Recruitment Specialist

Company Description

Second Step for Outsourcing and Business Services is a leading provider of HR, staffing, payroll, and outsourcing services with headquarters in Egypt and offices across Iraq, Jordan, Lebanon, and Libya. We specialize in offering comprehensive recruitment, manpower supply, and payroll solutions to help clients achieve their business goals efficiently. Serving the GCC and MENA regions, we are renowned for our success in staffing for various industries, including IT, e-commerce, telecommunications, and retail. Our diverse service portfolio includes recruitment, in-country employment, assessment, and HR consulting, designed to meet the unique needs of our clients. We pride ourselves on exceeding expectations by delivering customized, high-quality solutions that support our clients growth.

Role Description

We are looking for an experienced Blue Collar Recruiter to manage high-volume hiring for operational and factory-based roles. The role focuses on fast turnaround, field recruitment, and close coordination with operations to meet urgent manpower needs.

Qualifications

• 13 years of experience in blue-collar or mass hiring.
• Strong knowledge of field recruitment and high-volume sourcing channels.
• Ability to work under pressure and meet tight deadlines.
• Excellent communication and follow-up skills.
• Willingness to work on-site and travel when needed.
• Experience in factories, logistics, FMCG, or construction hiring.
• Strong network of blue-collar candidates and vendors.

Responsibilities:

• Handle mass hiring for blue-collar positions (production workers, technicians, helpers, drivers, security, cleaners, etc.).
• Source candidates through field recruitment, referrals, agencies, Facebook groups, WhatsApp, and local networks.
• Coordinate and conduct on-site interviews and hiring days.
• Screen candidates quickly and efficiently against job requirements.
• Manage offer rollout, joining dates, and onboarding coordination.
• Maintain accurate hiring reports and daily trackers.
• Follow up with candidates to reduce no-show and early attrition.
• Work closely with operations to understand manpower needs and timelines.