Us Recruiter

Position Description

Position: US Recruiter (Salaried)

Shift: 5.30 PM 2.30 AM

Job Classification: Back Office - HR

Reports To: Team Leader

Location: Bangalore, Karnataka, India

Date: 26th August 2026

Company Overview

JB Poindexter (India) Private Limited is a subsidiary of J.B. Poindexter & Co., Inc. a privately held diversified manufacturing company forecasting $2.4B in annual revenue and 8,000 team members in 2024. The eight operating subsidiaries, covering over 50 locations, are engaged in the production of commercial truck bodies, step-vans, utility trucks, funeral coaches, limousines, pickup truck bed enclosures, precision machining, and expandable foam plastic packaging. For more information, visit www.jbpoindexter.com

JB Poindexter (India) Private Limited is the captive shared services unit of the J.B. Poindexter & Co., Inc. The company, wholly owned by J. B. Poindexter & Co., Inc. & is headquartered in Houston, Texas, USA.

POSITION SUMMARY

The US Recruiter – Salaried Roles will be responsible for managing the full-cycle recruitment process for salaried positions across the organization’s US operations.

The role will partner closely with hiring managers, HR Business Partners, and Talent Acquisition leadership to understand business requirements, develop effective recruitment strategies, identify and attract qualified candidates, and drive positions through the recruitment process to successful offer and hire.

The ideal candidate will have strong experience recruiting for US-based salaried/professional positions and will be comfortable managing multiple requisitions in a fast-paced, deadline-driven environment. The recruiter will be expected to build strong candidate pipelines, including passive talent, while providing an excellent candidate and hiring-manager experience.

Success in this role will require strong sourcing capability, stakeholder management, candidate assessment skills, organisation, attention to detail, and the ability to deliver against recruitment metrics such as time to fill, quality of hire, pipeline health, and overall hiring outcomes.

KEY DUTIES & RESPONSIBILITIES

Full-Cycle Recruitment

• Manage the complete recruitment lifecycle for US-based salaried positions, from preparing job requisition and posting it, sourcing, screening, interview coordination, selection, offer, and handoff to onboarding.
• Manage multiple open requisitions simultaneously while effectively prioritising roles based on business requirements and hiring timelines.
• Follow established Talent Acquisition processes and procedures to efficiently and effectively fill salaried positions.
• Partner with hiring managers to understand position requirements, critical competencies, experience, qualifications, and business needs.
• Develop and execute recruiting plans and sourcing strategies based on the requirements of each position.
• Maintain ownership of assigned requisitions and proactively communicate progress, challenges, and potential risks.

Sourcing & Talent Pipeline Development

• Utilize job boards, professional networks, internal databases, referrals, and other recruiting resources to identify qualified candidates.
• Develop strong pipelines of qualified candidates for current and future salaried hiring needs.
• Proactively identify and engage passive candidates through targeted sourcing and networking.
• Build and maintain professional networks to support ongoing US salaried recruitment.
• Research and identify new sourcing channels and approaches to improve candidate generation.
• Create and maintain compelling job postings aligned with the requirements of each position.

Candidate Screening & Assessment

• Review resumes and applications and evaluate candidate qualifications against position requirements.
• Conduct initial phone/video screens to assess candidates' work history, education, experience, skills, career interests, compensation expectations, and overall fit.
• Assess candidates against defined competencies and job requirements and provide recommendations to hiring managers.
• Maintain a consistent and objective candidate assessment process.
• Ensure candidates receive timely communication and a positive recruitment experience throughout the hiring process.
• Coordinate and participate in video and/or onsite interviews as required.
• Provide guidance to hiring managers on candidate selection and recruitment best practices.

Hiring Manager & Stakeholder Partnership

• Develop strong working relationships with hiring managers and business leaders supporting salaried recruitment.
• Conduct recruitment intake discussions and establish clear recruiting plans for assigned positions.
• Consult with hiring managers throughout the recruitment process and provide market and candidate insights.
• Educate new hiring managers on Talent Acquisition processes, workflows, interview practices, and expectations.
• Partner with HR Business Partners and Talent Acquisition leadership to address recruitment challenges and hiring risks.
• Maintain regular communication with stakeholders regarding pipeline status, candidate activity, interview progress, and expected hiring timelines.

Offer & Pre-Employment Process

• Manage the candidate offer process in partnership with the hiring manager and appropriate HR stakeholders.
• Coordinate required background checks and other pre-employment activities.
• Maintain timely communication with candidates throughout the offer and pre-employment process.
• Support the transition of selected candidates into the onboarding process.

Reporting & Recruitment Metrics

• Maintain accurate and timely recruitment activity within the Applicant Tracking System.
• Track and report recruitment metrics including open requisitions, candidate pipelines, interview activity, offers, time to fill, and hiring status.
• Provide transparent updates to Talent Acquisition leadership, hiring managers, and HR Business Partners.
• Proactively identify barriers that may impact hiring timelines and recommend solutions.
• Maintain accurate records related to recruitment activities and candidate status.

Talent Acquisition & Process Improvement

• Participate in Talent Acquisition initiatives designed to improve recruiting effectiveness and candidate experience.
• Identify opportunities to improve sourcing strategies, recruiting processes, and candidate pipelines.
• Support workforce planning and recruitment initiatives as required.
• Contribute to the development and implementation of best practices for salaried recruitment.
• Complete special projects and other Talent Acquisition activities as assigned.

MINIMUM QUALIFICATIONS

• Bachelor's degree
• 5 to 7 years of experience in recruitment, sourcing, Talent Acquisition, or related experience.
• Experience recruiting for US-based positions in a fast-paced, deadline-driven environment.
• Experience managing full-cycle recruitment processes.
• Strong experience sourcing and screening candidates for salaried/professional positions.
• Strong written and verbal communication skills with the ability to interact effectively with candidates, hiring managers, and senior stakeholders.
• Strong organizational and time-management skills with the ability to manage multiple priorities.
• Strong attention to detail and follow-through.
• Ability to work independently while also functioning effectively as part of a Talent Acquisition team.

PREFERRED QUALIFICATIONS

• Proven experience recruiting for US salaried/professional positions.
• Experience recruiting across multiple business functions.
• Strong passive candidate sourcing and talent-pipeline development experience.
• Experience using Applicant Tracking Systems and recruiting technologies.
• Experience with Ceridian Dayforce or other comparable ATS/HRIS systems.
• Experience with LinkedIn and other professional sourcing platforms.
• Experience partnering directly with US-based hiring managers.
• Understanding of US recruitment practices and employment requirements.
• Experience working with recruitment metrics such as time to fill, pipeline conversion, and quality of hire.