Talent Acquisition Specialist

Talent Acquisition Specialist

Primary Function: Responsible for executing full-cycle talent acquisition activities across all business lines and office locations in support of organizational growth and workforce planning objectives. The Talent Acquisition Specialist develops and implements proactive sourcing strategies, builds talent pipelines for current and future hiring needs, and partners with hiring managers to attract, engage, and hire high-quality talent. This role serves as a trusted recruitment partner by leveraging market intelligence, innovative sourcing techniques, and best practices to deliver exceptional hiring outcomes and candidate experiences.

Education: Bachelor's degree in Human Resources, Business Administration, or a related field preferred; or an equivalent combination of education and experience.

Qualifications:

• 4 - 6 years of progressive full-cycle recruiting or talent acquisition experience required.
• Demonstrated success proactively sourcing passive candidates and building talent pipelines for hard-to-fill and high-volume positions.
• Strong understanding of recruitment strategies, talent acquisition best practices, and applicable federal, state, and local employment laws and regulations.
• Experience developing sourcing strategies and utilizing multiple candidate attraction channels, including LinkedIn Recruiter, job boards, networking organizations, employee referrals, and social media platforms.
• Knowledge and proficiency with Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS).
• Strong interviewing, candidate assessment, and relationship-building skills.
• Ability to manage multiple requisitions and priorities in a fast-paced environment.
• Proficient with Microsoft Office Suite and related business applications.
• Strong analytical, organizational, and communication skills.

Responsibilities:

Talent Acquisition and Recruitment

1. Manage the full-cycle recruitment process for Corporate and Multifamily positions, from requisition intake through offer acceptance and onboarding.
2. Partner with hiring managers to understand business needs, workforce planning initiatives, position requirements, and desired candidate profiles.
3. Coordinate and participate in interviews while providing guidance and support to hiring managers throughout the selection process.
4. Develop interview guides, screening criteria, and other hiring tools to support consistent and effective candidate evaluations.
5. Collaborate with hiring managers and Human Resources leadership during the offer process by recommending appropriate salary ranges, incentives, start dates, and other employment terms.
6. Manage job posting and advertising activities across multiple recruiting platforms and ensure timely and accurate posting administration.
7. Facilitate and administer the employee referral program to increase candidate flow and support hiring goals.

Proactive Sourcing and Pipeline Development

1. Develop and execute proactive sourcing strategies to identify and engage qualified active and passive candidates for current and anticipated staffing needs.
2. Build and maintain talent pipelines for critical, specialized, and hard-to-fill positions across all business lines.
3. Source candidates through applicant databases, LinkedIn Recruiter, professional networking sites, referrals, industry associations, competitor outreach, college recruitment and career fairs and other innovative sourcing methods.
4. Conduct candidate outreach campaigns and establish ongoing relationships with prospective talent to create a sustainable pipeline of candidates.
5. Research labor market trends, talent availability, and competitor hiring activity to support recruiting strategies and workforce planning initiatives.
6. Devise and implement sourcing strategies that leverage educational institutions, trade schools, professional organizations, networking events, and employer branding initiatives.
7. Continuously evaluate and recommend new sourcing channels, recruitment technologies, and best practices to improve candidate quality and hiring outcomes.

Career Fairs and Community Outreach

1. Attend and represent the organization at college career fairs, vocational school recruiting events, industry conferences, and community networking opportunities.
2. Identify and evaluate recruiting events and outreach opportunities that align with organizational hiring needs.
3. Establish and maintain relationships with college career centers, faculty advisors, trade schools, and workforce development organizations to create sustainable candidate pipelines.
4. Support internship, entry-level, and early career recruiting initiatives.

Reporting and Analytics

1. Prepare and distribute monthly recruitment metrics, including open positions, applicant flow, sourcing effectiveness, time-to-fill, and hiring results.
2. Analyze recruiting data and trends to identify opportunities for process improvement and enhanced recruitment performance.
3. Provide recruiting reports and workforce insights to Human Resources leadership and business stakeholders as requested.

Compliance

1. Ensure recruiting and employment practices comply with all applicable federal, state, and local employment laws and regulations, as well as company policies and procedures.
2. Maintain accurate recruitment records and documentation to support compliance and audit requirements.

Professional Development

1. Maintain professional and technical knowledge through educational opportunities, professional associations, industry publications, networking, and continuing education.
2. Stay informed regarding recruitment trends, sourcing methodologies, labor market conditions, and talent acquisition technologies.

Confidentiality

1. Maintains the highest level of discretion when handling confidential and sensitive employee information, including personnel records, investigations, compensation data, and organizational matters. Exercises sound judgment in accessing, discussing, storing, and transmitting information in accordance with company policy and applicable laws. Any breach of confidentiality or misuse of protected information may result in corrective action, up to and including termination.

Perform other duties, as assigned, with dates to be agreed upon.

Cushman & Wakefield | Thalhimer is an Equal Opportunity Employer.