Recruiter

United States·North America/usa/missouri/st. Louis - Ccpmid

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Quick Summary

Overview

We begin with dreams. Dreams drive our motivation. Dreams are our future. The world's dreams, people's dreams, our dreams. Our passion creates ideas that make dreams come alive.

Technical Tools

RecruiterPeople

We begin with dreams. Dreams drive our motivation. Dreams are our future. The world's dreams, people's dreams, our dreams. Our passion creates ideas that make dreams come alive. Technology and products that were only dreams become reality.

Nidec is the world’s leading manufacturer of electric motors, drives, and controls, powering nearly everything that spins and moves, from smartphones and household appliances to electric vehicles, factories, data centers, aircraft, and critical infrastructure.

Founded in 1973 and headquartered in Kyoto, Japan, Nidec operates more than 300 group companies across 40+ countries, with over 100,000 employees worldwide. Rooted in Japanese craftsmanship and continuous improvement, we combine global capability with local expertise to solve complex challenges and keep the world moving.

Job Description

We are seeking a Recruiter II to support full-cycle recruiting efforts across a range of professional, corporate, engineering, and operational support roles. This role is responsible for independently managing requisitions, partnering with hiring managers and HR Partners, and delivering a smooth and effective hiring process from intake through offer acceptance.

The ideal candidate is organized, responsive, and comfortable managing multiple searches while building strong relationships with stakeholders and candidates.

Responsibilities

~1 min read

Manage assigned requisitions from intake through offer acceptance.

Partner with hiring managers to understand role requirements and align on expectations, timelines, and candidate profiles.

Screen, evaluate, and present qualified candidates using consistent and effective selection practices.

Coordinate interviews, provide timely updates, and guide candidates through each stage of the process.

Develop and execute sourcing strategies using tools such as LinkedIn Recruiter, job boards, and internal pipelines.

Build and maintain candidate pipelines for frequently recruited roles.

Identify and engage passive candidates to support hiring needs.

Serve as a point of contact for hiring managers throughout the recruiting process.

Provide updates on candidate pipelines, timelines, and market conditions.

Offer input on candidate quality and hiring considerations.

Maintain accurate requisition status, candidate movement, and documentation within the ATS (Workday preferred).

Ensure compliance with company policies and applicable employment laws.

Support offer process coordination and onboarding handoffs.

Communicate clearly and professionally with candidates throughout the hiring process.

Ensure a consistent, respectful, and positive candidate experience.

3+ years of full-cycle recruiting experience supporting professional or corporate roles.

Experience managing multiple concurrent requisitions in a fast-paced environment.

Proficiency with an ATS (Workday preferred) and sourcing tools such as LinkedIn Recruiter and job boards.

Strong organizational skills and attention to detail.

Effective communication skills with the ability to build relationships with candidates, hiring managers, and HR Partners.

Ability to manage competing priorities and work independently.

Working knowledge of employment practices and compliance requirements.

Professional – P2 Organizational Impact • Works to achieve operational, functional, and/or business targets within team with direct and indirect impact on departmental or job family results • Intermediate-level professional; generally works independently under moderate supervision and may seek advice of more senior employees in the same area • Works on smaller, less complex projects/assignments Communication & Influence • Communicates with employees typically within the department and/or job family, explaining and interpreting matters related to the department; may communicate with external clients or partners depending upon the job area • May influence employees within own job area at an operational level Innovation & Complexity • Responsible for making minor improvements of processes, procedures, or systems to contribute to the performance of the team • Problems faced may be difficult but are not complex and typically involve consideration of multiple issues and impact job family and/or multiple teams Leadership & Talent Management • May provide guidance, help with training and review work of entry-level employees • May lead parts of less complex projects or processes Knowledge & Experience • Requires practical theoretical job knowledge and demonstrated competence within team typically obtained through advanced education and relevant experience • Typically requires a bachelor’s degree or equivalent experience and minimum 2 years of relevant experience

Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.