Sr. Recruiter - Valet Trash
Confirmed on the employer's own hiring board on Oct 1, 2026. First seen by Alion on Sep 25, 2026.
What You'll Do:
Own full-cycle recruiting for Valet Trash positions across multiple markets, including high-volume frontline roles and field leadership positions.
Partner closely with Area Managers to understand hiring needs, priorities, launch timelines, staffing gaps, and market challenges.
Develop and execute sourcing strategies to maintain healthy candidate pipelines in both established and new markets.
Proactively source candidates through job boards, resume databases, outreach, referrals, social channels, and other creative recruiting methods.
Review applications, conduct recruiter interviews, assess candidate qualifications, and move qualified candidates efficiently through the hiring process.
Maintain consistent and timely candidate communication throughout the recruiting and onboarding experience.
Manage multiple requisitions and markets simultaneously while continuously adjusting priorities based on business needs.
Support new market launches and hiring ramp-ups, including developing recruiting plans and building candidate pipelines before hiring demand peaks.
Monitor recruiting performance and pipeline health, identifying risks before they become hiring problems.
Partner with Operations to identify barriers related to compensation, schedules, geography, candidate availability, job requirements, or market conditions.
Use recruiting data and market insights to recommend changes to sourcing strategies, advertising, hiring processes, and candidate outreach.
Manage sponsored job advertising strategically and monitor effectiveness and return on recruiting spend.
Coordinate offers, background checks, onboarding, and pre-start communication to help candidates successfully reach their first day.
Maintain accurate and timely candidate and requisition activity within the applicant tracking system.
Build strong relationships with candidates, hiring managers, Area Managers, and cross-functional partners.
Identify opportunities to improve the Valet Trash recruiting process, candidate experience, and hiring-manager experience.
What You'll Need:
3+ years of full-cycle recruiting experience, preferably supporting high-volume hourly, field, operations, logistics, waste services, hospitality, property services, or similar workforces.
Demonstrated experience managing high-volume recruiting across multiple locations or markets.
Strong sourcing skills with the ability to build candidate pipelines beyond inbound applications.
Experience partnering directly with Operations leaders and hiring managers in a fast-paced environment.
Proven ability to manage competing priorities and a large, changing requisition workload.
Strong candidate outreach and engagement skills across phone, text, email, and other recruiting channels.
Experience using an applicant tracking system and recruiting technology to manage pipelines and hiring activity.
Comfort using recruiting metrics and market data to identify problems and recommend solutions.
Strong organizational skills and attention to detail.
Excellent verbal and written communication skills.
Ability to work independently, make sound recruiting decisions, and escalate risks when appropriate.
Comfortable working in an environment where hiring priorities can change quickly based on business needs.
Experience recruiting within valet trash, waste services, property services, multifamily housing, logistics, delivery, warehouse, or other field-based operations.
Experience recruiting part-time or nontraditional hourly workforces.
Experience supporting new market launches or rapid hiring ramp-ups.
Experience recruiting across multiple states and time zones.
Experience with Lever, Workday, Indeed, or similar recruiting platforms.
Experience analyzing recruiting metrics, market compensation, candidate supply, or advertising performance.
Bilingual English/Spanish skills.
Even Better If You Have
What Success Looks Like:
Success in this role means more than filling open jobs.
You’ll know your markets, understand where the recruiting risks are, and have a plan before a hiring need becomes urgent. Operations leaders will know where their pipelines stand, candidates will receive timely communication, and recruiting decisions will be supported by data.
You’ll continually look for ways to improve how we attract, engage, hire, and onboard Valet Trash team members while helping the business scale.