Position Summary The HR Recruiter is responsible for supporting Tigon Golf Carts' recruiting and hiring activities across the Company's locations and departments. This position manages assigned requisitions from intake through accepted offer, builds qualified candidate pipelines, conducts screening, coordinates interviews, maintains accurate recruiting records, and provides candidates and hiring managers with timely, professional communication throughout the hiring process. The role works closely with Human Resources, hiring managers, and Company leadership to understand staffing needs and identify candidates who meet the position's job-related requirements. The HR Recruiter is expected to balance hiring speed with candidate quality, documentation accuracy, consistency, and compliance with Company hiring procedures. This position supports recruiting decisions but does not independently make final hiring, compensation, classification, accommodation, or employment-policy decisions unless specifically authorized by Human Resources leadership. Essential Functions Recruiting Strategy, Requisition Intake, and Workforce Support

• Partner with the HR Manager and hiring managers to understand approved staffing needs, position requirements, work location, schedule, required qualifications, and hiring priorities.
• Review approved job descriptions and recruiting criteria before sourcing or posting positions and identify missing or unclear requirements for resolution before candidate evaluation.
• Manage assigned requisitions and maintain visibility into recruiting status, candidate volume, interview activity, offers, aging positions, and hiring risks.
• Build and maintain candidate pipelines for recurring and high-volume positions, including customer service, sales, mechanics, drivers, detailers, assembly, operations, administrative, and other Company roles.
• Support recruiting plans for new locations, seasonal demand, rapid-growth periods, and other workforce needs as assigned. Sourcing and Candidate Pipeline Development
• Source qualified candidates using approved job boards, recruiting platforms, referrals, community resources, recruiting events, schools, trade programs, and other lawful recruiting channels.
• Develop job-specific search strategies and outreach designed to reach candidates with the experience and skills required for the position.
• Maintain professional candidate outreach and accurately represent the position, work environment, location, schedule, compensation information authorized for disclosure, and hiring process.
• Track sourcing effectiveness and identify recruiting channels that produce qualified applicants and successful hires.
• Support recruiting events, open houses, career fairs, school partnerships, and other talent-pipeline activities as assigned. Candidate Screening and Interview Coordination
• Review applications and resumes against approved, job-related qualifications and consistently apply established screening criteria.
• Conduct initial phone or video screens to assess relevant experience, job interest, availability, location, schedule, compensation alignment when authorized, and other legitimate job-related requirements.
• Document screening results factually and professionally in the Company's applicant tracking or recruiting systems.
• Coordinate interviews between candidates and hiring managers, provide interview logistics, and maintain timely follow-up with both parties.
• Use approved interview questions and structured evaluation practices when provided by Human Resources.
• Identify candidate concerns, inconsistencies, or qualification gaps and elevate them to the HR Manager rather than making unsupported assumptions. Candidate Experience and Communication
• Provide candidates with timely, professional, and respectful communication throughout the recruiting process.
• Set clear expectations regarding interview steps, anticipated timing, required documentation, and next actions without making commitments outside assigned authority.
• Follow up with candidates and hiring managers to reduce unnecessary delays and prevent qualified candidates from being lost due to communication gaps.
• Communicate approved disposition decisions professionally and maintain appropriate documentation of candidate status.
• Protect the confidentiality of applicant information and limit access and discussion to legitimate business purposes. Offer and Pre-Employment Process Support
• Prepare or coordinate offer documentation using Company-approved templates and compensation terms authorized by Human Resources or leadership.
• Confirm that approvals are obtained before communicating compensation, incentives, start dates, or other employment terms to candidates.
• Coordinate lawful pre-employment steps applicable to the position, which may include employment verification, background screening, motor vehicle record review, DOT-related documentation, reference checks, or other job-related requirements.
• Track outstanding pre-employment requirements and communicate status to Human Resources and the hiring manager.
• Coordinate accepted candidates into the onboarding process and provide complete hiring documentation to the appropriate Human Resources team member.
• Do not independently adjudicate background, MVR, medical, accommodation, or other sensitive employment matters; refer those matters to the HR Manager. Recruiting Systems, Documentation, and Data Integrity
• Maintain accurate and timely applicant, requisition, interview, offer, disposition, and hiring records in approved systems.
• Ensure candidate status and recruiting notes are factual, job-related, professional, and sufficient to support the recruiting decision and process history.
• Use approved disposition reasons consistently and avoid subjective, discriminatory, medical, or other inappropriate comments in recruiting records.
• Maintain organized electronic recruiting files and support required record-retention practices.
• Prepare routine recruiting reports and metrics, including open requisitions, applicant flow, interviews, offers, accepted offers, time-to-fill, source effectiveness, and other measures requested by management. Hiring Manager Partnership
• Maintain regular communication with hiring managers regarding candidate pipelines, interview feedback, recruiting challenges, and next steps.
• Request timely, job-related interview feedback and assist managers in keeping candidates moving through the process.
• Escalate changes to qualifications, compensation, job duties, classification, schedule, or hiring criteria to the HR Manager before implementing them.
• Support managers with approved interview tools, screening questions, and recruiting practices.
• Promote consistent hiring practices across locations while recognizing legitimate position-specific requirements. Compliance and Fair Hiring Practices
• Follow Company recruiting procedures and applicable equal employment opportunity, anti-discrimination, disability accommodation, background-screening, recordkeeping, and hiring requirements.
• Use job-related criteria consistently and avoid questions or screening decisions based on protected characteristics or other information not appropriate to the hiring decision.
• Immediately refer accommodation requests, medical disclosures, discrimination concerns, immigration/work-authorization questions outside routine process, background-screening concerns, or other sensitive matters to the HR Manager.
• Maintain required confidentiality when handling candidate personal information, compensation information, screening results, and other sensitive records.
• Support required recruiting and applicant-flow documentation as directed by Human Resources. Additional Responsibilities
• Assist with job description updates, job postings, recruiting templates, interview guides, hiring events, and other talent-acquisition projects.
• Support continuous improvement of recruiting workflows, candidate communication, hiring-manager responsiveness, and recruiting documentation.
• Participate in Human Resources meetings, training, and cross-functional projects as assigned.
• Perform other related Human Resources and recruiting duties consistent with the general scope of the position. Authority, Internal Controls, and Accountability
• May source, screen, communicate with, and coordinate candidates for approved requisitions within established recruiting procedures.
• May recommend candidates for advancement or disposition based on documented, job-related criteria but does not independently make final hiring decisions unless specifically authorized.
• May communicate only compensation, benefits, schedules, incentives, start dates, and employment terms that have been approved for disclosure.
• May not create or materially change job qualifications, compensation ranges, FLSA classifications, background-screening standards, employment policies, or offer terms without appropriate approval.
• May not make promises of employment, guaranteed hours, continued employment, accommodation outcomes, immigration sponsorship, bonus eligibility, or other terms outside assigned authority.
• Must safeguard applicant information, screening results, interview records, compensation data, and other confidential Human Resources information. Qualifications Required Qualifications
• Prior recruiting, talent acquisition, Human Resources, staffing, or high-volume candidate-screening experience.
• Demonstrated ability to manage multiple open positions, candidates, interviews, deadlines, and follow-up requirements simultaneously.
• Strong interviewing, candidate-assessment, written communication, telephone, and interpersonal skills.
• Strong organizational skills, attention to detail, documentation discipline, and follow-through.
• Ability to evaluate candidates against established job-related requirements and communicate findings objectively.
• Proficiency with Microsoft Office and Google Workspace and the ability to learn applicant tracking, HRIS, job-board, and Company systems.
• Ability to handle confidential applicant, employee, compensation, and Company information appropriately.
• Ability to work in person at the Hatfield, PA location and support recruiting needs for multiple Company locations. Preferred Qualifications
• Experience recruiting for automotive, powersports, retail, service, skilled trades, transportation, warehouse, customer service, sales, or multi-location operations.
• Experience with high-volume recruiting, new-location staffing, recruiting events, or hard-to-fill skilled positions.
• Experience using an applicant tracking system, HRIS, job boards, resume databases, and recruiting metrics.
• Working knowledge of employment-related recruiting practices, structured interviewing, candidate disposition documentation, and pre-employment screening workflows.

Core Competencies Competency Expected Standard Recruiting Execution Moves approved requisitions and qualified candidates through the process with urgency, organization, and consistent follow-up. Candidate Assessment Evaluates candidates against documented job-related requirements and avoids unsupported or subjective conclusions. Candidate Experience Provides timely, accurate, professional communication and maintains a respectful recruiting experience. Hiring Manager Partnership Communicates clearly, requests timely feedback, and helps managers maintain recruiting momentum. Documentation Accuracy Maintains complete, factual, professional, and timely recruiting records and candidate status information. Organization and Prioritization Manages competing requisitions, interviews, follow-up, and deadlines without losing accountability. Judgment and Escalation Recognizes sensitive or higher-risk employment matters and promptly involves the HR Manager. Confidentiality and Integrity Protects applicant and Company information and follows established hiring controls. Performance Expectations

• Maintain accurate and current requisition and candidate status information.
• Provide timely candidate and hiring-manager follow-up and identify stalled hiring activity for escalation.
• Present candidates who meet established job-related requirements and clearly document screening outcomes.
• Maintain professional candidate communications and appropriate confidentiality throughout the hiring process.
• Meet recruiting priorities established by Human Resources while maintaining documentation, screening, and approval requirements.
• Support measurable improvement in recruiting pipeline health, interview activity, accepted offers, source effectiveness, and time-to-fill as goals are established by management.
• Demonstrate reliable attendance, responsiveness, organization, and ownership of assigned requisitions. Physical Requirements
• Ability to sit, stand, and walk for extended periods throughout the workday.
• Ability to communicate effectively in person, by telephone, video conference, and electronic means.
• Ability to use a computer, telephone, applicant tracking system, HRIS, and other office equipment for extended periods.
• Visual ability to review resumes, applications, screens, reports, and documents with or without correction.
• Ability to occasionally lift and/or move recruiting materials or office items weighing up to 25 lbs.
• Ability to travel occasionally to Company locations, recruiting events, career fairs, schools, or community events when assigned. Work Environment and Schedule
• This position is primarily performed in person at the Hatfield, PA corporate location, with recruiting support provided to Company locations as assigned.
• Work is primarily performed in a professional office and dealership environment with frequent telephone, computer, candidate, employee, and manager interaction.
• The position may periodically work at recruiting events, Company locations, schools, or community venues.
• Schedule may vary based on recruiting events, interview needs, business priorities, and Company operating requirements.
• Occasional travel may be required based on recruiting and staffing needs. Compensation, Classification, and Benefits
• This position is classified as exempt and is not eligible for overtime in accordance with applicable wage-and-hour requirements and Company policy.
• Benefits may include health insurance and paid time off, subject to applicable plan documents, eligibility rules, and Company policy.
• Compensation, incentive eligibility, schedule expectations, and other employment terms may be communicated separately in an offer letter or approved compensation plan, if applicable.

Compliance Statements Equal Employment Opportunity:

Tigon Golf Carts LLC provides equal employment opportunities in accordance with applicable federal, state, and local laws. ADA /

Reasonable Accommodation:

The essential functions of this role are outlined above. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform these functions.

At-Will Employment:

Employment is at-will and may be terminated at any time, with or without cause or notice, subject to applicable law. This job description does not create a contract of employment.

Additional Employment Conditions Job Duties Disclaimer:

This job description is intended to describe the general nature and level of work performed and is not intended to be an exhaustive list of all duties, responsibilities, skills, or qualifications. The Company reserves the right to modify, assign, or reassign duties and responsibilities at any time, with or without notice, in accordance with business needs.

Pre-Employment Screening:

Employment may be contingent upon successful completion of job-related screening, employment verification, and other checks, in accordance with applicable laws and Company policy.

Documentation Accuracy:

Recruiting records, interview notes, candidate status, disposition reasons, approvals, and related documentation must be accurate, factual, job-related, and maintained in accordance with Company requirements.

Data & Systems Integrity:

Employees must use recruiting, HRIS, applicant tracking, email, and other Company systems only as authorized and must protect credentials, applicant information, and confidential data.

Confidentiality:

Employees are expected to maintain the confidentiality of applicant information, employee information, compensation data, background-screening information, Company records, hiring plans, and other business information.

Internal Controls & Accountability:

This position requires adherence to approved requisitions, compensation approvals, offer procedures, screening processes, documentation standards, and hiring authority limits. Failure to comply may result in corrective action.

Performance & Compliance Expectations:

Employees must perform duties in accordance with Company policies and standards. Failure to meet expectations related to accuracy, attendance, documentation, confidentiality, professionalism, responsiveness, or policy compliance may result in corrective action.

Pay:

From $50,000.00 per year

Benefits:

Employee assistance program Employee discount Health insurance Paid time off Referral program

Experience:

Talent acquisition, HR, or high-volume candidate-screening: 1 year (Required) Strong interviewing, written/telephone/interpersonal skills: 1 year (Preferred) Ability to

Commute:

Hatfield, PA 19440 (Required)

Work Location:

In person