TA Specialist - Temporary (6 months)

Job Description

Job Description

About TalentCount

TalentCount is partnering with a rapidly growing organization in the home services industry to identify an experienced Talent Acquisition Specialist to join their recruiting team. This is an exciting opportunity for a high-energy, highly organized recruiter who can step into a fast-paced environment and immediately contribute to a significant recruiting workload.

The organization is currently managing 180+ open positions and is looking for additional recruiting support to help accelerate hiring across multiple locations, business units, and brands.

The ideal candidate is both a high-volume recruiter and a true Talent Acquisition partner - someone who can move quickly, proactively source candidates, build strong relationships with hiring managers, and use recruiting data and market insights to improve hiring strategies.

Position Overview

The Talent Acquisition Specialist will manage the full life cycle recruiting process for positions within a designated division or region. This includes sourcing, screening, interviewing, candidate assessment, ATS management, background and substance screening, offer preparation, and onboarding coordination.

This person will work closely with hiring managers to understand workforce needs and develop effective recruiting strategies. The successful candidate will not simply take a requisition and begin searching; they will learn the business, understand the market, identify recruiting challenges, and proactively recommend solutions.

The typical workload is approximately 15–20 open requisitions , with the potential to increase to 25–40+ requisitions during periods of high demand. Certain high-volume divisions may carry approximately 50 open positions.

Core Duties

• Manage the full life cycle recruiting process for a high volume of positions across designated locations and business units
• Build and maintain strong relationships with hiring managers and stakeholders to understand workforce needs and hiring priorities
• Partner with hiring managers to develop recruiting strategies and ensure positions are effectively positioned in the market
• Manage approximately 15–20 requisitions under normal conditions, with the ability to effectively prioritize 25–40+ requisitions during peak periods
• Proactively source candidates through LinkedIn, Indeed, ATS databases, networking, employee referrals, direct sourcing, trade schools, military resources, and other creative recruiting channels
• Conduct candidate outreach, pre-screening, interviewing, assessments, and selection activities
• Coordinate background checks, substance screening, offer letters, onboarding, and other pre-employment activities
• Maintain accurate candidate activity, dispositions, interview information, offers, and onboarding status within the ATS
• Use ATS and recruiting data to prepare reports, identify trends, and provide recommendations to hiring managers and TA leadership
• Leverage market intelligence, competitor information, compensation data, and industry trends to help shape recruiting strategies
• Identify when a recruiting strategy or search is not producing results and proactively recommend adjustments
• Develop a strong understanding of the business, positions, locations, and workforce needs to effectively advise hiring managers
• Build and maintain relationships with trade schools, military bases, community organizations, and other talent pipelines
• Coordinate and participate in recruiting events and hiring initiatives
• Track recruiting event and candidate activity to evaluate effectiveness and inform future strategies
• Provide guidance to hiring managers regarding compliant interviewing and selection practices
• Ensure recruiting and onboarding activities are conducted in accordance with applicable federal, state, and local employment laws and regulations
• Collaborate with internal HR and TA teams to continuously improve recruiting processes and candidate experience
• Perform additional projects and duties as assigned

What We're Looking For

• 3+ years of Talent Acquisition, Recruiting, or related HR experience
• Demonstrated experience managing high-volume recruiting and multiple requisitions simultaneously
• Strong hiring-manager and stakeholder partnership skills
• Proven ability to independently source and identify qualified candidates
• Experience managing the full recruiting life cycle from sourcing through onboarding
• 2+ years of experience working with an Applicant Tracking System (ATS)
• Greenhouse experience strongly preferred
• Strong Indeed and LinkedIn recruiting/sourcing experience
• Excellent verbal and written communication skills
• Strong organizational and time-management skills
• Ability to prioritize competing requisitions and operate effectively in a fast-paced environment
• Strong problem-solving skills and the ability to work independently with minimal direction
• Comfortable using data and market information to influence recruiting conversations and hiring decisions
• Intermediate proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook
• Working knowledge of HR operations, hiring practices, employment compliance, and applicable labor laws
• Willingness to travel up to 25% within the designated region

Preferred Qualifications

• Skilled trades recruiting experience
• Electrical recruiting experience — highly preferred
• Plumbing or HVAC recruiting experience
• Residential or commercial home services recruiting
• Construction or field operations recruiting
• High-volume hourly or blue-collar recruiting
• Multi-unit recruiting experience
• Multi-brand recruiting experience
• Multi-state recruiting experience
• Experience recruiting across multiple locations and business units
• Experience with trade schools, military recruiting, or other non-traditional talent pipelines
• Experience with market mapping, compensation research, and recruiting analytics
• Experience supporting a rapidly growing organization

Ideal Candidate Profile

The ideal candidate is a recruiter who can move fast without becoming transactional .

They should be comfortable managing a substantial requisition load while still taking the time to understand what each hiring manager and business unit actually needs. They know how to ask thoughtful questions, challenge assumptions appropriately, research unfamiliar positions, and use data or market information to help solve recruiting challenges.

We are especially interested in candidates who have recruited for electrical, plumbing, HVAC, skilled trades, field operations, or other high-volume hourly populations . Experience across multiple units, brands, locations, or states is a major plus.

However, direct industry experience is not required . Strong recruiting fundamentals, sourcing ability, organization, urgency, business curiosity, and genuine hiring-manager partnership are the most important factors.

Why This Opportunity

• Immediate opportunity to make an impact within a rapidly growing organization
• 180+ active openings creating significant recruiting exposure and variety
• Opportunity to work across multiple locations, divisions, and brands
• Hybrid schedule with 3 days onsite and 2 days remote
• Potential opportunity to convert to a permanent position
• High visibility and direct partnership with hiring managers
• Opportunity to influence recruiting strategy using market data and talent insights
• Fast-paced environment ideal for a recruiter who enjoys ownership, urgency, and getting results