Talent Acquisition Specialist

TALENT ACQUISITION SPECIALIST

Department: People Operations Reports To: VP; People FLSA Status: Exempt Compensation Range: $65,000–$75,000 About Midway Specialty Care Midway Specialty Care is a healthcare organization committed to providing high-quality, compassionate, and accessible care to the communities we serve. Through our growing network of locations and dedicated healthcare professionals, we work to create an environment where patients receive exceptional care and employees are empowered to make a meaningful difference. Our continued growth depends on talented people who share our commitment to service, collaboration, accountability, and excellence. At Midway, every role contributes to our ability to strengthen our organization, support our teams, and deliver an exceptional experience for the patients and communities who depend on us. Why This Role Matters Finding great people is critical to Midway Specialty Care’s ability to serve its patients and communities. The Talent Acquisition Specialist (TAS) helps build and maintain the recruiting engine needed to keep Midway’s clinics and teams appropriately staffed. This role goes beyond posting positions and processing applicants. The TAS proactively identifies and engages talent, builds sustainable candidate pipelines, develops educational and community recruiting partnerships, leads recruiting events and open houses, works closely with hiring managers, and creates a responsive candidate experience from initial contact through accepted offer and pre‑employment. As part of Midway’s shared‑services People Operations model, the TAS owns the recruitment portion of the employee lifecycle and ensures a coordinated transition from candidate to employee through clear handoffs with the People Operations Administrator, Regional People Operations Generalist, Payroll & Benefits Specialist, and hiring manager. What You’ll Do Recruit, Source & Build Talent Pipelines Manage full-cycle recruiting for clinical support, administrative, operational, and professional positions, excluding physician recruitment except where limited support may be specifically assigned. Develop and execute proactive sourcing strategies for high-volume, recurring, difficult-to-fill, and anticipated positions. Proactively identify and engage active and passive candidates through job boards, professional networks, social media, community partnerships, direct sourcing, employee referrals, and other appropriate recruiting channels. Build and maintain sustainable candidate pipelines for medical assistants, front‑office professionals, administrative staff, and other positions with recurring workforce demand. Develop talent communities and maintain relationships with prospective candidates for anticipated and future hiring needs. Identify new and emerging sourcing channels based on hiring trends, labor‑market conditions, candidate availability, and organizational workforce needs. Partner with Regional People Operations Generalists and operational leaders to anticipate staffing needs and develop recruiting strategies before vacancies become operational challenges. Evaluate sourcing effectiveness and adjust recruiting strategies based on pipeline quality, hiring outcomes, source effectiveness, and evolving workforce needs. Support the continued development of Midway’s employee referral and other talent‑attraction strategies. Lead Recruiting Events, Community & Educational Partnerships Plan, coordinate, host, and evaluate in‑person and virtual career fairs, recruiting open houses, hiring events, and targeted recruitment campaigns based on organizational staffing needs. Represent Midway at external career fairs, hiring events, community events, professional networking opportunities, and other talent‑attraction activities. Develop and maintain strategic relationships with colleges, universities, community colleges, vocational and technical schools, certification programs, healthcare training programs, and other educational institutions to build sustainable talent pipelines. Establish relationships with career services offices, academic programs, faculty, student organizations, alumni networks, and other appropriate educational partners. Develop partnerships with workforce‑development organizations, community organizations, professional associations, and other external talent sources. Identify opportunities to increase Midway’s employer visibility among students, recent graduates, experienced professionals, and other targeted talent populations. Coordinate virtual information sessions, employer presentations, recruiting events, and other outreach activities designed to introduce prospective candidates to Midway and available career opportunities. Develop and maintain an annual recruiting outreach and event calendar aligned with anticipated workforce needs and recurring hiring cycles. Partner with internal stakeholders to develop recruiting campaigns, event materials, presentations, and messaging that strengthen Midway’s employer brand. Track participation, candidate leads, applications, hires, source effectiveness, and other outcomes from recruiting events and partnerships to evaluate effectiveness and inform future recruiting strategy. Partner With Hiring Leaders Develop strong working relationships with hiring managers and operational leaders. In partnership with the Regional People Operations Generalists conduct intake discussions to understand staffing needs, position requirements, urgency, candidate profiles, and hiring priorities. Screen candidates and coordinate an efficient and consistent interview and selection process. Maintain timely and professional candidate and hiring‑manager communication. Partner with Regional People Operations Generalists regarding regional staffing trends, workforce priorities, and anticipated hiring needs. Reinforce consistent selection practices and established recruitment processes across Midway locations. Manage the Recruiting Process Coordinate the recruitment lifecycle from approved requisition through sourcing, screening, interview coordination, selection, offer, and applicable pre‑employment activities. Prepare and coordinate offers in accordance with established compensation parameters, approval processes, and People Operations standards. Coordinate required pre‑employment activities and ensure applicable requirements are completed before transitioning the candidate into onboarding. Maintain accurate requisition, candidate, offer, and hiring information within established recruiting systems and workflows. Track recruiting metrics including time‑to‑fill, hiring volume, source effectiveness, offer acceptance, vacancy trends, and other relevant indicators. Monitor recruiting workflows and identify opportunities to improve speed, quality, consistency, and candidate experience. Support fair, consistent, and job‑related recruitment and selection practices in accordance with Midway standards and applicable requirements. Support the Employee Lifecycle & Shared Services Model Serve as the functional owner of Talent Acquisition activities within Midway’s integrated People Operations shared‑services model, maintaining clear accountability for the candidate lifecycle through the established recruitment completion point. Partner with Regional People Operations Generalists and hiring leaders to translate approved workforce needs into effective recruitment strategies and hiring activity. Support implementation of new applicant tracking system. Receive and manage approved recruitment requests through established People Operations shared communication channels and workflows. Maintain appropriate visibility, documentation, tracking, and follow‑through for active recruitment requests and candidate activity. Ensure a structured and timely candidate‑to‑employee handoff to the People Operations Administrator following completion of required offer and pre‑employment activities. Provide the People Operations Administrator and other applicable team members with complete and accurate information necessary to initiate onboarding, employee records, payroll setup, and other downstream lifecycle processes. Coordinate with the Regional People Operations Generalist to support a smooth transition from candidate experience to new‑employee and manager integration. Partner with Payroll & Benefits and other People Operations team members when recruitment or new‑hire information has downstream payroll, benefit, or employee‑data implications. Provide appropriate recruiting coverage and workflow continuity during team member absences, transitions, or other organizational needs. Support the continued development of standardized, scalable, and employee‑centered People Operations workflows and recruiting practices. Participate in enterprise‑wide People Operations projects, process improvement, technology implementation, workforce planning, and organizational initiatives as appropriate. What You’ll Bring 5+ years of recruiting or Talent Acquisition experience. Demonstrated experience managing high-volume recruitment. Experience proactively sourcing and engaging active and passive candidates rather than relying solely on incoming applicants. Experience managing the recruitment lifecycle from requisition through offer and pre‑employment. Strong relationship‑building and hiring‑manager partnership capability. Ability to manage multiple requisitions, competing priorities, and changing workforce needs. Strong organizational, communication, and follow‑through skills. Experience with applicant tracking systems and recruiting technology. Strong candidate‑service orientation combined with an appropriate sense of urgency. Ability to work independently within functional responsibilities while collaborating effectively as part of a centralized People Operations Team. What Would Set You Apart Healthcare recruiting experience. Experience recruiting medical assistants, front‑office employees, and other clinical professionals. Experience developing college, university, vocational school, healthcare training program, and community recruiting partnerships. Experience planning and leading in‑person and virtual career fairs, recruiting open houses, and high‑volume hiring events. Experience implementing, optimizing, or transitioning to an applicant tracking system. Experience using recruiting data and metrics to improve sourcing and hiring outcomes. Bilingual capability relevant to the communities Midway serves. Key People Operations Competencies Employee‑Centered Service: Demonstrates a responsive, respectful, and solutions‑oriented approach while balancing employee needs with organizational policies, processes, and business requirements. Collaboration & Shared Accountability: Works effectively across the People Operations Team and broader organization, recognizing that successful employee lifecycle outcomes depend on coordinated ownership, clear handoffs, and collective accountability. Communication: Communicates clearly, professionally, and appropriately with employees, managers, leaders, candidates, vendors, and team members across written and verbal channels. Judgment & Problem Solving: Uses sound judgment to assess situations, identify appropriate next steps, resolve routine issues, and recognize when matters require consultation or escalation. Confidentiality & Professional Integrity: Handles employee, payroll, benefits, candidate, organizational, and other sensitive information with discretion, professionalism, and appropriate confidentiality. Accuracy & Attention to Detail: Produces accurate, complete, and timely work while maintaining reliable records, documentation, and data. Ownership & Follow‑Through: Takes responsibility for assigned work from receipt through appropriate resolution, communicates status when needed, and ensures responsibilities do not stall between functional handoffs. Adaptability & Agility: Responds effectively to changing priorities, evolving processes, organisation growth, technology changes, and emerging business needs. Process & Continuous Improvement: Identifies opportunities to improve workflows, reduce unnecessary manual work, strengthen consistency, and contribute to scalable People Operations practices. Technology & Data Fluency: Effectively uses People Operations technology, shared systems, reporting tools, and data to support accurate administration, informed decision‑making, and efficient service delivery. What Success Looks Like Midway develops reliable candidate pipelines, recruiting becomes increasingly proactive rather than vacancy‑driven, high‑volume and difficult‑to‑fill positions have sustainable sourcing strategies, vacancies remain open for less time, and hiring managers view Talent Acquisition as a responsive and knowledgeable recruiting partner. Candidates receive a professional, timely, and consistent experience that reflects positively on Midway regardless of the hiring outcome. Recruitment activity is accurately tracked, hiring processes are consistently followed, and successful candidates transition smoothly from recruitment into onboarding through clear, timely, and complete handoffs across the People Operations Team. Midway also develops stronger external talent pipelines through educational, community, and workforce partnerships, while recruiting events, sourcing channels, and outreach activities are evaluated based on their effectiveness in producing qualified candidates and successful hires.

WHAT WE OFFER

Competitive Salary – Commensurate with experience, with a pay‑for‑performance bonus opportunity. Comprehensive Benefits Package – 401(k) – Invest in your future with our retirement plan. Paid Time Off Professional Growth – Opportunities for training, mentorship, and leadership development.

JOIN US!

At Midway Specialty Care, every role contributes to something bigger: helping patients access compassionate, high‑quality specialty care and supporting the teams who make that care possible. We are building an organization where talented people can do meaningful work, grow professionally, and help strengthen the experience of our patients, employees, and communities. If you are looking for an opportunity to bring your expertise to a growing healthcare organization where your contributions matter, we invite you to join us. Ready to make an impact?

OUR COMMITMENT TO INCLUSION

Midway Specialty Care is an equal opportunity employer and is committed to fostering a diverse, inclusive, and equitable workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law. We provide reasonable accommodations for qualified applicants and employees in accordance with the Americans with Disabilities Act (ADA) and other applicable federal, state, and local requirements.

E-VERIFY PARTICIPATION

Midway Specialty Care participates in E‑Verify to confirm employment authorization in the United States for all newly hired employees. This job description is not an exhaustive list of all responsibilities, skills, duties, requirements, or working conditions associated with this position. While intended to provide an accurate reflection of the current role, Midway Specialty Care reserves the right to review, modify, add, remove, or reassign duties and responsibilities as needed to support organizational, operational, staffing, or business goals. Job descriptions may be reviewed and updated periodically. This job description does not constitute an employment contract. #J-18808-Ljbffr Midway Specialty Care Center