| Location | Mountain View, CA |
| Salary | $58.32–$78.90 Per Hour |
Recruitment Strategist (Human Resources Analyst II)
Salary
$58.32 - $78.90 Hourly
Location
Mountain View City Hall
Job Type
Limited Period (Part-Time)
Job Number
20260384
Department
Human Resources Department
Opening Date
10/19/2026
Closing Date
11/3/2026 5:00 PM Pacific
FLSA
Non-Exempt
Bargaining Unit
MISC
Whats the Role and What Youll Do
STEP INTO THE MOUNTAIN VIEW OF TOMORROW
Good hiring can change the course of a team and make a real difference in the services our community relies on. The City of Mountain View is looking for an experienced Recruiter who enjoys connecting the dots: what a department truly needs, where to find strong candidates, and how to make selection thoughtful, fair, and efficient.
If you like untangling tricky recruitments, building trust with hiring managers, and turning "there has to be a better way" into a process people actually use, you'll feel at home here. You'll lead recruitments from planning through hire and help shape smarter, more effective hiring practices across the City. You'll join an HR team that cares about public service, welcomes fresh ideas, and gives you room to make a visible impact.
ABOUT THIS OPPORTUNITY
We are establishing an eligibility list for anticipated limited-term Human Resources Analyst II assignments. Funding and position authorization are pending, and no appointment will be made unless they are approved.
If approved, an assignment would begin after authorization and is currently expected to end June 30, 2027, the end of this fiscal year. Its actual length will depend on the start date. Continuing an assignment beyond June 30, 2027 would require funding and authorization for the next fiscal year and is not guaranteed.
We are looking for an experienced, resourceful Recruiter who can take ownership of complex recruitments and deliver results with limited direction. You bring strong recruitment judgment, practical ideas, and the ability to turn improvements into tools and processes others can use. Added bonus if youre a rockstar in Neogov or learn Applicant Tracking Systems with ease!
WHY THIS ROLE STANDS OUT
Own meaningful work. You would lead recruitments from initial planning through selection, serving as a trusted partner to hiring managers and keeping candidates informed along the way.
Improve how we hire. Our team is modernizing recruitment practices and technology. You would have room to question inefficient steps, develop better tools, and help others adopt them.
Make an impact quickly. This assignment calls for someone who can learn the organization, build relationships, and contribute from the start.
HIGH-IMPACT SCOPE: RECRUITMENT AND SELECTION
Lead full-cycle recruitment, including planning, job announcements, screening matrices, developing job-related interview questions that target competencies, outreach, application review, interviews, assessments, and selection support.
Partner with hiring managers to identify the most important skills and develop consistent, job-related ways to evaluate candidates.
Develop outreach strategies for hard-to-fill roles and help expand qualified candidate pools.
Improve the hiring manager and candidate experience through clear expectations, timely communication, and well-managed recruitment timelines.
Support recruitment technology and process improvements, including workflows, templates, reporting, training, and adoption of new tools.
The Essentials
LIMITED-TERM OPPORTUNITY AND FUNDING STATUS
This recruitment will establish an eligibility list for anticipated limited-term assignments in the Human Resources Department. No appointment will be made unless the necessary funding and position authorization are approved.
If approved, an initial assignment is anticipated to run from the employee's start date through June 30, 2027. Any extension beyond June 30, 2027 would require separate funding and authorization for fiscal year 2027-28 and is not guaranteed.
We want candidates to understand the limited-term nature of the opportunity from the outset. For someone who enjoys focused, consequential work, the assignment would offer a chance to contribute to important recruitments and leave lasting improvements in how the City hires.
THE TEAM
The Human Resources Department is dedicated to supporting the employees who serve Mountain View. Our team includes Administrative Assistant, Human Resources Technicians, Human Resources Analysts, Senior Human Resources Analysts, an HR Manager, an HR Assistant Director, and the Human Resources Director.
We support a large and dynamic organization with a lean team. We balance multiple priorities, share ideas, and take pride in providing thoughtful, responsive service to departments across the City.
WORK SCHEDULE AND SALARY
This is a hybrid role that typically works three days per week in the office but may require additional in-office days depending on assignments. A 9/80 schedule may be available, subject to operational needs.
Hourly pay range: $58.32 - $78.90. Starting pay will be determined based on qualifications and applicable City policies.
Are We a Match?
WHO YOU ARE
You are an experienced HR professional who brings both strong execution and a drive to make processes better. You can manage a demanding recruitment workload without losing sight of the people and decisions behind it.
You would thrive in this role if you:
Independently manage several recruitments with sound judgment and close attention to detail.
Help hiring managers turn broad preferences into clear, job-related selection criteria.
Design practical screening and interview tools that support fair, consistent decisions.
Communicate directly and keep work moving when priorities change.
Spot a process problem, develop a workable solution, and help others put it into practice.
Build trust quickly with colleagues, hiring managers, and candidates.
See the Human Resources Analyst II job specification for the classification requirements.
Apply Now
If you are ready to lead meaningful recruitment work and help Mountain View improve how it hires, we encourage you to apply. The City will evaluate candidates and establish an eligibility list while funding and authorization for the anticipated assignments are considered.
Written by the City of Mountain View Human Resources team - powered by public service and a little help from AI.
We offer a complete benefits package to full-time employees including health care, dental, vision, retirement, deferred compensation plans, flexible spending accounts, life insurance, long-term disability, holidays, vacation, and sick leave.
To learn more, visit our Benefit Comparison Chart and/or the applicable Memorandum of Understanding (MOU) on our website.
01
Please answer each question based on your own experience and judgment. Be specific about the actions you would take and what you would document. Limit each response to 200 words. Building the recruitment plan: Tell us about a recruitment you personally led from the initial meeting with the hiring manager through creation of the eligible candidate pool. How did you identify the job's essential work, distinguish minimum qualifications from qualities used to rank qualified applicants, and decide what to assess at each stage? Identify one document or tool you created and explain why it mattered.
02
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Responding to a late change: A recruitment has closed with 120 applications. The hiring manager now wants to screen out everyone without five years of experience in a California city, although the posting allowed equivalent experience. The manager also wants to give extra points for "executive presence." You have not begun scoring applications. What would you do before reviewing the pool, how would you respond to the manager, and how would you document the decision?
03
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Designing a defensible assessment After minimum qualification screening, 65 candidates remain for a role with two openings. The most important capabilities are analyzing information, communicating recommendations, and working effectively with departments. Propose a practical sequence for narrowing the pool. For one assessment criterion, provide an example of what would earn a high score and what would earn an acceptable score. Explain how you would keep scoring consistent across reviewers.
04
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Managing an eligibility list: An eligibility list has been established. A hiring manager wants to interview only one person on the list because they already know that candidate's work. Before advising the manager, what would you check about how the list may be used? What steps would you take to support a timely selection while maintaining a fair and well-documented process?
05
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Improving the process without weakening it: Describe a change you made, or would make, to a recruitment process that would improve speed or the candidate experience. Which safeguards would you retain, what would you change, and how would you determine whether the change worked?
06
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Requisition through assessment: A hiring manager has an approved requisition and wants the job posted within two days. You will manage the recruitment in NEOGOV. Walk us through how you would take the request from requisition review to a published posting and an assessment plan. What would you verify before posting, how would you prepare for application review, and what information or access would the hiring manager need?
07
Please answer each question based on your own experience and judgment. Limit each response to 200 words. Applicant evaluation and eligible list: A posting closes with 140 applications. After minimum qualification review, 55 candidates remain. Two subject matter experts will score applications, and selected candidates will advance to interviews. Explain how you would manage the evaluation steps, reviewer access, candidate progress, and results. Include two checks you would make to catch an error before candidates are referred to the hiring manager.
08
Funding Status: Which statement reflects your understanding of this recruitment?
09
If an appointment is approved, the assignment is currently expected to end June 30, 2027. Continuing beyond that date would require additional funding and authorization and is not guaranteed. Do you understand this limited-term arrangement?
10
The anticipated hiring range for this position is $121,000 to $164,000. Initial salary placement will be based on the selected candidate's qualifications, relevant experience, and alignment with the position. With this information in mind, please provide the annual salary range you would be seeking if selected.
Required Question
Employer City of Mountain View (CA)
Address 500 Castro Street
Mountain View, California, 94041
Website https://www.mountainview.gov/