Sr Talent Aquisition Specialist II

A1M Solutions is a woman-owned small business driven by the aspiration to provide value to our customers, employees, partners, and community while remaining aligned to our guiding principles of foundational values, deliberate focus, and empathetic connection.

A1M’s mission is to preserve and improve government healthcare programs that are lifelines for underserved people in the United States, including people in poverty, elderly people, members of ethnic and racial minorities, immigrants, and refugees. We look for projects with nation-wide impact at the intersection of policy, data, and user experience design.

Besides building useful and usable digital services, A1M helps teams improve their agile, user-centered design practices – or helps them get started. Our goal is not just to build sustainable public services, but also to leave our teaming partners and customers more skilled and more confident in the future.

Business Services is the operational backbone of our organization, enabling teams to work efficiently, securely, and effectively across every stage of the employee and business lifecycle. Our practice area brings together expertise in People Operations (HR support), Finance, Security & IT Support, Contracts, Legal, and Talent Management to deliver the systems, processes, and support that keep the business running smoothly. Business Services works closely with managers and leadership to drive operational excellence, manage risk, support growth, and create a strong employee experience.

Talent Acquisition is central to building a strong, mission-driven organization. Talent Acquisition Strategists attract, engage, and hire exceptional talent while ensuring every candidate has a positive experience with A1M as a remote-first company. This role serves as a strategic partner to hiring managers and leadership, helping teams identify talent needs, develop effective hiring strategies, and make thoughtful hiring decisions. Applying an empathetic, people-first approach while maintaining strong attention to process, organization, and the handling of sensitive information is a must. Talent Acquisition Strategists continuously look for ways to improve recruiting operations, strengthen A1M branding, and create scalable hiring practices that support company growth. 

This role collaborates across departments and with leadership, while also being highly self-directed and comfortable managing priorities independently. Along with strong communication and relationship-building skills, Talent Acquisition Strategists bring initiative, curiosity, sound judgment, and a genuine commitment to building teams that help both employees and the company succeed. This is a senior individual contributor role with significant organizational influence and direct access to company leadership.

Recruiting

• →Execute full-cycle recruiting from intake to offer.  
• →Serve as the main contact for candidates, ensuring a positive experience.  
• →Conduct structured screening aligned to competencies.  
• →Manage offer discussions, including compensation.  
• →Maintain accurate candidate records in Greenhouse.  

Process Standardization and Improvement

• →Enhance interview guides and workflows for consistency.  
• →Align job descriptions to actual roles and responsibilities.  
• →Standardize evaluation criteria and develop structured question banks.  
• →Create clear evaluation rubrics for consistent candidate assessment.  

Sourcing and Pipeline Development

• →Design targeted sourcing strategies and maintain talent pipelines.  
• →Build relationships with relevant networks and track source effectiveness.  

Interviewer Training and Hiring Manager Enablement

• →Deliver interview training focused on structured interviewing and bias mitigation.  
• →Provide resources for hiring managers on assessments and offer decisions.  

Data, Metrics, and Reporting 

• →Manage talent acquisition data and track metrics including efficiency, quality, pipeline, source effectiveness, cost, diversity, candidate experience, and retention.  

Systems and Compliance

• →Optimize Greenhouse configuration and standardize data capture across searches.  
• →Ensure compliance with employment laws and maintain data archiving standards.  

Communication and Collaboration 

• →Collaborate with Directors and hiring managers for structured intake sessions.  
• →Advise senior leadership on workforce planning and hiring strategy.  
• →Provide insights and conduct retrospectives for continuous improvement. 

8+ years of relevant professional experience.

Your portfolio or resume should demonstrate:

• Progressive talent acquisition experience spanning full-cycle recruiting, team leadership, and process design
• Demonstrated success building or significantly elevating a talent acquisition function inside a growing organization
• Deep experience in technical and executive recruiting across consulting, professional services, or mission-driven organizations
• Strong track record as a strategic partner to senior leadership, with the credibility and communication skills to influence at the highest levels of an organization
• Expertise in structured interviewing, competency-based evaluation, scorecard design, and interviewer training
• Hands-on Greenhouse proficiency including workflow configuration, reporting, and system optimization
• Command of sourcing strategy and tools including LinkedIn Recruiter, boolean search, and community-based sourcing
• Data fluency: comfortable owning recruiting metrics, and using data to diagnose and improve process
• Experience with inclusive hiring practices, bias mitigation, and diversity-focused sourcing strategies
• Exceptional candidate experience orientation with a track record of high offer acceptance rates and strong candidate satisfaction scores

Preferred:

• Experience working with a social impact-focused product team or in civic tech
• Experience working with distributed, cross-functional teams, including product managers, designers, engineers, and subject matter experts
• Experience working in government consulting engagements

• Our contracts require employees to work from the United States. That includes all 50 US states, the District of Columbia, and all US territories.
• A1M employees must have been residents in the United States for 3 of the past 5 years.
• Due to tax reasons, A1M employees cannot reside in New York state.
• You must already have legal authorization to work within the US and not require ongoing visa sponsorship to maintain legal authorization to work.
• You must be a permanent US resident.
• Because A1M employees have access to government data and systems, new hires will need to complete a Public Trust form. Public Trust is a type of background investigation, but it is not a security clearance. Depending on the role, you must complete either the Standard Form 85 (SF85) or 85P (SF85P) questionnaire. You will at the very least get asked questions about where you’ve lived, worked, went to school, military history, police records, and substance use. You’ll also need to have your fingerprints taken.
• Our partners primarily work on Eastern Standard Time (EST), and will require flexibility in your hours if you reside outside of EST. We do offer flexibility for non-work-related life responsibilities during the day.

Active participation in client virtual meetings, including being on camera, is an essential function that helps strengthen trust and open communication.

We typically have five rounds of conversations to help ensure every employee we hire is the right addition for us and that we’re the right fit for them. Each interview is about 45–60 minutes long.

1. A1M Overview - We like to start off by getting to know more about you, how you work, what you are looking for in your next role, and what you’re passionate about. This is your opportunity to ask questions and get a feel for us as A1M. We’ll talk about our mission and vision, and what we hope to accomplish through the business. We’ll also cover some particulars about federal contracting that may affect the timelines of when folks can expect to start. We talk about the type of contracts we have, and how our team tends to work. 
2. Technical Assessment - If our work at A1M broadly matches what you’re looking for, we’ll set up time to get into the nitty-gritty of your technical skills. In this conversation, you’ll meet with one of our managers to walk through one or two projects in-depth that you feel are most relevant to A1M’s work so that we can get an in-depth understanding of your skill set and interests. Please be prepared to speak about one or two projects you feel are most relevant to the work of A1M. 
3. Values Interview - After the technical assessment, we’ll schedule a conversation focused on A1M’s core values. This interview helps us understand how you approach your work, collaborate with others, and align with the way we operate as an organization, including areas like impact, collaboration, relationship management, curiosity, and active listening.
4. Project Overview - Based on what we’ve learned in our prior conversations, we will match your unique background and goals with the right opportunity. Members of the project team will share the day-to-day of the project to outline its vision, objectives, and team dynamics. This conversation ensures the specific position aligns with your career goals as well as ensuring you’ll be successful on the team. 
5. Offer - At this point, you’ve made it! You'll meet with our leadership to go over the offer letter and have a chance to ask any remaining questions.

A1M Solutions is building a culturally diverse and pluralistic organization committed to working in a multicultural environment where differences are valued and respected.  Women, people of color, LGBTQ+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans are strongly encouraged to apply.

A1M Solutions is an equal-opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition or any protected category prohibited by local, state or federal laws.

As a federal contractor and subcontractor, we certify that we do not operate any programs that violate any applicable Federal anti-discrimination laws.

EEOC: Know Your Rights: Workplace Discrimination is Illegal - Optimized for Screen Readers