Talent Acquisition Specialist job description

Job brief

We are looking for a high-impact Talent Acquisition Specialist to join our People team and take ownership of our end-to-end recruitment efforts for our expanding departments. In this role, you will be instrumental in building our employer brand, sourcing exceptional talent, and refining the processes that help us identify our next generation of leaders. You will work closely with cross-functional hiring managers to understand technical requirements and deliver a seamless, positive experience for every candidate. If you are passionate about talent identification and enjoy the challenge of finding the right person for the right role, we want to hear from you.

What is a Talent Acquisition Specialist?

A Talent Acquisition Specialist is a strategic human resources professional dedicated to sourcing, assessing, and onboarding top-tier talent to meet organizational growth targets. By utilizing advanced applicant tracking systems (ATS), Boolean search strings, and professional networking platforms like LinkedIn Recruiter, a Talent Acquisition Specialist identifies passive and active candidates who align with company culture. This role acts as a bridge between departmental hiring managers and the external talent market, ensuring the acquisition of skilled professionals who drive long-term business innovation and competitive advantage.

What does a Talent Acquisition Specialist do?

On a daily basis, a Talent Acquisition Specialist manages the full-cycle recruitment process, from drafting detailed job descriptions and advertising roles on niche career boards to conducting behavioral-based interviews and extending formal offers. They collaborate with department heads to forecast hiring needs, implement data-driven sourcing strategies, and refine selection criteria to reduce time-to-fill metrics. Additionally, they monitor recruitment analytics in systems like Workday or Greenhouse to identify bottlenecks, improve candidate experience, and ensure that diversity, equity, and inclusion (DEI) initiatives are integrated into every stage of the hiring funnel.

Key responsibilities

• Execute full-cycle recruitment for multi-departmental roles, managing end-to-end workflows from initial sourcing to final offer negotiation and closing.
• Develop and deploy innovative sourcing strategies using LinkedIn Recruiter, GitHub, or specialized platforms to engage passive talent for niche technical roles.
• Partner with hiring managers to define specific job requirements, design behavioral interview rubrics, and provide guidance on objective candidate assessment methods.
• Analyze key recruitment metrics—such as source-of-hire, conversion rates, and time-to-fill—to drive process improvements and report on hiring progress to leadership.
• Manage the end-to-end candidate experience within our ATS (e.g., Greenhouse, Lever, or Workday), ensuring timely communication and proactive feedback at every stage.
• Create and execute targeted employer branding initiatives that promote our company culture and value proposition across digital platforms and industry events.
• Oversee the transition from candidate to new hire by coordinating with HR operations to ensure a seamless onboarding experience and compliant documentation.
• Facilitate training workshops for hiring managers on best practices for interviewing, unconscious bias mitigation, and data-backed candidate evaluation techniques.

Requirements and skills

• 3+ years of experience in a full-cycle Talent Acquisition Specialist role, specifically focusing on high-volume or specialized technical recruitment.
• Advanced proficiency with modern Applicant Tracking Systems (ATS) such as Greenhouse, Lever, Workday, or Ashby for candidate data management.
• Demonstrable expertise in sourcing methodologies, including Boolean search, X-ray searching, and proactive networking on platforms like LinkedIn Recruiter.
• Strong ability to translate complex business needs into clear, compelling job descriptions that attract diverse and qualified candidate pools.
• Deep understanding of employment law and compliance standards as they relate to the hiring process and fair labor practices.
• Exceptional ability to influence stakeholders and provide data-backed talent market insights to hiring managers and executives.
• Relevant professional certifications such as SHRM-CP, PHR, or AIRS Certified Social Sourcing Recruiter (CSSR) are highly preferred.
• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent experience in corporate recruitment.

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