Posted in Management 30+ days ago.
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Location: Washington, Washington DC
Berkeley Research Group, LLC (BRG) is a global consulting firm that helps leading organizations advance in three key areas: disputes and investigations, corporate finance, and strategy and operations. Headquartered in California with offices around the world, we are an integrated group of experts, industry leaders, academics, data scientists, and professionals working beyond borders and disciplines. We harness our collective expertise to deliver the inspired insights and practical strategies our clients need to stay ahead of what's next.
The Campus Recruiting Coordinator will provide support to the Staff Recruiting team. Responsibilities will include identifying, tracking, coordinating and communicating with potential candidates and Managers. The Campus Recruiting Coordinator will contribute to the overall success of the College Recruiting team by providing a high level of customer service and quality throughout the recruiting process. The Campus Recruiting Coordinator will also be tasked with general administrative responsibilities related to Campus and Experienced Hire Recruiting. The ideal candidate will have 2-4 years of previous work experience in Campus Recruiting and be looking for an entrepreneurial environment in which they can develop and grow their professional skills.
Candidate must be able to submit verification of his/her legal right to work in the U.S., without company sponsorship.
BRG is an Equal Employment Opportunity/Affirmative Action Employer. All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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