Talent Acquisition Coordinator

About the Role

The Talent Acquisition Coordinator is a hybrid role that sits at the intersection of operational excellence and proactive talent sourcing. You will split your time equally between two critical functions: keeping the recruiting engine running smoothly through admin and coordination work, and identifying and engaging qualified candidates across field, office, and leadership roles.

You will also serve as the recruiting continuity resource when Divisional Recruiters are out of office — owning their active requisitions, keeping pipelines organized, and ensuring searches stay on track. This role is built for someone who thrives in a fast-paced environment, can context-switch between detail-oriented admin work and high-volume sourcing, and takes real ownership over outcomes.

Who You Are

• You are operationally sharp — you keep things clean, organized, and moving without being asked
• You are a sourcing self-starter who doesn’t wait for roles to open before you start building pipelines
• You context-switch easily between detailed administrative work and high-volume candidate identification and outreach
• You write clearly and compellingly — your digital outreach messages get responses
• You take pride in keeping things running smoothly when Divisional Recruiters are OOO — reqs stay clean, pipelines stay full
• You are resilient and consistent in high-volume environments where urgency is the norm

Key Responsibilities

50% — Recruiting Administration & Coordination

• Open, manage, and close requisitions in the ATS across multiple partner companies and regions
• Initiate and coordinate onboarding activities for new hires, partnering with HR and hiring managers to ensure a smooth start
• Maintain accurate and up-to-date candidate records, pipeline statuses, and requisition data in the ATS
• Schedule interviews, debrief calls, and recruiting-related meetings on behalf of Divisional Recruiters
• Support offer letter generation, background check initiation, and pre-boarding logistics
• Serve as the recruiting point of contact when Divisional Recruiters are OOO — keeping requisitions current, pipelines organized, and searches progressing
• Produce regular recruiting activity reports and pipeline summaries for leadership

50% — Candidate Sourcing & Pipeline Development

• Proactively identify candidates across all role levels — Field (HVAC, plumbing, electrical technicians), Office (operations, support, finance), and Leadership — using Indeed, LinkedIn Recruiter, military platforms, and resume databases
• Send digital outreach through Indeed Smart Sourcing and LinkedIn Recruiter to gauge candidate interest and surface qualified talent for Divisional Recruiters
• Build and maintain active pipelines for current and anticipated hiring needs so recruiters always have qualified candidates ready
• Review and disposition inbound applicants from all job boards and sourcing channels in a timely manner
• Develop targeted sourcing strategies for hard-to-fill or high-priority roles using Boolean search, talent mapping, and database mining
• Track and report on sourcing channel effectiveness to continuously improve pipeline quality

Qualifications

• 1+ years of experience in recruiting, talent acquisition, or HR coordination
• Hands-on experience sourcing and identifying candidates through Indeed, LinkedIn Recruiter, and resume databases
• Experience using Indeed Smart Sourcing or LinkedIn Recruiter messaging to engage candidates digitally
• Familiarity with Boolean search and creative sourcing strategies
• Experience working in an ATS or HRIS (UKG/UltiPro experience is a plus)
• Strong written communication skills, especially for digital candidate outreach
• Highly organized with the ability to manage multiple open reqs, pipelines, and onboarding workflows simultaneously
• Experience supporting skilled trades, field services, or high-volume recruiting environments is strongly preferred

What Onboarding Looks Like

Days 1–30: Learn the business, tools, ATS workflows, and partner hiring needs. Begin building initial pipelines and shadowing Divisional Recruiters to understand role requirements across field, office, and leadership.

Days 31–60: Actively supporting Divisional Recruiters with consistent candidate identification and digital outreach. Managing requisitions and coordination tasks independently. Able to hold down the fort on pipelines and reqs when a recruiter is OOO.

Days 61–90: Fully ramped and operating independently across both halves of the role. Pipelines are healthy, admin work is clean, and you’re a trusted resource that Divisional Recruiters and hiring managers can rely on.

The 5 Big Things — What Success Looks Like

• Pipelines never run dry — qualified candidates are identified and ready before and during active searches at every level
• Recruiters feel covered — they trust you to keep reqs clean and pipelines full when they’re OOO
• Admin is spotless — reqs are opened on time, onboarding is kicked off smoothly, and the ATS is always current
• Outreach converts — your digital messages get responses and interested candidates move into the funnel
• You balance speed and quality — moving fast without sacrificing pipeline integrity or data accuracy

About Legacy Service Partners

Legacy Service Partners (LSP) is a national leader in residential HVAC, plumbing, and electrical services. Since 2021, we've partnered with over 30 local brands across 16 states and we're growing fast. We exist to serve our partners and fuel their success: providing the resources, infrastructure, and expertise that help local brands better serve their employees, customers, and communities.


We operate at the speed of a startup with the backing of an institutional investor. Our culture is built on three values we live every day: We Win Together, Today Not Tomorrow, Performance Not Politics. That means performance pay tied directly to results, real benefits you'll actually use including fully employer-paid medical, dental, and vision options, a 401(k) with company match, and continuous investment in your growth through training and education stipends.


If you want to do meaningful work at scale, you’ve found the right place.

Equal Opportunity Employer


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