When March 2020 brought with it not only the initial signs of spring, it also brought the reality of the global pandemic to be known as COVID-19. This global pandemic impacted society in many facets. People lost loved ones to the illness, others are still dealing with "long-COVID" affects, and many people lost their jobs due to the calling of shelter in place protocols. Schools were forced to pivot to an online teaching and learning environment. Individuals who did not lose their jobs were also forced to a work-from-home remote work space. With these many changes to our surrounding communities, higher education was not left unscathed. Enrollment numbers declined, faculty and staff resigned, and institutional budgets were negatively impacted by the new normal all people faced. While employees and students alike were forced to alter their environments, college recruiters were faced with a new challenge to the constant higher education disruptors, remote working, virtual recruiting, and combating declining enrollment numbers in the face of a global pandemic. This qualitative, collective case study examined how college admission recruiters perceived their overall morale during the COVID-19 shutdown. Data was collected using an online questionnaire, focus group, and a semi-structured interview. The participants were selected from a private university in the southeast and were admissions recruiters during the COVID shutdown, and were forced to the remote work environment. The results of this study reflected what admission college recruiters perceive as important factors necessary to improve the morale and quality of their work environments. The results showed several contributing factors that would impact retention in staffing. Majority of the participants expressed the need for improvement in flexible work schedules and environments and leadership strategies that could improve employee morale. Participants communicated the importance of engaging employees to reduce the feeling of isolation, thus maintaining or increasing the possibility of retention in recruiter staffing. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]