Talent Acquisition Specialist

• →Manage the full recruitment lifecycle, including intake meetings, job postings, sourcing, screening, interviews, selection, offers, pre-employment activities, and onboarding coordination

• →Partner with hiring managers to clarify staffing needs, define job requirements, establish recruitment timelines, and develop effective selection strategies
• →Source qualified candidates through job boards, professional networks, social media, employee referrals, community partnerships, career fairs, head hunt and direct outreach
• →Review applications, conduct structured screening interviews, assess candidate qualifications, and present well-matched candidates to hiring managers
• →Coordinate interviews and maintain timely, professional communication with candidates and internal stakeholders throughout the hiring process
• →Prepare and extend employment offers in accordance with approved consistent compensation guidelines and organizational procedures
• →Maintain accurate and timely applicant records, requisition activity, disposition reasons, and hiring documentation in the applicant tracking system
• →Work with managers to develop and maintain job descriptions approved by the Human Resources Director and refrain from featherbedding in descriptions and staff
• →Monitor recruitment metrics, identify trends, and recommend improvements related to time to fill, source effectiveness, candidate experience, and hiring outcomes
• →Follow 30 day goal to fill positions
• →Support employer-branding initiatives and represent the organization at recruiting events, community programs, and professional networking opportunities
• →Promote equitable and consistent hiring practices and comply with applicable employment laws, organizational policies, and record-retention requirements
• →Build and maintain talent pipelines for recurring, specialized, and hard-to-fill positions

• →Promptly escalate conflicts of interest, suspected policy violations, significant candidate concerns, and compliance questions to the Human Resource Director
• →Develop and deliver year-round training for hiring managers and leaders on interviewing, onboarding, retention, and related topics
• →Maintain a library of professional interview-question templates for hiring managers, organized by behavioral, technical, professional, and other relevant categories

• →Clearly communicate the role, hiring process, timeline, and next steps
• →Acknowledge applications and inquiries through approved channels
• →Prepare candidates for interviews and promptly communicate any delays or changes
• →Treat all candidates respectfully and safeguard confidential information
• →Provide timely closure to finalists and other interviewed candidates

• →Establish the recruitment plan and communication schedule during intake
• →Provide concise pipeline updates outlining progress, risks, decisions, and required actions
• →Use market data to practically address unrealistic requirements or timelines
• →Escalate delayed feedback, shifting requirements, and unapproved requests before they affect the candidate experience
• →Document key decisions and agreed-upon next steps
• →Conduct comprehensive pre-employment background checks and, when appropriate, ongoing screenings. Depending on the position, funder requirements, or applicable law, checks may include criminal records, drug testing, fingerprinting, employment, reference verification, education, license validation, driving records, child abuse registry searches, and other required screenings
• →Participation in audits as required

• →May administer the organization’s learning management system
• →Support employee onboarding and orientation as needed
• →Support the planning and execution of ACCESS events as assigned
• →May assist CHRC with credentialing, training, and background checks
• →Perform other duties and responsibilities as assigned

Knowledge of:

• Intermediate concepts, principles and practices of recruiting and volunteer management
• Intermediate concepts, principles and practices of federal and state employment laws and practices
• Reviewing workforce metrics like retention rates, demographics, and recruitment costs to guide hiring choices
• Using Applicant Tracking Systems (ATS), Human Resources Information Systems (HRIS), and AI recruitment tools
• Promoting the company culture to attract top talent and passive candidates
• Interview judgment in spotting genuine experience versus rehearsed or AI-generated answers during screenings

Skill in:

• Operating applicant tracking systems and recruiting sites
• Strong interpersonal, interviewing, consultative, and relationship-building skills
• Clear and professional verbal and written communication
• Excellent organizational skills, attention to detail, and ability to manage competing priorities
• Sound judgment and the ability to make objective, evidence-based recommendations
• Commitment to respectful, inclusive, and consistent candidate and employee experiences
• Strong interpersonal skills
• Attention to detail while maintaining a big picture orientation
• Operating standard office equipment and using required software applications for program area and other applications, including Microsoft Office

Ability to:

• Coach managers to set clear, realistic role requirements and evaluation criteria for candidates
• Partner with other functional areas to accomplish objectives
• Incite enthusiasm in others
• Identify, proofread, and correct errors
• Work independently and collaboratively in a fast-paced environment
• Analyze recruitment data and translate findings into practical improvements

• Gather information, identify linkages and trends, and apply findings to assignments

• Interpret and apply policies and identify and recommend changes as appropriate
• Organize and prioritize multiple tasks and meet deadlines

• Communicate effectively, both orally and in writing
• Work independently as well as collaboratively within a team environment

• Handle stressful situations and provide a high level of customer service in a calm and professional manner

• Establish and maintain effective working relationships at all levels of the organization

• Minimum Degree Required:

• Bachelor’s Degree

• Required Disciplines:
  • Human Resources, Business Administration, Public Administration, Social Work, Psychology, or related field

~and~

• (3) years of experience in recruiting for a nonprofit, healthcare, education, social services, or mission-driven environment, or a related field
• Demonstrated experience sourcing, screening, and coordinating candidates for multiple position in fast paced environment
• Working knowledge of recruitment practices and applicable federal, state, and local employment laws
• Operating applicant tracking systems and recruiting sites is required and proficiency with Microsoft Office, online sourcing tools, and virtual meeting platforms is a must
• Ability to handle confidential information with discretion and sound judgment and refrain from gossip
• An equivalent combination of education, training, and experience approved by Human Resources

• Licenses/Certifications Required at Date of Hire:
  • None
  • Certified Talent Acquisition Specialist or Volunteer Specialist preferred

Hours: Normal business hours, some additional hours may be required

Travel Required: Local, and in-state travel up to 15%.

Working Environment: Climate controlled office