Talent Acquisition Specialist

TITLE: Talent Acquisition Specialist II LOCATION: Ashburn, VA (in office position- remote FRI) TITLE: Talent Acquisition Specialist II LOCATION: Ashburn, VA (in office position- remote FRI) POSITION SUMMARY The Talent Acquisition Specialist II is a high-impact, full-cycle recruiter with 10+ years of experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies. This role owns requisition intake and calibration, sourcing strategy, candidate assessment and selection, offer management, and onboarding partnership, while ensuring an exceptional candidate and hiring manager experience. In addition to driving requisition delivery, the Sr. Talent Acquisition Specialist strengthens hiring processes through data, stakeholder coaching, and compliance rigor. Execution within the Paycor ATS is required to ensure data integrity, visibility, and measurable progress across the hiring workflow. ESSENTIAL DUTIES AND RESPONSIBILITIES To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Full-Cycle Recruiting & Stakeholder Partnership Lead end-to-end recruiting for exempt and non-exempt roles, including intake, sourcing, screening, interview management, selection, offer, and close. Partner with hiring managers and HRBPs to define role requirements, build scorecards, calibrate profiles, and align structured interview plans. Drive hiring manager accountability for interview readiness, timely feedback, and consistent scorecard completion. Maintain proactive, high-touch candidate communication to deliver a best-in-class candidate experience from first contact through Day 1. Sourcing Strategy & Talent Pipelines Develop and execute sourcing strategies tailored to each requisition (e.g., direct sourcing, referrals, niche boards, community outreach) with clear channel hypotheses and success metrics. Build and maintain diverse pipelines for recurring and hard-to-fill roles; nurture silver-medalist and passive candidates. Write and optimize job postings to reflect calibrated requirements, inclusive language, and compliance needs; ensure timely posting across required state job boards. Partner with Marketing/HR on employer branding content, recruiting events, and talent community initiatives, as needed. Interview Process Management & Candidate Coordination Own interview logistics and coordination across time zones, ensuring seamless scheduling, clear agendas, and prepared interview teams. Standardize structured interviewing practices, including interviewer preparation, question alignment to competencies, and consistent use of scorecards. Identify and remove bottlenecks (e.g., delayed feedback, scheduling constraints) and elevate risks with solution options. Ensure candidates receive timely updates, interview preparation materials, and professional communication throughout the process. Offers, Pre-Employment Screening & Onboarding Readiness Lead offer strategy and execution in partnership with Compensation/HR, including offer approval routing, verbal offers, negotiations, and written offer delivery. ATS (Paycor) Ownership, Data Integrity & Reporting Maintain accurate requisition and candidate records in Paycor ATS, ensuring real-time stage progression, documentation, and disposition reasons. Ensure adherence to internal controls and external requirements (e.g., EEO/OFCCP practices where applicable) through consistent workflows and documentation. Establish and reinforce repeatable recruiting operating rhythms (e.g., weekly hiring manager check-ins, pipeline reviews, aging requisition plans). Process Improvement & Talent Acquisition Enablement Identify and implement improvements to recruiting workflows, templates, and communications to increase speed, quality, and consistency. Coach hiring managers and interviewers on structured interviewing, bias mitigation, and selection best practices. Partner with TA leadership on vendor relationships (e.g., job boards, background screening provider) and service-level expectations. Support special projects such as workforce planning, high-volume hiring surges, and cross-functional process rollouts. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education/Experience: 3+ years of full-cycle recruiting experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies. Experience recruiting for Data Centers is highly preferred. Computer Skills: ATS experience (Greenhouse, Paycor, Workday, Taleo or similar) Microsoft office (Excel, Word etc) Experience successfully utilizing job boards as well as direct search Recruitment strategy that successfully delivers for customers Certificates and Licenses: Not specified. Supervisory Responsibilities: None Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Ability to remain in a stationary position for extended periods and to operate a computer and other standard office equipment, including keyboarding and reading/writing for work-related purposes. The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. Pre Employment Requirements: Employment is contingent upon successful completion of a pre-employment background check, drug screening, and motor vehicle record (MVR) review, in accordance with applicable federal, state, and local laws. Positions requiring driving must have an MVR that meets company and insurance carrier standards. CPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. 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