Talent Acquisition Specialist

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Job Summary: Under general supervision, the Talent Acquisition Specialist manages full-cycle recruitment to attract, evaluate, and hire qualified candidates who align with the organization’s mission, values, and workforce needs. The role supports origination’s Excellent Talent strategy by partnering with hiring leaders, developing effective sourcing practices, maintaining strong talent pipelines, delivering a positive candidate experience, and ensuring recruitment is timely, equitable, compliant, and data-informed.

The position also supports volunteer, internship, and fellowship programs across the organization.

• 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 elevate 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
• Escala…