## Description SUMMARY The Talent Acquisition Specialist is responsible for managing the full recruitment lifecycle, from sourcing and screening candidates to coordinating interviews and extending offers. This proactive and relationship-focused individual will partner closely with hiring managers to understand talent needs, develop sourcing strategies, and deliver exceptional candidate experiences. Additionally, this role supports recruitment operations and onboarding activities that contribute to a seamless hiring and new hire experience. KEY OUTCOMES & RESPONSIBILITIES Key Outcome: Proactively source and recruit qualified talent to fill approved open roles and achieve hiring goals. Key Responsibilities: · Manage full-cycle recruiting from sourcing through offer acceptance. · Conduct candidate screening, interviewing, assessment, and selection activities. · Build and maintain talent pipelines through networking, referrals, educational partnerships, and recruiting channels. · Partner with hiring managers to understand hiring needs and develop effective sourcing strategies. · Deliver an exceptional candidate experience throughout the recruitment process. · Leverage recruiting tools, job boards, social media, and sourcing technologies to attract top talent. · Accurately communicate compensation, benefits, and employment opportunities to candidates. · Monitor requisition progress and provide timely communication to hiring managers and stakeholders. Key Outcome: Deliver an efficient and seamless hiring experience while supporting onboarding continuity and talent administration processes. Key Responsibilities: · Coordinate recruiting activities and ensure timely completion of pre-employment requirements, interview logistics, offer processes, and candidate communications. · Maintain accurate candidate and employee information within recruiting and Talent systems. · Serve as a backup resource for onboarding activities, including new hire orientation and onboarding coordination, ensuring continuity during absences or periods of increased volume. · Collaborate closely with team members to ensure onboarding and new hire feedback is continually used to enhance the new hire experience. · Ensure recruiting, onboarding, and talent-related processes are executed efficiently, accurately, and in alignment with company policies and service-level expectations. · Maintain recruiting metrics, documentation, and process workflows to support operational excellence and reporting needs. Key Outcome: Support strategic talent initiatives and continuous improvement efforts that enhance organizational effectiveness. Key Responsibilities: · Assist in the development, maintenance, and benchmarking of job descriptions and talent documentation. · Research labor market trends, recruiting practices, and industry best practices to support talent strategies. · Track recruiting metrics and provide insights related to pipeline health, source effectiveness, time-to-fill, and hiring outcomes. · Identify and implement process improvements that increase efficiency, enhance the candidate experience, and improve hiring manager satisfaction. · Participate in special projects and initiatives that support Talent team priorities and business objectives. ## Requirements QUALIFICATIONS REQUIRED – o Bachelor's degree in Human Resources, Business Administration, Communications, or a related field. o 3+ years of full cycle experience recruiting and sourcing high-quality talent required. o Recruitment experience within the professional services environment required; with experience in marketing, advertising, digital, media, analytics, and technology highly preferred. o Demonstrated success developing and executing effective recruitment and talent pipeline strategies. o Strong interpersonal and communication skills, with the ability to build relationships across all levels of the organization. o Working knowledge of employment laws and talent acquisition best practices. o Ability to thrive in a fast-paced environment and effectively manage multiple priorities. o Experience using applicant tracking systems (ATS) and recruiting technologies. · PREFERRED – o Experience partnering with leaders on labor market trends and talent availability. o Experience supporting talent programs such as onboarding, employee recognition, leadership development, or engagement initiatives.