preferred). Could combine into Qualifications section with two sublists? But instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have separate sections for Requirements and Qualifications. Skills maybe not needed if covered. But we could still include Skills if there is specific skill content not covered elsewhere. However Minimum and Preferred qualifications already include skills like MS Office, ATS, organization, etc. Could still have Skills section but might be thin. Better to omit Skills if not distinct.
Benefits: we have "What We Offer" list: Medical, Dental and Vision Insurance, Short- and long-term disability program, Life Insurance, Educational Development Benefits, Employee Stock Ownership Plan (ESOP) + Gainshare, 401K+ Match, Paid Time Off (PTO), Paid Volunteer Days. That's substantive. So Benefits section.
Pay: not mentioned. No salary info. So omit Pay.
Schedule: Work Hours: Monday through Friday, 8:00 am to 5:00 pm with some flexibility and hybrid work options after training. That's schedule info. So Schedule section.
Now we need to ensure we don't include boilerplate like "All applicants must be authorized to work..." etc. That's a requirement but it's also legal boilerplate. The instruction: remove EEO/equal-opportunity/scam-warning boilerplate. The work authorization statement might be considered legal but it's also a substantive requirement (must be authorized to work). However it's also repeated later. Might be considered boilerplate but it's a requirement. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The work authorization statement is not exactly EEO but it's a legal requirement. Might be okay to keep as part of Requirements. However later they repeat "All applicants must be authorized to work in the United States for any employer without current or future visa sponsorship needs or requirements." That's duplicated; we should keep only once.
Also "Notice to Recruiters and Placement Agencies" is boilerplate; remove.
Also "MSI Metro Sales Inc. is an Equal Opportunity Employer..." remove.
Also "All offers of employment are contingent on successfully completing MSI’s standard pre-employment screenings." That's maybe legal boilerplate; could be considered part of process but maybe keep? It's a condition. Might be considered boilerplate but it's a condition of employment. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. This is not EEO but it's a contingency. Might be okay to keep under Requirements or Process? But it's generic. I'd lean to remove as it's boilerplate legal.
Also "For additional roles visit us at: https://www.metrosales.com/msi-careers/" is application instruction? It's a link for more roles; could be considered application instruction. Remove.
Now we need to preserve all substantive information: company description, role location, hybrid, responsibilities, etc.
Let's extract About the role content: "Founded in 1969, Metro Sales Inc. built its reputation selling office supplies and equipment across the Twin Cities. Decades later, we've grown into one of the largest office technology and solutions providers in the Midwest. Today, MSI Metro Sales Inc., a 100% Employee-Owned Company, stands as an industry leader in hardware, software, and managed services. MSI is seeking a skilled and proactive Senior Recruiter to recruit for administrative, technical, sales and professional roles across a designated function and support the development of high-quality recruiting practices. This position is located in Burnsville, MN and is a hybrid role. In this role, you will work with other team members to manage the recruitment process and partner closely with business leaders to ensure hiring needs are met with excellence. In this role, you will serve as a trusted advisor, a coach to hiring teams, and a champion of a best-in-class candidate experience. As part of a team, your work will directly influence the quality, consistency, and effectiveness of MSI’s talent acquisition efforts."
We can combine into a few paragraphs.
Now Responsibilities: list from "Key Areas Of Responsibilities". We'll extract each bullet point as a list item. The headings under Key Areas: Recruiting Execution and Expertise, Recruiting Strategy, Passive Talent Engagement & Market Awareness, Selection Excellence & Hiring Manager Enablement, Process Optimization & Operational Execution, Stakeholder Collaboration & Talent Advisory, Candidate Experience & Employer Brand, Offer Management & New Hire Integration. Each has multiple sentences. We'll turn each sentence into a list item? Could group under subheadings but not required. We'll just make a flat list of responsibilities, preserving all details.
Let's extract:
Recruiting Execution and Expertise:
- Prioritize and manage a portfolio of approximately 15 positions with competing demands.
- Work and collaborate with a team of recruiting professionals to ensure all open positions are being filled timely.
- Serve as a key decision maker on candidate qualification, applying structured evaluation and sound judgment.
- Monitor pipeline health and funnel performance to ensure alignment with business needs.
Recruiting Strategy:
- Contribute to the development and execution of recruiting strategies that build strong pipelines of high quality talent.
- Share market insights on talent availability, competitive trends, and compensation benchmarks to inform hiring decisions.
- Recommend sourcing adjustments based on data, performance metrics, and evolving business needs.
Passive Talent Engagement & Market Awareness:
- Oversee the identification and engagement of passive candidates using advanced search techniques.
- Support the team in building proactive pipelines for critical and hard to fill roles.
- Maintain awareness of industry trends, competitor activity, and emerging talent pools.
Selection Excellence & Hiring Manager Enablement:
- Drive consistent, competency based evaluation processes to ensure candidates meet MSI’s standards for performance and cultural alignment.
- Facilitate structured debriefs and guide hiring teams toward timely, aligned decisions.
- Provide guidance to hiring managers on interviewing techniques, evaluation consistency, and selection best practices.
- Support leaders in expanding and leveraging their networks to uncover exceptional talent.
Process Optimization & Operational Execution:
- Identify opportunities to improve recruitment processes and support the implementation of best practices.
- Ensure accurate, compliant, and timely use of the applicant tracking system, maintaining data integrity across the hiring lifecycle.
- Support vendor relationships to meet recruitment needs and maintain a steady talent pipeline.
Stakeholder Collaboration & Talent Advisory:
- Build strong partnerships with other team members, hiring managers and business leaders, serving as a trusted advisor throughout the hiring process.
- Provide guidance on candidate quality, market realities, and effective hiring approaches.
- Immerse yourself in the business to understand priorities, culture, and capability needs.
Candidate Experience & Employer Brand:
- Manage the recruitment process, ensuring a seamless, transparent, and positive candidate experience.
- Craft compelling job descriptions that reflect role expectations, team culture, and success attributes.
- Represent MSI at select career events as a brand ambassador, attracting high caliber talent.
Offer Management & New Hire Integration:
- Collaborate with hiring manger to provide competitive, equitable, and timely offers aligned with internal guidelines.
- Maintain engagement with new hires to support a smooth transition and reinforce a positive onboarding experience.
- Ensure all hires meet MSI’s high standards of excellence.
Note: there's a typo "hiring manger". We'll keep as is.
Now Requirements (Minimum Qualifications):
- High school diploma, GED or equivalent.
- 5+ years of recruiting (agency, inhouse or a combination).
- A proven track record of filling challenging roles in multiple markets.
- Strong MS Office skills including Word and Excel.
- Proficient knowledge of Applicant Tracking systems and other recruiting tools and resources.
- This position requires to be onsite and is not budgeted for a relocation package, we are considering local candidates only at this time.
- Applicants must be authorized to work for ANY employer in the U.S without requiring sponsorship now or in the future.
We could combine the onsite and relocation note as a requirement.
Now Qualifications (Preferred Qualifications):
- Bachelor’s degree.
- Ability to multi-task and strong organization skills and attention to detail.
- Relentless in the recruiting approach.
- Ability to collaborate with and effectively communicate with Hiring Managers and potential candidates.
- Must have the ability to quickly learn systems, processes and procedures.
- Self-starter and highly motivated with a strong work ethic and impeccable integrity.
- Demonstrated ability to present to and work with leadership.
- Ability to adapt quickly and be flexible to changing business needs.
Now Benefits:
- Medical, Dental and Vision Insurance
- Short- and long-term disability program
- Life Insurance
- Educational Development Benefits
- Employee Stock Ownership Plan (ESOP) + Gainshare — because your success is also your investment
- 401K+ Match
- Paid Time Off (PTO)
- Paid Volunteer Days! — give back alongside your peers in the community
We should keep the explanatory text? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we can keep the parenthetical explanations as part of the list items.
Now Schedule:
- Monday through Friday, 8:00 am to 5:00 pm with some flexibility and hybrid work options after training.
Now we need to output HTML fragment with
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have separate sections for Requirements and Qualifications. Skills maybe not needed if covered. But we could still include Skills if there is specific skill content not covered elsewhere. However Minimum and Preferred qualifications already include skills like MS Office, ATS, organization, etc. Could still have Skills section but might be thin. Better to omit Skills if not distinct.
Benefits: we have "What We Offer" list: Medical, Dental and Vision Insurance, Short- and long-term disability program, Life Insurance, Educational Development Benefits, Employee Stock Ownership Plan (ESOP) + Gainshare, 401K+ Match, Paid Time Off (PTO), Paid Volunteer Days. That's substantive. So Benefits section.
Pay: not mentioned. No salary info. So omit Pay.
Schedule: Work Hours: Monday through Friday, 8:00 am to 5:00 pm with some flexibility and hybrid work options after training. That's schedule info. So Schedule section.
Now we need to ensure we don't include boilerplate like "All applicants must be authorized to work..." etc. That's a requirement but it's also legal boilerplate. The instruction: remove EEO/equal-opportunity/scam-warning boilerplate. The work authorization statement might be considered legal but it's also a substantive requirement (must be authorized to work). However it's also repeated later. Might be considered boilerplate but it's a requirement. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The work authorization statement is not exactly EEO but it's a legal requirement. Might be okay to keep as part of Requirements. However later they repeat "All applicants must be authorized to work in the United States for any employer without current or future visa sponsorship needs or requirements." That's duplicated; we should keep only once.
Also "Notice to Recruiters and Placement Agencies" is boilerplate; remove.
Also "MSI Metro Sales Inc. is an Equal Opportunity Employer..." remove.
Also "All offers of employment are contingent on successfully completing MSI’s standard pre-employment screenings." That's maybe legal boilerplate; could be considered part of process but maybe keep? It's a condition. Might be considered boilerplate but it's a condition of employment. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. This is not EEO but it's a contingency. Might be okay to keep under Requirements or Process? But it's generic. I'd lean to remove as it's boilerplate legal.
Also "For additional roles visit us at: https://www.metrosales.com/msi-careers/" is application instruction? It's a link for more roles; could be considered application instruction. Remove.
Now we need to preserve all substantive information: company description, role location, hybrid, responsibilities, etc.
Let's extract About the role content: "Founded in 1969, Metro Sales Inc. built its reputation selling office supplies and equipment across the Twin Cities. Decades later, we've grown into one of the largest office technology and solutions providers in the Midwest. Today, MSI Metro Sales Inc., a 100% Employee-Owned Company, stands as an industry leader in hardware, software, and managed services. MSI is seeking a skilled and proactive Senior Recruiter to recruit for administrative, technical, sales and professional roles across a designated function and support the development of high-quality recruiting practices. This position is located in Burnsville, MN and is a hybrid role. In this role, you will work with other team members to manage the recruitment process and partner closely with business leaders to ensure hiring needs are met with excellence. In this role, you will serve as a trusted advisor, a coach to hiring teams, and a champion of a best-in-class candidate experience. As part of a team, your work will directly influence the quality, consistency, and effectiveness of MSI’s talent acquisition efforts."
We can combine into a few paragraphs.
Now Responsibilities: list from "Key Areas Of Responsibilities". We'll extract each bullet point as a list item. The headings under Key Areas: Recruiting Execution and Expertise, Recruiting Strategy, Passive Talent Engagement & Market Awareness, Selection Excellence & Hiring Manager Enablement, Process Optimization & Operational Execution, Stakeholder Collaboration & Talent Advisory, Candidate Experience & Employer Brand, Offer Management & New Hire Integration. Each has multiple sentences. We'll turn each sentence into a list item? Could group under subheadings but not required. We'll just make a flat list of responsibilities, preserving all details.
Let's extract:
Recruiting Execution and Expertise:
- Prioritize and manage a portfolio of approximately 15 positions with competing demands.
- Work and collaborate with a team of recruiting professionals to ensure all open positions are being filled timely.
- Serve as a key decision maker on candidate qualification, applying structured evaluation and sound judgment.
- Monitor pipeline health and funnel performance to ensure alignment with business needs.
Recruiting Strategy:
- Contribute to the development and execution of recruiting strategies that build strong pipelines of high quality talent.
- Share market insights on talent availability, competitive trends, and compensation benchmarks to inform hiring decisions.
- Recommend sourcing adjustments based on data, performance metrics, and evolving business needs.
Passive Talent Engagement & Market Awareness:
- Oversee the identification and engagement of passive candidates using advanced search techniques.
- Support the team in building proactive pipelines for critical and hard to fill roles.
- Maintain awareness of industry trends, competitor activity, and emerging talent pools.
Selection Excellence & Hiring Manager Enablement:
- Drive consistent, competency based evaluation processes to ensure candidates meet MSI’s standards for performance and cultural alignment.
- Facilitate structured debriefs and guide hiring teams toward timely, aligned decisions.
- Provide guidance to hiring managers on interviewing techniques, evaluation consistency, and selection best practices.
- Support leaders in expanding and leveraging their networks to uncover exceptional talent.
Process Optimization & Operational Execution:
- Identify opportunities to improve recruitment processes and support the implementation of best practices.
- Ensure accurate, compliant, and timely use of the applicant tracking system, maintaining data integrity across the hiring lifecycle.
- Support vendor relationships to meet recruitment needs and maintain a steady talent pipeline.
Stakeholder Collaboration & Talent Advisory:
- Build strong partnerships with other team members, hiring managers and business leaders, serving as a trusted advisor throughout the hiring process.
- Provide guidance on candidate quality, market realities, and effective hiring approaches.
- Immerse yourself in the business to understand priorities, culture, and capability needs.
Candidate Experience & Employer Brand:
- Manage the recruitment process, ensuring a seamless, transparent, and positive candidate experience.
- Craft compelling job descriptions that reflect role expectations, team culture, and success attributes.
- Represent MSI at select career events as a brand ambassador, attracting high caliber talent.
Offer Management & New Hire Integration:
- Collaborate with hiring manger to provide competitive, equitable, and timely offers aligned with internal guidelines.
- Maintain engagement with new hires to support a smooth transition and reinforce a positive onboarding experience.
- Ensure all hires meet MSI’s high standards of excellence.
Note: there's a typo "hiring manger". We'll keep as is.
Now Requirements (Minimum Qualifications):
- High school diploma, GED or equivalent.
- 5+ years of recruiting (agency, inhouse or a combination).
- A proven track record of filling challenging roles in multiple markets.
- Strong MS Office skills including Word and Excel.
- Proficient knowledge of Applicant Tracking systems and other recruiting tools and resources.
- This position requires to be onsite and is not budgeted for a relocation package, we are considering local candidates only at this time.
- Applicants must be authorized to work for ANY employer in the U.S without requiring sponsorship now or in the future.
We could combine the onsite and relocation note as a requirement.
Now Qualifications (Preferred Qualifications):
- Bachelor’s degree.
- Ability to multi-task and strong organization skills and attention to detail.
- Relentless in the recruiting approach.
- Ability to collaborate with and effectively communicate with Hiring Managers and potential candidates.
- Must have the ability to quickly learn systems, processes and procedures.
- Self-starter and highly motivated with a strong work ethic and impeccable integrity.
- Demonstrated ability to present to and work with leadership.
- Ability to adapt quickly and be flexible to changing business needs.
Now Benefits:
- Medical, Dental and Vision Insurance
- Short- and long-term disability program
- Life Insurance
- Educational Development Benefits
- Employee Stock Ownership Plan (ESOP) + Gainshare — because your success is also your investment
- 401K+ Match
- Paid Time Off (PTO)
- Paid Volunteer Days! — give back alongside your peers in the community
We should keep the explanatory text? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we can keep the parenthetical explanations as part of the list items.
Now Schedule:
- Monday through Friday, 8:00 am to 5:00 pm with some flexibility and hybrid work options after training.
Now we need to output HTML fragment with headings and - for lists,
for prose.
We should not include any extra text outside HTML.
Let's craft:
About the role
Founded in 1969, Metro Sales Inc. built its reputation selling office supplies and equipment across the Twin Cities. Decades later, we've grown into one of the largest office technology and solutions providers in the Midwest. Today, MSI Metro Sales Inc., a 100% Employee-Owned Company, stands as an industry leader in hardware, software, and managed services. MSI is seeking a skilled and proactive Senior Recruiter to recruit for administrative, technical, sales and professional
- for lists,
for prose. We should not include any extra text outside HTML. Let's craft:
About the role
Founded in 1969, Metro Sales Inc. built its reputation selling office supplies and equipment across the Twin Cities. Decades later, we've grown into one of the largest office technology and solutions providers in the Midwest. Today, MSI Metro Sales Inc., a 100% Employee-Owned Company, stands as an industry leader in hardware, software, and managed services. MSI is seeking a skilled and proactive Senior Recruiter to recruit for administrative, technical, sales and professional