Talent Operations Specialist; Talent Acquisition

Position: Talent Operations Specialist (Talent Acquisition)
Location: St. Louis

Description

, the candidate experience doesn't end when someone signs an offer. We're looking for a Talent Operations Specialist who can turn that "yes" into an exceptional new-hire experience, one that is organized, intentional, and consistent from offer acceptance through an employee's first several months with the company.

As a fast-growing, fully remote digital marketing agency serving law firms, we need someone who is highly organized, detail-oriented, and passionate about creating a white-glove experience for every new hire. You'll play a critical role in ensuring a seamless transition from candidate to employee, coordinating across teams, anticipating needs, and making sure nothing falls through the cracks.

While this role offers a clear growth path into full-cycle Talent Acquisition, the initial focus will be owning our white-glove onboarding experience, employee engagement initiatives, and Talent Operations processes. As you demonstrate success, you'll progressively develop your recruiting skills, expanding into candidate sourcing, screening, interviewing, and eventually full-cycle recruitment.

We're looking for someone who wants to build a long-term career in Talent Acquisition, takes pride in delivering an exceptional people experience, and thrives in a fast-paced environment where excellence and accountability matter.

Your Mission:
Create an Exceptional New-Hire Experience

You’ll own the onboarding experience from signed offers through Day 90 and help support employees beyond onboarding through structured check-ins, surveys, and stay interviews. You’ll partner closely with Talent Acquisition, HR, IT, and hiring managers to ensure every new hire has the tools, training plan, communication, and support they need to hit the ground running.

This is more than checking boxes. You’ll own and continuously improve a process that includes dozens of moving pieces for every hire while helping us create an onboarding experience that supports engagement, retention, and long‑term success.

Responsibilities Onboarding & New-Hire Experience

• Own the full onboarding lifecycle from signed offer through Day 90, coordinating approximately 30–50+ tasks per new hire to ensure a seamless, white‑glove experience.
• Lead new‑hire check‑ins at 1 week, 30 days, 60 days, and 90 days, proactively identifying concerns and opportunities to improve the employee experience.
• Coordinate 6‑month employee surveys and conduct quarterly stay interviews, sharing actionable feedback and trends with HR and department leaders.
• Collaborate with IT, HR, Talent Acquisition, and hiring managers to ensure systems access, onboarding documentation, and employee information are completed accurately and on time.
• Partner with the Experience Coordinator to coordinate new‑hire swag and personalized onboarding touchpoints.
• Serve as the primary point of contact for new hires, providing responsive communication, guidance, and support throughout their onboarding journey.

Talent Operations & Process Improvement

• Maintain accurate onboarding records, workflows, and documentation across Rippling, Click Up, Notion, and other internal systems.
• Proactively identify onboarding gaps, streamline workflows, and implement improvements that enhance efficiency, consistency, and the employee experience.
• Track onboarding milestones, completion rates, and employee feedback to identify trends and opportunities for improvement.

Talent Acquisition & Recruiting Support

• Support recruiting operations and hiring initiatives, including candidate communication, interview coordination, and applicant tracking.
• Assist with proactive candidate sourcing, outreach, and pipeline development during high‑volume hiring periods.
• Progressively develop recruiting skills through resume…