Talent Acquisition Specialist

Talent Acquisition SpecialistUnder general supervision, the Talent Acquisition Specialist manages full-cycle recruitment to attract, evaluate, and hire qualified candidates who align with the organization's mission, values, and workforce needs. The role supports origination's Excellent Talent strategy by partnering with hiring leaders, developing effective sourcing practices, maintaining strong talent pipelines, delivering a positive candidate experience, and ensuring recruitment is timely, equitable, compliant, and data-informed. The position also supports volunteer, internship, and fellowship programs across the organization.Essential Duties and Responsibilities:Manage the full recruitment lifecycle, including intake meetings, job postings, sourcing, screening, interviews, selection, offers, pre-employment activities, and onboarding coordinationPartner with hiring managers to clarify staffing needs, define job requirements, establish recruitment timelines, and develop effective selection strategiesSource qualified candidates through job boards, professional networks, social media, employee referrals, community partnerships, career fairs, head hunt and direct outreachReview applications, conduct structured screening interviews, assess candidate qualifications, and present well-matched candidates to hiring managersCoordinate interviews and maintain timely, professional communication with candidates and internal stakeholders throughout the hiring processPrepare and extend employment offers in accordance with approved consistent compensation guidelines and organizational proceduresMaintain accurate and timely applicant records, requisition activity, disposition reasons, and hiring documentation in the applicant tracking systemWork with managers to develop and maintain job descriptions approved by the Human Resources Director and refrain from featherbedding in descriptions and staffMonitor recruitment metrics, identify trends, and recommend improvements related to time to fill, source effectiveness, candidate experience, and hiring outcomesFollow 30 day goal to fill positionsSupport employer-branding initiatives and represent the organization at recruiting events, community programs, and professional networking opportunitiesPromote equitable and consistent hiring practices and comply with applicable employment laws, organizational policies, and record-retention requirementsBuild and maintain talent pipelines for recurring, specialized, and hard-to-fill positionsPromptly escalate conflicts of interest, suspected policy violations, significant candidate concerns, and compliance questions to the Human Resource DirectorDevelop and deliver year-round training for hiring managers and leaders on interviewing, onboarding, retention, and related topicsMaintain a library of professional interview-question templates for hiring managers, organized by behavioral, technical, professional, and other relevant categoriesClearly communicate the role, hiring process, timeline, and next stepsAcknowledge applications and inquiries through approved channelsPrepare candidates for interviews and promptly communicate any delays or changesTreat all candidates respectfully and safeguard confidential informationProvide timely closure to finalists and other interviewed candidatesEstablish the recruitment plan and communication schedule during intakeProvide concise pipeline updates outlining progress, risks, decisions, and required actionsUse market data to practically address unrealistic requirements or timelinesEscalate delayed feedback, shifting requirements, and unapproved requests before they affect the candidate experienceDocument key decisions and agreed-upon next stepsConduct comprehensive pre-employment background checks and, when appropriate, ongoing screenings. Depending on the position, funder requirements, or applicable law, checks may include criminal records, drug testing, fingerprinting, employment, reference verification, education, license validation, driving records, child abuse registry searches, and other required screeningsParticipation in audits as requiredMay administer the organization's learning management systemSupport employee onboarding and orientation as neededSupport the planning and execution of ACCESS events as assignedMay assist CHRC with credentialing, training, and background checksPerform other duties and responsibilities as assignedKnowledge, Skills, and Abilities:Knowledge of:Intermediate concepts, principles and practices of recruiting and volunteer managementIntermediate concepts, principles and practices of federal and state employment laws and practicesReviewing workforce metrics like retention rates, demographics, and recruitment costs to guide hiring choicesUsing Applicant Tracking Systems (ATS), Human Resources Information Systems (HRIS), and AI recruitment toolsPromoting the company culture to attract top talent and passive candidatesInterview judgment in spotting genuine experience versus rehearsed or AI-generated answers during screeningsSkill in:Operating applicant tracking systems and recruiting sitesStrong interpersonal, interviewing, consultative, and relationship-building skillsClear and professional verbal and written communicationExcellent organizational skills, attention to detail, and ability to manage competing prioritiesSound judgment and the ability to make objective, evidence-based recommendationsCommitment to respectful, inclusive, and consistent candidate and employee experiencesStrong interpersonal skillsAttention to detail while maintaining a big picture orientationOperating standard office equipment and using required software applications for program area and other applications, including Microsoft OfficeAbility to:Coach managers to set clear, realistic role requirements and evaluation criteria for candidatesPartner with other functional areas to accomplish objectivesIncite enthusiasm in othersIdentify, proofread, and correct errorsWork independently and collaboratively in a fast-paced environmentAnalyze recruitment data and translate findings into practical improvementsGather information, identify linkages and trends, and apply findings to assignmentsInterpret and apply policies and identify and recommend changes as appropriateOrganize and prioritize multiple tasks and meet deadlinesCommunicate effectively, both orally and in writingWork independently as well as collaboratively within a team environmentHandle stressful situations and provide a high level of customer service in a calm and professional mannerEstablish and maintain effective working relationships at all levels of the organizationEducational/Previous Experience Requirements:Minimum Degree Required: Bachelor's DegreeRequired Disciplines: Human Resources, Business Administration, Public Administration, Social Work, Psychology, or related field(3) years of experience in recruiting for a nonprofit, healthcare, education, social services, or mission-driven environment, or a related fieldDemonstrated experience sourcing, screening, and coordinating candidates for multiple positions in a fast-paced environmentWorking knowledge of recruitment practices and applicable federal, state, and local employment lawsOperating applicant tracking systems and recruiting sites is required and proficiency with Microsoft Office, online sourcing tools, and virtual meeting platforms is a mustAbility to handle confidential information with discretion and sound judgment and refrain from gossipAn equivalent combination of education, training, and experience approved by Human ResourcesLicenses/Certifications:Licenses/Certifications Required at Date of Hire: NoneCertified Talent Acquisition Specialist or Volunteer Specialist preferredWorking Conditions:Hours: Normal business hours, some additional hours may be requiredTravel Required: Local, and in-state travel up to 15%.Working Environment: Climate controlled office