Recruiter
Also called: talent acquisition specialist
What a recruiter does day-to-day
The job is operational and coordination-heavy:
- Writing or editing job postings with the hiring manager.
- Sourcing candidates (LinkedIn search, referrals, network).
- Doing the first screening calls.
- Scheduling interviews across the panel and the candidate’s calendar.
- Keeping the candidate informed at every stage.
- Writing the offer, negotiating, closing.
In a 50-person SMB, this is typically half a person’s role. In a 200-person SMB, it’s at least one full-time role. Below 30 people, it’s usually the founder or head of operations.
Recruiter vs. hiring manager
The simplest test: who decides whether to hire?
- The hiring manager decides.
- The recruiter runs the process that produces good candidates for that decision.
Confusing the two — recruiters making the hire-decision, hiring managers running the scheduling — is the most common SMB operational failure in recruiting.
Specializations
In larger teams, “recruiter” splits into specializations:
- Sourcer: outbound only, finds candidates.
- Coordinator: scheduling and candidate experience.
- Recruiter / “full-cycle recruiter”: owns the role end-to-end.
Most SMBs do all three in one person.
Where Join fits
Join compresses the coordination work a recruiter does — scheduling, status emails, offer templates — so the same person can run more searches without losing candidates to the cracks. See the features page.
