Senior Sales Recruiter Jobs in Indianapolis, IN

Location: Indianapolis. A hybrid work schedule is available, with in-person attendance required for employee onboarding, career fairs, recruiting events, and other business needs.

Reports to: Chief Administrative Officer

Pay Range: $60,000–$75,000, plus eligibility for a bonus based on KPI performance. Spanish fluency and experience with Paylocity, contractor-of-record platforms such as Deel, offshore recruiting, and legal recruiting will place candidates at the higher end of the range.

Who is Flora Legal Group?
We are a team of passionate immigration professionals providing guidance and hope by advocating for and empowering all people to build a prosperous future. We see a future where the immigrant community is welcomed and valued, creating a better world for generations to come.

For more information about our firm’s mission and core values, please visit www.floralegalgroup.com.

Job Summary
The Talent Acquisition and Onboarding Specialist supports the employee experience at FLG from recruitment and onboarding through internal role changes and offboarding, for both W-2 employees and contractors. This role partners closely with hiring managers and firm leadership to attract strong candidates, run a smooth hiring process, prepare new team members for success, communicate internal opportunities, and maintain accurate employee records. The role also owns the firm’s Talent Acquisition Hub, trains hiring managers on interviewing and hiring best practices, and helps build and improve the firm’s recruiting, onboarding, and offboarding processes. The ideal candidate is organized, proactive, people-focused, and comfortable working toward clear recruiting and onboarding goals. Spanish fluency is highly preferred to aid in candidate vetting, but is not required.

Responsibilities and Duties

Recruiting & Hiring

• Manage full-cycle recruiting for W-2 employees and offshore contractors, from job posting through accepted offer.
• Create and manage engaging job postings across platforms such as Indeed and LinkedIn.
• Source, screen, and vet candidates for US and offshore roles, including Spanish-language screening where needed (for non-Spanish speakers, there will be alternatives to this process).
• Conduct initial interviews and recommend qualified candidates to hiring managers.
• Coordinate assessments and interviews throughout the hiring process.
• Partner with hiring managers and firm leadership across departments to support thoughtful, timely hiring decisions.
• Maintain organized and accurate candidate records in PI (Predictive Index) Hire and other recruiting systems.
• Conduct reference checks and collect assessments for candidates.
• Prepare and extend employment and contractor offers, keeping hiring teams informed throughout the process.
• Build relationships with local law schools and participate in career fairs, networking events, and other recruiting opportunities to attract strong legal talent.

New Hire Onboarding

• Lead welcoming and informative new-hire orientation sessions.
• Coordinate I-9 completion, new-hire paperwork, and other onboarding requirements for W-2 employees.
• Onboard offshore contractors through Deel or a similar contractor-of-record platform.
• Have system access, computers, and equipment ready before each new hire’s start date.
• Partner with supervisors to create a smooth, organized first-week experience.
• Prepare and share new-hire announcements across the firm.

Offboarding

• Coordinate a smooth, professional offboarding experience for departing employees and contractors.
• Manage offboarding tasks, including timely removal of system access and updates to HR and other applicable systems.
• Handle exit-related communication with departing employees and supervisors.
• Conduct exit interviews and share trends with leadership.

Internal Moves & Employee Records

• Prepare and share firmwide communications about internal job openings and advancement opportunities.
• Coordinate internal role and employment changes, including updates to titles, departments, and employment status.
• Prepare offer letters and related documentation for employees moving into new roles within the firm.
• Maintain accurate employee records across the firm’s HR and related systems.

Process Development, Training & Reporting

• Help develop, revise, and maintain the firm’s recruiting, onboarding, and offboarding processes, checklists, and documentation.
• Own and maintain the firm’s Talent Acquisition Hub, a central resource site for hiring managers, keeping job templates, interview guides, process steps, and tools current and easy to use.
• Train hiring managers and interviewers on effective interviewing, candidate evaluation, legally compliant hiring practices, and the firm’s hiring process.
• Serve as a go-to resource for hiring managers on recruiting best practices throughout each search.
• Track and report key recruiting and onboarding metrics, such as time to fill, source effectiveness, offer acceptance rate, and 90-day retention.
• Keep recruiting and HR reports, spreadsheets, and dashboards organized and up to date.
• Monitor job posting performance and recruiting spend across Indeed, LinkedIn, and other platforms.
• Recommend and implement improvements to recruiting, onboarding, and offboarding based on data and feedback from new hires, supervisors, leadership, and departing employees.

Qualifications and Skills

• 3+ years of experience in full-cycle recruiting, talent acquisition, or HR generalist work, including at least 2 years of full-cycle recruiting.
• Experience with HRIS and payroll platforms; Paylocity and/or Deel or another contractor-of-record platform strongly preferred.
• Experience with applicant tracking systems; PI Hire or Predictive Index assessment experience a plus.
• Experience training or coaching managers on interviewing and hiring practices preferred.
• Experience building or improving recruiting, onboarding, or offboarding processes.
• Intermediate to advanced proficiency in Microsoft Office Suite; SharePoint experience a plus.
• Strong organizational skills and comfort managing a high volume of concurrent requisitions and tasks.
• Excellent written and verbal communication skills, and comfort working directly with firm leadership and supervisors.
• Ability to thrive in a fast-paced, metrics-driven, deadline-oriented environment.
• Bilingual in English and Spanish highly preferred but not required.
• Legal industry or professional services experience a plus.
• Passion for helping underserved populations and people from all walks of life.

Benefits
We offer a competitive benefits package designed to support your health, wellness, and financial security. Benefits include:

• Medical, dental, and vision insurance with 75% employer contribution
• Paid holidays and paid time off
• Gym membership
• Financial budgeting and coaching assistance
• Free telehealth and therapy appointments
• Employer-sponsored life insurance and LTD coverage
• 401(k) retirement plan with employer match after six months

Pay: $65,000.00 - $80,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Relocation assistance
• Retirement plan
• Vision insurance

Application Question(s):

• Are you authorized to work in the U.S. without the future need for sponsorship?
• Do you happen to have either a native level or a non-native C1/C2 level of Spanish language fluency?
• If someone referred you to this role, please write their name here:

Experience:

• Full cycle recruiting: 3 years (Required)

Ability to Commute:

• Indianapolis, IN 46254 (Required)

Work Location: Hybrid remote in Indianapolis, IN 46254