At Third Federal, named for five years in a row as “One of the Best Companies to Work For" in America by Fortune magazine, we look for associates who can help us fulfill our mission to help customers achieve the American dream of home ownership and financial security and provide value to our customers and our communities. We take a genuine interest in each of our associates – from their professional development to their health and wellness. We offer a pleasant customer service oriented work environment, competitive salary, comprehensive benefits package, work-life balance, and career growth opportunities.

At Third Federal, you will find strength and stability in your career. Nearly 15 percent of our associates have been with the company for 25 years or more and, in the more than 85 year history of our company, we have never had layoffs. 

The Recruiting Manager position is responsible for the organization's external and internal recruiting needs, focusing on requisitions spanning all lines of business. This includes sourcing candidates, conducting phone, video and in-person interviews, qualifying candidates, and partnering with business/hiring managers as well as candidates to ensure a positive end-to-end hiring experience. The role consults with business managers and the HR team to discuss recruiting needs and guides them through the hiring process.

Roles Responsibilities:

• Sources external candidates using various resources and/or creative methods. Sources candidates by searches of candidate database; posting positions via internet; running advertisements; organizing job fairs; and employee referrals; etc. Determines most effective sourcing method, and identifies creative strategies to attract talent. Reviews and evaluates work history, training, and other qualifications to pre-qualify for open positions.


• Coordinate internal recruiting efforts with the assistance of the HR team.


• Collaborate with hiring managers to understand their staffing needs and provide expert guidance on the recruitment process.


• Build and maintain a network of potential candidates through proactive market research and ongoing relationship management.


• Develop and implement innovative recruiting strategies to attract top talent.


• Utilize various recruiting tools and platforms to identify and engage with potential candidates.


• Track and analyze recruitment metrics to identify areas for improvement and optimize the hiring process.


• Stay current on industry trends and best practices in recruiting.

Skills and Qualifications:

• 5+ years of recruiting experience.  Preferably in the Financial/Banking industry.


• Knowledge of federal and state laws regarding employment practices.


• Self-starter with high sense of urgency and drive for results in developing and attaining recruiting goals.


• Strong knowledge of recruiting platforms, including social network recruiting platforms, such as Indeed and the LinkedIn Recruiter.


• Solid working knowledge of Word and Excel, and experience with UKG is a plus.

• Excellent communication skills, both written and verbal


• Ability to partner with managers, advise, influence and make sound judgment calls; solid negotiating skills and decision making capability.


• Ability to work independently and prioritize effectively.


• Demonstrates flexibility, objectivity in responding to business needs


• Experience with Affirmative Action Plans and Affirmity/PeopleFluent is a plus

Third Federal is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, sex, national origin, gender identification or sexual orientation, disability, protected veteran status or any other classification protected under law.

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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