Recruiter, Corporate na Frontier Airlines

Why Work for Frontier Airlines?  

At Frontier, we believe the skies should be for everyone. We deliver on this promise through our commitment to Low Fares Done Right. This is more than our tagline - it’s our driving philosophy. Every member of Team Frontier has an important role to play in bringing this vision to life.  Our successful business model allows travelers to take advantage of our fast-growing route network, while our bundled and unbundled pricing options allow our customers to personalize their travel experience and only pay for the services they need, saving them money along the way.   

What We Stand For  

Low Fares Done Right is our mission, and we strive to bring it to life every day.   Our ‘Done Right’ promise means delivering not only affordable prices but also making travel friendly and easy for our customers.  To do this, we put a great deal of care into every decision and action we take. We must be efficient with the use of our resources and make smart decisions about how we run our business. We must also innovate and be pioneers - we’re not afraid to try new things.  While our business requires us to fly high in the air, we also consider ourselves down-to-earth in our approach, creating a warm and friendly experience that truly demonstrates Rocky Mountain Hospitality. 

Work Perks   

At Frontier, we like to think we’re creating something very special for our team members.  Work is why we’re here, but the perks are nice too:  

• Flight benefits for you and your family to fly on Frontier Airlines
• Buddy passes for your friends so they can experience what makes us so great
• Discounts throughout the travel industry on hotels, car rentals, cruises and vacation packages
• Discounts on cell phone plans, movie tickets, restaurants, luggage and over 2,000 other vendors
• Enjoy a ‘Dress for your Day’ business casual environment
• Flexible work schedules that support work/life balance
• Total Rewards program including a competitive base salary, short term incentives, long-term incentives, paid holidays, 401(k) plan, vacation/sick time and medical/dental/vision insurance that begins the 1^st of the month following your hire date.
• We play our part to make a difference.  The HOPE League, Frontier Airlines’ non-profit organization, is dedicated to providing employees financial assistance during catastrophic hardship

Who We Are  

Frontier Airlines is committed to offering ‘Low Fares Done Right’ to more than 100 destinations and growing in the United States, Canada, Dominican Republic, and Mexico on more than 350 daily flights. Headquartered in Denver, Frontier’s hard-working aviation professionals pride themselves on delivering the company’s signature Low Fares Done Right service to customers. Frontier Airlines is the proud recipient of the Federal Aviation Administration’s 2018 Diamond Award for maintenance excellence and was recently named the industry’s most fuel-efficient airline by The International Council on Clean Transportation (ICCT) as a result of superior technology and operational efficiencies.  

* Frontier is the most fuel-efficient of all major U.S. carriers when measured by ASMs per fuel gallon consumed.  

What Will You Be Doing?

Offers full-cycle strategic recruitment and staffing support to Frontier Airlines’ hiring managers.  Works independently on positions up to Manager-level; partners with Staffing Manager on positions at Director-level and above. Serves as a coach and mentor to recruit staff to assist in difficult staffing situations.

Essential Functions 

Facilitation of Recruitment Processes

• Screen resumes based on candidate qualifications, position requirements and hiring leader preferences. Create competency/behavioral based interview questions for pre-screens and interviews.  Create and conduct assessments to support analysis of candidates. 
• Recruit by meeting with hiring leaders to identify the mediums and details of the candidate search.  Customize a sourcing strategy for each requisition that factors in the needs of the hiring leader, cost, characteristics of the position, etc.
• Source passive candidates through targeted and effective strategies.
• Oversee hiring process from start to finish.  Update the hiring leader of progress and status of the recruiting effort.  Adjust recruiting strategy as necessary to accomplish the desired outcome. 
• Educate hiring managers and employees on hiring processes and guidelines. 
• Create requisitions in the Applicant Tracking System that are designed to be descriptive of the position and attractive to candidates.  Ensure that requisitions are posted to the hiring leader’s preference and that posting requirements are met. 
• Facilitate job/salary offer development for candidates with Compensation and considering current compensation guidelines.  
• Schedule and facilitate pre-employment compliance processes (including fingerprinting and drug screens) and work closely with other team members to ensure their completion.
• Manage the logistics of hiring and recruiting events, ensuring that the needs of the candidates and recruiting teams are met in a timely manner, proper preparation occurs to ensure a smooth event, processes are followed and completed in a timely manner, and the company is represented in a professional manner. 
• Travel in- and out-of-state as required to support the company’s recruiting and hiring needs.  Ensure that recruitment, interview and compliance processes are followed.
• Ensure that advertisement and internet job postings meet branding requirements.

Strategic Staffing Planning

• Develop and maintain a strategic partnership with regard to workforce planning for all departments that the recruiter supports.
• Develop candidate pools as necessary for on-going recruitment efforts.
• Create new proactive recruiting strategies to source quality talent -- including senior-level management -- for the departments that the recruiter supports.
• Identify career fairs and/or recruiting events that would the company’s staffing efforts from a cost/benefit standpoint.  Represent the company at such events by marketing the job opportunities to candidates. 

Qualifications

• 3+ years of recruiting experience in a corporate environment
• Bachelor’s Degree in Human Resources or related field; combination of education and relevant human resources experience considered in lieu of degree
• High school diploma or GED
• HR certification preferred (PHR, SPHR, or equivalent)
• Prior airline experience a plus
• UKG Pro experience a plus

Knowledge, Skills and Abilities

• Demonstrated experience working in high volume recruitment
• Excellent verbal and written communication skills
• Highly efficient, detail-oriented and organized
• Strong presentation skills
• Proficient with Microsoft Word, Excel, PowerPoint, and Outlook
• Extensive knowledge of behavior-based and competency-based interviewing methods
• Strong critical thinking skills and ability to make sound decisions and recommendations regarding recruiting and hiring
• High skill level regarding efficiency, detail orientation, project management and organizational ability
• Proven team player with excellent customer service skills
• Must be able to maintain strict confidentiality
• Effectively manages multiple tasks and priorities
• Presents a professional, business-like image while representing Frontier Airlines
• Demonstrated ability to develop good rapport with internal/external clients as well as vendors
• Knowledge of EEO law and governmental regulations in the employment arena
• General knowledge of the computerized recruiting process; demonstrated ability to quickly master new computer systems
• Ability to interact effectively with all levels of management and non-management employees
• Willingness to travel as needed to support recruiting efforts
• Ability to market the company effectively and skillfully when recruiting external candidates
• Ability to negotiate employment offers and search firm contracts in the company’s best interest

Equipment Operated

Standard office equipment, including PC, copier, fax machine, printer

Work Environment

Typical in office office environment, adequately heated and cooled

Physical Effort

Light physical effort required by handling objects up to 20 pounds occasionally and/or up to 10 pounds frequently.

Supervision Received

General Direction:  The incumbent normally receives little instruction on day-to-day work and receives general instructions on new assignments.

Positions Supervised

• None

Salary Range:

Range: $62,000 - $86,366- Please note this posting will close on or before 9/22/2025 

Workplace Policies

Disclaimer: The above statements are intended only to describe the general nature and level of work required of the referenced position; they are not intended to be an exhaustive list of all responsibilities, duties, and skills required of individuals in this position. Please be advised that duties and expectations of this position may be subject to change.

Frontier Airlines, Inc. is an equal opportunity employer and, as such, is committed to providing equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, national origin, age, marital status, veteran status, sexual orientation, gender identity or expression, disability status, pregnancy, genetic information, citizenship status or any other basis protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Frontier Airlines is a Zero Tolerance Drug-Free Workplace. All prospective DOT safety-sensitive employees are subject to pre-employment testing for the following drugs and their metabolites: Marijuana, Cocaine, Amphetamines, Opioids and Phencyclidine (PCP). Further, any DOT safety-sensitive job applicant who is found to have tested positive on any required drug or alcohol test at a former employer will be considered ineligible for employment with Frontier.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.