• Job Description

  Req#: VN301
  Vacancy Name
  Lead Recruiter
  
  Vacancy No
  VN301
  
  Status
  Active
  
  Location
  Remote US
  
  Location Country
  United States
  
  Location Region
  
  Location City
  
  Description
  Who are we?
  
  Auction Technology Group (ATG) is transforming the multi-billion-dollar global auction industry. Our platforms connect thousands of auction houses with buyers in over 170 countries, powering more than $15 billion in annual sales. Through innovative online auction technologies, we help auctioneers expand their reach, boost efficiency, and maximize value-while giving bidders unrivaled access to rare and specialized items. As a publicly traded company, ATG has scaled from $18 million to $170 million in revenue, with sustained growth beyond the pandemic. We're modernizing one of the last industries to fully go digital-building a global, category-defining business in the process.
  
  What You'll Do
  
  We are looking for a Lead Recruiter, North America who is both strategic and deeply hands-on. You will own full-cycle recruiting across a wide range of business and technical roles, help us build and refine recruiting processes, and bring rigor to sourcing, analytics, and pipeline management. You will also play a key role in driving a strong internal employee referral program and strengthening our employer brand.
  
  This is a lean environment: you won't have a large TA team or a dedicated coordinator. In return, you'll have meaningful ownership, the ability to shape a high-impact function, and visibility across the organization. During slower hiring periods, you'll support broader HR initiatives including onboarding, engagement surveys, manager enablement, and special projects. You'll also help turn insights from candidates and employees into concrete operational and cultural improvements.
  
  We are open to remote candidates across the U.S.; however, we have a strong preference for candidates based in Indianapolis or New York City, where we have offices and can benefit from in-person collaboration.
  
  Key Responsibilities
  Full-Cycle Recruiting & Stakeholder Partnership
  
  -Own full-cycle recruiting for business and technical roles across all seniority levels in the US and Mexico (with a primary focus on US)
  
  -Partner with hiring managers to clarify role requirements, define search strategies, and ensure consistent, equitable interview processes
  
  -Source, screen, schedule, and guide candidates through each stage of the process, maintaining strong communication and candidate experience
  
  -Partner with HR, Legal, and external counsel on immigration and work authorization processes, guiding candidates and managers through timelines and requirements
  
  Process Design, Analytics & Operational Excellence
  
  -Build, document, and continuously improve recruiting processes, interview structures, scorecards, and decision frameworks
  
  -Establish and track key recruiting KPIs.
  
  -Provide regular reporting and insights to HR and business leaders, identifying trends, bottlenecks, and opportunities for improvements
  
  -Ensure recruiting practices comply with relevant labor, EEO, and data privacy regulations in the US and Mexico
  
  Referrals & Employer Branding
  
  -Own and evolve the employee referral strategy, including referral campaigns, tracking and manager enablement
  
  -Partner with HR and Marketing to enhance employer branding, improve job postings, leverage social channels (LinkedIn, Glassdoor, etc.) and support targeted talent outreach
  
  -Reduce long-term reliance on external agencies through strong internal sourcing and process improvements. When agencies are used, manage relationships, contracts, and performance
  
  Broader HR Support (High-Impact Work Beyond Recruiting)
  
  -When hiring volume slows down, you will contribute to broader People initiatives to strengthen the employee, manager, and candidate experience
  
  Onboarding & New Hire Experience:
  
  -Design and launch a candidate experience survey; use feedback to refine communication, process, and hiring practices
  
  -Support central onboarding programming, run new hire check-ins and surveys, turn insights into actionable improvements
  
  -Partner with managers to develop org-specific onboarding programs
  
  Engagement & Exit Insights
  
  -Support engagement and survey planning, assist with communications and analysis, translate engagement and exit findings into clear recommendations for leaders and managers
  
  Manager Training & Enablement:
  
  -Partner with extended HR team to develop and refine manager training materials and toolkits for interviewing, feedback and everyday people practices
  
  Special Projects
  
  -Contribute to a variety of HR initiatives as needed - internal mobility, people process documentation, HR wiki, and more
  
  Key Requirements
  -8+ years of full-cycle recruiting experience, including both business and technical roles
  
  -Proven success building or significantly improving recruiting processes and interview frameworks
  
  -Strong sourcing capability and comfort managing a high volume of requisitions in a lean environment
  
  -Experience working directly with senior leaders and influencing hiring decisions
  
  -Analytical mindset with experience tracking and communicating recruiting KPIs and pipeline insights
  
  -Comfortable handling your own scheduling and administrative tasks when needed
  
  -Excellent communication skills with a focus on candidate experience and manager partnership
  
  -Adaptability, proactivity, and interest in contributing to HR work beyond recruiting
  
  -Building referral-driven hiring strategies
  
  Employment Type
  Permanent
  
  Duration
  Permanent
  
  Business Name
  Proxibid
  
  Function Name
  Human Resources

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