Talent Acquisition Specialist
New
T
TechnologyAdviceB2B technology
Location: United States - RemoteFull-TimeJunior
Salary65,000 - 75,000 USD per year
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Job Details
- Experience
- At least two years of full-cycle recruiting experience
- Required Skills
- Google WorkspaceSlack
Requirements
- At least two years of full-cycle recruiting experience.
- In-house corporate recruitment experience and direct partnership with hiring managers.
- Experience recruiting professional roles across business functions.
- Ability to adapt sourcing and screening approaches to different searches.
- Track record of finding and engaging passive candidates through personalized outreach, Boolean searches, and LinkedIn or similar tools.
- Ability to manage competing priorities and maintain momentum across multiple openings.
- Clear communication with candidates and hiring managers, including evidence-supported recommendations.
- Proactive approach to difficult searches, follow-through on commitments, and early escalation of problems with proposed next steps.
- Experience using an ATS to manage candidate pipelines and recruiting data; Greenhouse experience preferred.
- Proficiency with Google Workspace and Slack, and willingness to learn AI and automation tools for recruiting workflows.
Responsibilities
- Own multiple searches from hiring-manager intake through offer acceptance and the handoff to onboarding.
- Partner with hiring managers to define role success, interview criteria, and timelines.
- Build sourcing plans and engage qualified candidates through LinkedIn, direct outreach, referrals, and professional communities.
- Write personalized outreach and maintain relationships with promising candidates for future openings.
- Conduct structured phone and video screens and share evidence-based recommendations with hiring managers.
- Keep interviews and assessments moving, follow up on feedback, and address delays.
- Maintain accurate candidate records and next steps in Greenhouse, and report on pipeline health, sourcing results, and blockers.
- Use recruiting data and hiring-manager feedback to adjust searches that are not producing qualified candidates.
- Guide candidates through the process, including offer discussions and closing.
- Use AI and automation to reduce repetitive recruiting work while reviewing outputs and applying judgment to candidate assessments.
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