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Recruiter (Talent Acquisition Specialist)
Childcare Marketing | Remote-First | Full-Time
Position Overview
We are looking for a Recruiter who can identify exceptional talent, build strong candidate relationships, and help Childcare Marketing and our clients build high-performing teams.
The Recruiter owns the full recruitment lifecycle - from sourcing and attracting candidates to conducting interviews, managing communication, and supporting successful hires. This role requires someone who understands that great recruiting is not about collecting resumes; it is about finding the right people who align with the opportunity, culture, and long-term goals.
You will partner closely with hiring managers to understand their needs, create effective sourcing strategies, and deliver a seamless hiring experience for both candidates and internal stakeholders.
Why You Should Work Here
Work That Matters: You transform lives by connecting families who need quality child care with the providers who serve them.
Recession-Proof Growth: An established, fast-growing company that continues to thrive while many competitors struggle.
Leadership That Has Your Back: A supportive, attentive team that answers your questions and helps you grow, professionally and personally.
An Owner Who Shows Up: Our owner is actively involved in the business - not just a name on the door.
Small-Team Feel: A friendly, tight-knit environment where you are a person, not a headcount.
Remote-First Flexibility: Work remotely while staying connected to a fast-moving, collaborative team. Buffalo-area candidates may also have opportunities for occasional in-person meetings, strategy sessions, or team gatherings.
Top-of-Market Pay: We pay above market because we hire the best and want to keep them.
Train to Be the Best: Access $100K+ in training, courses, and materials - enough to make you more knowledgeable than 99.9% of the account managers our competitors employ.
A Workspace That Feels Alive: Working from home can get lonely, so our virtual Sims-like office keeps the team connected day to day.
Quarterly Town Halls: Every quarter, you get a full state-of-the-company update, so you are never guessing where things stand.
The Dream-On Program: Each year, our CEO grants multiple wishes pulled straight from team members' dream boards.
25 Days Off: A full 25 paid days off per year, because we want you to have a real life outside work.
Paid Days to Give Back: 4 paid days a year to volunteer with any charity you choose.
What Success Looks Like
Within your first 90 days, you will develop a strong understanding of our hiring process, company culture, and the types of people who thrive at Childcare Marketing. You'll begin building robust talent pipelines, earning the trust of hiring managers, and taking ownership of recruiting outcomes. Ongoing, you will be measured on:
Hiring Success: Consistently identify, attract, and hire exceptional candidates who are aligned with both the role and our culture.
Quality of Hire: Present high-caliber candidates who are well-qualified, thoroughly evaluated, and ready to succeed—not just available to interview.
Time to Hire: Keep recruitment processes moving efficiently while maintaining an exceptional candidate experience and high hiring standards.
Talent Pipeline: Build and maintain proactive pipelines for key roles, reducing the time needed to fill future openings.
Candidate Experience: Deliver a professional, responsive, and engaging experience that reflects positively on Childcare Marketing from first contact through onboarding.
Hiring Manager Partnership: Become a trusted partner to hiring managers by communicating proactively, providing thoughtful recommendations, and helping them make confident hiring decisions.
Recruitment Process Excellence: Continuously improve our hiring process through better organization, documentation, reporting, and data-driven recommendations.
Employer Brand: Represent Childcare Marketing with professionalism and enthusiasm, helping us become an employer of choice for top talent.
A Typical Week Might Include
Partnering with hiring managers to understand current hiring priorities, define ideal candidates, and create effective recruitment strategies.
Sourcing and engaging qualified candidates through LinkedIn, Indeed, Monster, job boards, referrals, networking, and other talent channels.
Reviewing applications and identifying candidates who have the skills, experience, and mindset needed to succeed in the role.
Conducting structured screening interviews to evaluate qualifications, motivation, communication skills, and cultural alignment.
Managing candidate communication throughout the hiring process to ensure a professional and positive experience from first contact through the offer stage.
Coordinating interviews, collecting feedback, and keeping hiring processes moving efficiently.
Building and maintaining talent pipelines so we are prepared for future hiring needs—not just reacting to open positions.
Maintaining accurate candidate records, recruitment activity, and hiring updates within our ATS.
Reviewing recruitment metrics and identifying opportunities to improve sourcing strategies, candidate quality, and hiring efficiency.
Supporting employer branding initiatives that strengthen Childcare Marketing's reputation as a place where talented people want to work.
Key Competencies
Talent Sourcing & Recruitment Strategy: Ability to proactively identify, attract, and engage qualified candidates through multiple sourcing channels.
Candidate Assessment: Skilled at evaluating experience, skills, motivation, and cultural alignment to identify top talent.
Communication: Communicates clearly, professionally, and consistently with candidates, hiring managers, and internal teams.
Organization & Attention to Detail: Manages multiple open roles, candidate pipelines, deadlines, and recruitment activities without letting important details slip.
Ownership & Accountability: Takes responsibility for recruitment outcomes and proactively solves challenges throughout the hiring process.
Relationship Building: Builds trust with candidates and hiring managers through responsiveness, professionalism, and genuine engagement.
This Role Is Not for You If
You only prefer posting jobs and waiting for candidates instead of actively sourcing and building relationships.
You see recruiting as simply filling vacancies rather than finding the right person for the right opportunity.
You are uncomfortable conducting interviews or making recommendations based on candidate quality.
You need constant reminders to follow up, document next steps, or keep hiring processes moving.
You avoid difficult conversations with candidates or hiring managers.
You are not comfortable managing multiple priorities in a fast-paced environment.
You focus on the number of applicants rather than the quality of candidates presented.
You prefer administrative tasks over building relationships and influencing hiring outcomes.
Skills and Experience Required
3–5 years of experience in recruiting, talent acquisition, or a similar role.
Proven experience managing the full recruitment lifecycle, from sourcing candidates through offer acceptance.
Strong sourcing, networking, and candidate engagement skills, with the ability to proactively identify and attract qualified talent.
Experience conducting structured interviews, screening candidates, and evaluating qualifications, skills, and cultural fit.
Excellent written and verbal English communication skills.
Strong organizational and time management skills, with the ability to manage multiple open roles and priorities simultaneously.
Ability to work independently in a remote environment while collaborating effectively with hiring managers and cross-functional teams.
Experience using applicant tracking systems (ATS) and recruitment platforms such as Jazz Recruiter, Indeed, Monster, LinkedIn, and other job boards or sourcing tools.
Strong attention to detail with the ability to maintain accurate candidate records, track recruitment activity, and manage candidate communication throughout the hiring process.
Preferred Skills and Experience
Previous experience recruiting for remote-first teams or distributed organizations.
Experience supporting multiple departments, hiring managers, or client accounts simultaneously.
Experience recruiting within a digital marketing agency, creative agency, technology company, SaaS business, or other fast-paced professional services environment.
Experience hiring for marketing, creative, sales, customer success, operations, or other client-facing roles.
Experience building proactive talent pipelines rather than relying solely on inbound applicants.
Experience tracking recruitment metrics such as source effectiveness, time-to-fill, candidate quality, interview conversion rates, and hiring outcomes.
Demonstrated ability to improve recruiting processes, strengthen candidate experience, and introduce more efficient ways of attracting top talent.
Experience working in an agency environment where speed, adaptability, communication, and delivering results are critical.
Work Environment
This is a full-time, remote-first position.
About Childcare Marketing Group
Childcare Marketing Group helps child care centers, day nurseries, and early education businesses attract more families, retain enrollment, and grow with smarter marketing. We are a fast-growing, remote-first marketing company serving clients across the U.S., U.K., and beyond.
