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Internship Surge Agency Jobs (NOW HIRING)

Bastion Technologies

Electrical Engineer

Littleton, CO · On-site

$83K - $131K/yr

Experience must include analog circuit design (internship experience acceptable). * Ability to read ... All Bastion employees must be able to pass a national agency check and some positions require ...

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How much do internship surge agency jobs pay per hour?

As of Aug 6, 2026, the average hourly pay for internship surge agency in the United States is $15.54, according to ZipRecruiter salary data. Most workers in this role earn between $12.50 and $17.55 per hour, depending on experience, location, and employer.
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What are the most commonly searched types of Surge Agency jobs? The most popular types of Surge Agency jobs are:
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Internship Surge Agency jobs near you
Infographic showing various Internship Surge Agency job openings in the United States as of August 2026, with employment types broken down into 2% As Needed, 71% Full Time, 10% Part Time, and 17% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $32,333 per year, or $15.5 per hour.

Director of Talent Acquisition

ExplorUS Corporate

Overland Park, KS

$100 - $135K/hr

Full-time

Re-posted 20 days ago

Job description

The Director of Talent Acquisition is a hands-on recruiting leader responsible for delivering high-volume, multi-site hiring in hospitality and retail environments. This role is designed for a working manager who actively recruits for operational, seasonal, and leadership roles while building scalable recruiting processes that support peak-season staffing demands.
The Director oversees end-to-end recruiting operations—from requisition and intake through hiring—while supervising in-house recruiters, partnering closely with operational leaders, and ensuring the organization is staffed appropriately for fluctuating seasonal needs.
Key Responsibilities
High-Volume amp; Seasonal Recruiting Execution
  • Lead and actively participate in high-volume, full-cycle recruiting for hourly, supervisory, and management roles in hospitality and retail operations.
  • Plan and execute seasonal hiring ramps tied to peak operating periods, new site openings, and contract start dates.
  • Personally manage recruiting for critical leadership, hard-to-fill, or time-sensitive roles.
  • Ensure rapid yet compliant hiring processes that balance speed, quality, and candidate experience.
Recruitment Operations, Policy amp; Team Leadership
  • Develop, implement, and maintain standardized recruiting policies, workflows, and tools designed for high-volume and seasonal hiring.
  • Supervise, coach, and support in-house recruiters, while engaging with HR specialists who assist in hiring.
  • Establish recruiting service-level expectations, requisition prioritization frameworks, and surge-capacity plans during peak hiring periods.
  • Oversee use of third-party recruitment and staffing agencies.
Partnership with Operations amp; Leadership
  • Partner closely with Vice Presidents, Directors, General Managers, and site leaders to forecast staffing needs, align hiring plans with operational timelines, and understand competitive hiring practices
  • Translate operational requirements into recruiting strategies that account for local labor markets, seasonality, wage competitiveness, and turnover patterns.
  • Serve as a trusted advisor to leaders on hiring tradeoffs, market constraints, and workforce availability.
Talent Pipelines amp; Workforce Partnerships
  • Build and maintain ongoing talent pipelines for frontline, seasonal, and returning associate roles.
  • Establish relationships with colleges, universities, trade schools, hospitality programs, workforce agencies, and community organizations.
  • Oversee and expand the internship program, seasonal leadership pipelines, and early-career hiring initiatives.
  • Develop rehire and return-season strategies to improve retention and reduce time-to-fill.
Systems, Metrics amp; Process Optimization
  • Track and manage all open requisitions across multiple locations; maintain real-time visibility into vacancy status and seasonal hiring progress.
  • Monitor and analyze recruiting metrics including time-to-hire, time-to-start, source-of-hire, applicant conversion rates, and seasonal fill rates.
  • Use data to identify bottlenecks, improve recruiter productivity, and inform staffing decisions during peak periods.
  • Implement, administer, and continuously optimize the applicant tracking system (ATS) for high-volume recruiting workflows, batch hiring, and reporting.
Job Boards, Employer Visibility amp; Sourcing Channels
  • Optimize use of hospitality- and retail-focused job boards and sourcing platforms, including CoolWorks, Indeed, LinkedIn, and similar channels.
  • Manage posting strategies, budgets, and performance tracking to ensure maximum applicant flow during peak hiring windows.
  • Ensure job postings are clear, compelling, and aligned with employer branding for frontline and seasonal candidates.
Key Requirements
  • Demonstrated experience as a working recruiting manager actively filling roles while leading a recruiting team.
  • Experience with high-volume recruiting for hourly, frontline, and multi-site operational roles.
  • Experience supervising recruiters or coordinating hiring teams across multiple locations.
  • Strong working knowledge of applicant tracking systems and high-volume recruiting workflows.
  • Familiarity with wage competitiveness, turnover dynamics, and labor availability in hospitality or retail environments.
  • Strong operational planning and seasonal workforce management skills
  • Data-driven approach to staffing and recruiting decisions
  • Ability to operate with urgency in fast-paced environments
  • Clear, practical communication with operational leaders
  • Hands-on leadership style with a focus on results and accountability
Preferred
  • Experience supporting hospitality, retail, food service, recreation, or travel-related operations.
  • Experience staffing seasonal operations, new site launches, or contract-driven environments.
  • Experience building internship, seasonal leadership, or returning-associate pipelines.
  • Knowledge of federal and state employment laws applicable to seasonal employment.
Education and/or Experience
  • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
  • Experience: 7–10 years of progressive talent acquisition experience, including high-volume and seasonal recruiting.
Salary: Starting at $105k DOE
Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status and all other status protected by law.

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