Talent Acquisition Specialist

Strategic Recruiting & Talent Acquisition

• Source, recruit, and hire high-performing candidates from entry-level through senior leadership positions.


• Proactively headhunt passive candidates using LinkedIn Recruiter, networking, referrals, and industry research.


• Build and maintain proactive talent pipelines before openings occur for leadership, top-producers, and difficult-to-fill roles.


• Lead intake meetings with hiring managers to clarify role outcomes, define high-performance candidate profiles, and develop effective sourcing and selection strategies.


• Conduct candidate screenings, interviews, and assessments; provide hiring recommendations and drive the process through timely selection decisions and offer acceptance.


• Ensure an exceptional candidate experience through timely, consistent communication from first contact through onboarding, while coordinating interview scheduling and support.


• Track and report recruiting metrics, including time to fill, quality of hire, offer acceptance rate, and source effectiveness.

College Recruiting & Early Talent Strategy

• Manage and execute all college recruiting initiatives.


• Build and strengthen partnerships with universities, colleges, trade schools, career centers, professors, the athletics department, and student organizations.


• Coordinate and execute career fairs, campus recruiting events, and other talent-engagement opportunities.


• Develop internship recruiting strategies and manage candidate selection.


• Build and maintain an annual college recruiting calendar.


• Source early-career candidates, including professionals that are one to three years out of school, through strategic messaging and direct outreach.


• Cultivate and maintain relationships with external recruiting partners, including headhunters, colleges, and top-of-funnel talent partners.

Early Career Talent Programs

• Create and implement programs designed to attract, engage and develop future leaders. 
  
  
  
  • Internship Competition Program
  
  
  • Graduate recruiting initiatives
  
  
  • Early talent development initiatives
  
  


• Program ownership includes:
  
  
  
  • Program planning and execution
  
  
  • Candidate communication and engagement
  
  
  • Internship experience support
  
  
  • Talent pipeline reporting
  
  
  • Continuous improvement of programs and process
  
  


• Partner with Employee Experience team members on leadership pilots, internship programs, Rookie initiatives, and other performance- or potential-based talent needs.

Hiring Manager Partnership

• Serve as a strategic talent advisor who strengthens leader capability and improves hiring decisions across the organization.


• Coach leaders on talent quality, interview discipline, candidate selection, and timely decision-making.


• Surface staffing risks and recruiting barriers early and recommend adjustments to sourcing strategies, performance profiles, processes, or compensation.


• Partner with Employee Experience on performance and potential needs, succession considerations, and replacement pipelines as appropriate.

Employer Branding & Talent Marketing

• Partner with Marketing and Employee Experience to strengthen the organization’s employment brand.


• Create recruiting campaigns and support social media recruiting efforts.


• Promote the employee value proposition and career-growth opportunities.


• Attend networking and community events.


• Build relationships within local and industry talent communities.


• Develop employee referral initiatives.


• Increase brand visibility among priority talent pools.

Recruitment Operations & Analytics

• Maintain disciplined recruiting operations and use data to improve hiring outcomes.


• Maintain accurate, complete, and compliant applicant tracking system records, including candidate dispositioning, interview notes, and pipeline status.


• Track recruiting funnel performance, source effectiveness, time to fill, candidate quality, and trends in offer acceptance and declines.


• Use recruiting data to identify bottlenecks, recommend improvements, and strengthen sourcing and selection decisions.


• Continue to learn and understand recruiting trends to improve sourcing, hiring, and retaining top talent.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Marketing, Communications, or a related field.
• Minimum of 3 years full-cycle recruiting or talent acquisition experience. Exceptional candidates with two or more years of demonstrated sourcing success may be considered.
• Campus recruiting experience.
• Experience sourcing and engaging passive candidates.
• Strong interviewing and candidate-assessment skills.
• Excellent relationship-building and communication abilities.