Volume Hiring Recruiter

 Job Description:

People Avenue | Remote (Philippines) | Full-Time

About the Role

We are hiring an experienced Recruiter to support a leading Australian meat processing client on a high-volume hiring program across multiple processing sites. You will own the end-to-end candidate journey for process worker roles — sourcing, screening, scheduling, medicals, offers, and onboarding handoff — at pace and at scale. If you thrive in a fast, repeatable, contact-heavy environment and you take pride in keeping production lines staffed, this role is for you.

Role Information

Role Title: Recruiter (Volume Hiring)

Reports To: Account Lead

Department: Recruitment – AU Shift Department

Client Industry: Meat Processing / Food Manufacturing (Australia)

Role Purpose

The Recruiter leads end-to-end volume recruitment for our client's processing sites across Australia, ensuring a steady pipeline of process worker candidates is sourced, screened, scheduled, and onboarded at pace. Success is measured by consistent weekly hire output, accuracy of candidate documentation, and a smooth, responsive candidate experience that keeps the client's production lines fully staffed.

Key Responsibilities

  • Manage daily candidate flow for process worker roles across multiple Australian processing sites, with a starting target of approximately 15 hires per week and a steady-state pace of 6–10 hires per week to keep up with churn.

  • Source candidates through SEEK, Backpacker job boards, local job agencies, community notice boards, employee referrals, word-of-mouth networks, and the client's applicant pool.

  • Contact applicants immediately upon application and move them through the process quickly — many candidates are working holiday visa holders who will accept other work if there is any delay.

  • Pre-screen candidates using a standard checklist (work rights, availability, willingness to work in cold/loud/repetitive environments, comfort with the production environment) and book qualified candidates into the weekly on-site group interview.

  • Coordinate with site teams to confirm group interview attendance, capture site decisions on which candidates to progress, and manage handoffs cleanly between candidate, recruiter, and hiring manager.

  • Book the multi-stage medical process (physical/dexterity assessment, Q fever scratch test and blood test, and follow-up vaccination) and follow up to ensure completion.

  • Complete all pre-employment checks (work rights verification, references, role-specific compliance) and maintain accuracy of contracts, payroll handoff data, and offer letters.

  • Issue offers and book successful candidates into the next site induction.

  • Communicate constantly with candidates by phone, SMS, and email throughout the process — text-based contact is critical given English is a second language for many applicants.

  • Use the client's ATS/HRIS for requisitions, candidate records, and offers; use Dialpad (Australian number with SMS), Microsoft Teams, and email for communications.

  • Partner with on-site recruiters and supervisors as part of an evolving offshore-supported recruitment model, escalating blockers and proposing process improvements.

  • Maintain candidate trackers and report weekly output, conversion, and pipeline health to the Account Lead.

Key Metrics / Success Indicators

  • Weekly hire output: deliver ~15 hires/week during ramp; sustain 6–10 hires/week steady-state across nominated sites.

  • Speed-to-contact: every applicant contacted within 24 hours of application.

  • Speed-to-fill: candidates moved from application to medical booking within the same week wherever possible.

  • Pipeline coverage: maintain a healthy ratio of applicants group interview offer start, with no candidate left uncontacted.

  • Data accuracy: 100% accuracy on contracts, payroll handoff details, work rights checks, and offer letters.

  • Stakeholder feedback: positive feedback from client site teams, hiring managers, and the Account Lead.

  • Candidate experience: no negative escalations regarding responsiveness, communication, or follow-through.

  • Process discipline: consistent adherence to the standard recruitment process even under pressure from sites pushing for shortcuts.

Competencies & Attributes

  • Resilient and positive — able to do the same process every day without losing energy, even when sites are stressed and pushing for shortcuts.

  • Process-disciplined — strong enough to say this is the process, we're following it while still being warm and supportive with candidates and stakeholders.

  • High-volume operator — comfortable with a fast pace, constant inbound and outbound contact, and short cycle times.

  • Clear, friendly communicator — confident on the phone, by SMS, and over email; able to flex communication style for candidates whose first language is not English.

  • Detail-oriented — accurate with contracts, work rights, medicals, and payroll-handoff data.

  • Proactive and accountable — owns the candidate journey end-to-end and follows up rather than waiting.

  • Calm under pressure — handles peak demand and escalations without absorbing the stress or taking on others' work.

  • Embodies People Avenue's Good Energy values — no blame, no resistance, no dimming.

  • Adaptable and growth-minded — willing to grow into adjacent work (QA, salaried roles, additional sites) once the volume process is mastered.

Qualifications & Experience

  • Seasoned recruiter with prior experience in high-volume / blue-collar / process-worker hiring (meat processing, food manufacturing, agriculture, logistics, warehousing, or similar) strongly preferred.

  • Prior experience supporting Australian clients is highly desirable; familiarity with Australian work rights, working holiday visa categories, and AU recruitment norms is an advantage.

  • Experience with UKG or comparable ATS/HRIS preferred; training will be provided.

  • Comfortable with remote-first work, distributed stakeholder management, and using Microsoft Teams, Dialpad, and email as primary tools.

  • Understanding of meat processing roles and site environments (slaughter floor, boning room, packing, chillers) is a strong plus — it allows the Recruiter to set candidate expectations accurately and reduce drop-off.

Classification

Rank & File – Individual Contributor (Recruiter)

Work Hours & Attendance

  • Work Days: Monday to Friday

  • Work Hours: Aligned to Australian business hours (AEST/AEDT) to support same-day candidate response across the client's Australian sites

  • Lunch Break: 1 hour

  • Attendance tracked through Payroll Pro HRIS system. (This is not like TimeDoctor or Prohance)

  • Overtime requires pre-approval from Direct Manager / Account Lead

Equipment & Access

  • People Avenue–issued laptop with required security configuration (multi-factor authentication, endpoint protection, VPN as required).

  • People Avenue email address, plus a client email and ATS access provisioned during onboarding.

  • Dialpad number (Australian local number with SMS capability) for direct candidate contact.

  • Microsoft Teams for internal and client communication.

Location

Remote (Philippines) – supporting a client based in Australia.

How to Apply

Click Apply on Indeed and submit your most up-to-date CV. Shortlisted applicants will be contacted by the People Avenue Talent Acquisition team.




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