Talent Acquisition Specialist

• Position Summary We are looking for an experienced, results-driven Recruiter to support high-volume hiring across a broad portfolio of non-sales positions in the United States.
• This is an excellent opportunity for a recruiter who has developed strong recruiting fundamentals in an RPO, staffing agency, or high-volume corporate recruiting environment. You will manage multiple requisitions across different functions, locations, and levels while partnering closely with hiring managers to deliver qualified talent efficiently.
• The ideal candidate is comfortable in a fast-moving environment where priorities can shift quickly. You know how to organize a large workload, develop targeted pipelines, screen candidates consistently, and maintain strong communication with candidates and hiring managers. Experience in the PEO, HCM, payroll, HR services, or professional-services industry is strongly preferred.
• Essential Duties and Responsibilities
• Manage full-cycle recruiting for multiple non-sales positions across different departments, business units, and U.S. locations.
• Support a varied portfolio that may include corporate, administrative, customer service, operations, implementation, payroll, human resources, finance, technology, and other professional roles.
• Prioritize requisitions based on business urgency, hiring goals, position complexity, and pipeline health.
• Maintain consistent recruiting activity across concurrent searches without sacrificing candidate quality or follow-through.
• Adjust sourcing strategies as priorities, hiring demand, and labor-market conditions change.
• Develop targeted sourcing strategies based on the position, location, talent market, and required qualifications.
• Identify and engage active and passive candidates through LinkedIn Recruiter, job boards, ATS databases, referrals, professional networks, direct outreach, and other approved channels.
• Conduct outbound candidate outreach and cold calling for difficult-to-fill and high-priority positions.
• Build reusable talent pipelines for recurring and forecasted hiring needs.
• Evaluate sourcing channels using response rates, candidate quality, pipeline conversion, and hiring outcomes.
• Review applications and conduct structured screening interviews against the specific requirements of each position.
• Evaluate relevant experience, functional knowledge, communication skills, motivation, compensation expectations, work-location requirements, and career interests.
• Identify transferable experience when candidates come from adjacent industries or roles.
• Present qualified candidates with concise, evidence-based summaries of relevant experience, strengths, motivation, compensation alignment, and areas requiring further assessment.
• Manage candidates through sourcing, screening, interview coordination, feedback, offer communication, pre�employment steps, and disposition.
• Maintain timely, professional communication with candidates throughout the process.
• Conduct effective intake conversations to understand position requirements, business priorities, compensation parameters, and preferred candidate profiles.
• Provide consistent pipeline updates, set realistic market expectations, and follow up for timely interview feedback.
• Recommend adjustments when the original recruiting strategy or target profile is not producing results.
• Maintain complete and timely candidate and requisition information in the applicant tracking system.
• Track outreach, screenings, submissions, interviews, offers, hires, aging, conversion, and source effectiveness.
• Use recruiting data to identify pipeline gaps, process delays, and opportunities to improve results.
• Maintain accurate, confidential, and compliant candidate and personnel records.
• Knowledge, Skills, and Abilities
• 3+ years of full-cycle recruiting experience, preferably supporting high-volume U.S. hiring.
• Experience in an RPO, staffing agency, high-volume corporate Talent Acquisition team, or similarly metrics-driven recruiting environment.
• Demonstrated ability to manage multiple requisitions, hiring managers, job types, candidates, and deadlines simultaneously.
• Experience recruiting non-sales positions across multiple departments or professional disciplines.
• Strong direct-sourcing and outbound candidate-engagement skills, including passive-candidate outreach.
• Ability to quickly understand different positions and translate business requirements into effective sourcing and screening criteria.
• Strong interviewing, organization, prioritization, communication, and follow-through skills.
• Experience using an applicant tracking system, LinkedIn Recruiter, job boards, Microsoft Office, Microsoft Teams, and related recruiting tools.
• Ability to work independently, adapt to changing priorities, and maintain urgency in a fast-paced environment.
• Commitment to candidate experience, confidentiality, and consistent job-related recruiting practices.
• Recruiting experience within PEO, HCM, payroll, HR services, employee benefits, professional employer services, or business services.
• Experience recruiting for organizations with multiple business units, brands, locations, or operating companies.
• Experience supporting multi-state hiring across the United States.
• Experience recruiting corporate, operational, administrative, customer-facing, technical, and functional positions.
• Familiarity with recruiting performance metrics, service-level expectations, and high-volume delivery models.
• Bachelor's degree in Human Resources, Business Administration, or a related discipline, or an equivalent combination of education, training, and relevant experience.

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