Talent Acquisition Recruiter

Human Resources Manchester, New Hampshire


Job Title

Talent Acquisition Recruiter


Hybrid (Manchester, NH)

Purpose and Importance of Position

As a Corporate Recruiter, you will play a key role in delivering the Talent Acquisition Strategy providing high levels of service to all Business units. You will be forward-thinking and ahead of the curve when assessing market trends and finding new ways of recruiting. You will act as a business partner and subject matter expert to our business taking ownership from start to finish on all requisitions allocated and assigned to you. Understands the dynamics within the recruitment markets, and how to tap into those sourcing networks, must build solid external and internal relationships. Fully utilize online resources and find cost effective methods of hiring.  Has a continuous improvement mindset; always looking to make the candidate and manager experience iteratively better.  Responsible for ensuring that each new hire has a well-supported start into each of our business areas; that the new hire feels informed, is taking advantage of our benefit programs, is clear about what’s expected, connected to their manager. Working with the hiring manager ensuring that there is a clear 30/60/90-day plan for new hire and that regular check-ins are performed to ensure and monitor progress.

Essential Functions

  • The ability to understand our local and regional workforce demographics to see how they support or challenge our hiring strategy; who we’ve got for today’s business, and who we’ll need 12 months out to ensure the continuity of our client experience and acquisition volume
  • Assess the manager’s hiring needs deciding if a role is needed and whether the role is better suited to internal or external candidates.
  • Develop our internal and external network of potential candidates, generating diverse candidate pools, that are the right cultural fit for the organization.
  • Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of RiverStone, whether it be implementing any new processes, fine tuning standard processes or innovative sourcing strategies that others may use and adopt.
  • Understand and participate in business unit growth strategies as well as overall devices strategic plans.   
  • Develop a network of diverse candidate pools, from formal and informal sources, through LinkedIn, other digital mediums, face to face networking, university programs, professional conferences etc, to depict RiverStone in the most positive light, and to the broadest audiences possible.  Put RiverStone on the map, despite its size, with the likes of our competitors in the marketplace in other locations.
  • Utilize Agile principles to execute demand to forecast backlog and fulfill hiring targets; process improvements and/or policy definitions; seen as an expert in a given area and serves as a coach for others.  Assess and improve current staffing processes
  • Manage candidate flow, track and monitor interview progress; reporting and metrics on ad hoc basis
  • Effective relationships with stakeholders for each role
  • Manage hiring volume and headcount goals
  • Build and maintain strong relationships with colleges and universities
  • Work with industry publications to post job listings
  • Manage and maintain applicant tracking system including vendor relationship, upgrades, and utilization within the business.  Train managers how to utilize the system.
  • Proven ability in managing external vendors
  • Credibility to influence at the highest levels within Business Units and the organization
  • A value-add staffing process for complex hiring profiles; has high impact with candidates and managers
  • Provide a white glove service experience for our candidates and hiring managers so that all feel informed and supported throughout the hiring process
  • A top-notch post-hire experience that delivers a well-supported start into each of our business areas; that the new hire feels informed, is taking advantage of our top-notch benefit programs, is clear about what’s expected, connected to their manager, and ready to dive into their work with enthusiasm as their other needs are taken care of and of no concern to them
  • Structure new offers and work with compensation team to determine appropriate package
  • Work with other business units to on-board new associates successfully
  • Responsible for sending out all new hire and terminations notifications

Required Skills:

  • Noticeable passion about searching for great talent, and have a critical eye when assessing for technical and cultural fit for RiverStone
  • Strong verbal and written communication skills with proven ability to prioritize time, demonstrate backbone and a sense of urgency to hire the best, and to provide amazing customer service
  • Ability to guide hiring managers to make the right decisions during the selection process
  • Strong negotiation skills – negotiate agency contracts and candidate offers with ease and know-how
  • Customer service oriented with the ability for developing long lasting relationships with internal and external business partners
  • Confidentiality – ability to handle confidential matters regarding upcoming terminations and changes to the organization and team regarding staffing matters
  • Employee Relations skills – ability to listen and provide direction and guidance to all associates on personal matters
  • Immigration – work with outside and inside counsel on all immigration matters regarding associates. At times will have to meet with Immigration Officers to discuss associates and or contractors
  • Ability to take responsibility for and maintain an applicant tracking system
  • Main point of contact for all exiting associates. Perform exit interviews to learn about the associates experience in the hopes of the betterment of the organization
  • Serves as primary recruitment contact for Graduate Rotation program, developing internal hiring strategy with Senior Training and Development Specialist, understanding the needs of the business.
  • Maintains job descriptions, reviewing them with hiring managers as appropriate.


  • Develops creative ideas and solutions to real time business problems and/or business opportunities; takes reasonable, calculated risks even if failure is possible.
  • Empowers self and teammates to continuously improve RiverStone’s business processes/ systems and develops and escalates ideas and solutions.
  • Consistently delivers superior customer service to both internal and external business partners.
  • Demonstrates alignment with RiverStone’s Commitments.
  • Prioritizes and organizes work in self-directed manner.
  • Attains and maintains knowledge of assigned department.
  • Performs other duties as required, including supporting and coordinating with other department colleagues.


  • 10+ experience in recruitment, preferably in Insurance, Finance, or related field. 

Required Education


Preferred Education or Certification

Bachelor’s Degree required; Business, Management, HR fields preferred, but not required

Supervisory Role



Minimum to other RS affiliate offices and career fairs

Work Environment / Physical Demands

This position operates in a professional, collaborative environment and must have the ability to timely produce thorough, accurate work with many competing demands, deadlines, and distractions. The position uses standard equipment such as phones, computers, copiers/printers and filing cabinets. Noise level is moderate.

Other Duties (Disclaimer Statement)

RiverStone retains the right to change or assign other duties to this position as needed, OR other duties or responsibilities may change or be assigned as needed.

Core Competencies

Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.

Process Management: Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources.

Sizing Up People: Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.

Ethics and Values: Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches.

Perspective: Looks toward the broadest possible view of an issue/challenge; has broad ranging personal and business interests and pursuits; can easily pose future scenarios; can think globally; can discuss multiple aspects and impacts of issues and project them into the future.

Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.

Conflict Management: Steps up to conflicts, seeing them as opportunities; reads situations quickly, good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

Comfort Around Higher Management: Can deal comfortably with more senior managers without undue tension and nervousness; understands how senior managers think and work; can determine the best way to get things done with them by talking their language and responding to their needs; can craft approached likely to be seen as appropriate and positive.

Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, Practices, and procedures; understands the cultures of organizations.

Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.

Innovation Management: Is good at bringing the creative ideas of others to market; has good judgement about which creative ideas and suggestions will work; has a sense about managing the creative process of others; can facilitate effective brainstorming; can project how potential ideas may play out in the marketplace.

Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Integrity and Trust: Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.

Managing Vision and Purpose: Communicates a compelling and inspired vision or sense of core purpose; talks beyond today; talks about possibilities; is optimistic; creates mileposts and symbols to rally support behind the vision; makes the vison shareable by everyone; can inspire and motivate entire units or organizations.

Inspiring Others: Is skilled at getting individuals, teams, and an entire organization to perform at a higher level and to embrace change; negotiates skillfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; understands what motivates different people.

Acting with Honor and Character: Is a person of high character; is consistent and acts in line with a clear and visible set of values and beliefs; deals and talks straight; walks his/her talk; is direct and truthful but at the same time can keep confidences.

Diversity, Equity, Inclusion & Belonging

RiverStone Resources, LLC is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, LGBTQ+, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law.

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