Talent Acquisition Specialist

About Bask & Lather Co.

Bask & Lather Co. is a fast-growing, scalp-first textured haircare company serving customers across direct-to-consumer, Amazon, Tik Tok Shop, and major retail channels. We are a lean, entrepreneurial organization that moves quickly, operates with high ownership, and expects team members to turn priorities into action without unnecessary layers or bureaucracy.

Bask & Lather is seeking a Talent Acquisition Specialist to own day-to-day recruiting for assigned positions and support employees from accepted offer through onboarding. This person will partner with hiring managers, actively source candidates, conduct interviews, manage candidate pipelines, and keep searches moving.

The role also owns assigned onboarding workflows and provides administrative support for employee records, HR systems, new-hire reporting, and company property returns. When the Office Administrator is unavailable, this position provides coverage for essential office operations.

The ideal candidate has recruiting experience within the CPG, beauty, consumer products, retail, or another inventory-intensive business industry and can manage multiple searches while maintaining accurate, timely People Operations workflows. They are comfortable reaching out to prospective candidates on Linked In, participating in hiring events, and working fully onsite in a growing business.

• Manage assigned searches from approved requisition through accepted offer.
• Conduct intake meetings with hiring managers to confirm requirements, priorities, interview stages, and timelines.
• Post approved openings and keep job postings current.
• Review applications and identify candidates who meet established position requirements.
• Proactively identify and contact prospective candidates through Linked In and other approved sourcing channels, using personalized outreach to build pipelines for current and future openings.
• Recruit across marketing, creative, e-commerce, operations, commercial, and other business functions.
• Conduct initial and structured interviews using approved questions and evaluation criteria.
• Recommend candidates for advancement and communicate the reasons for those recommendations.
• Coordinate interviews, collect feedback, and follow up with hiring managers on outstanding evaluations and decisions.
• Maintain timely, professional communication with candidates throughout the hiring process.
• Coordinate approved offer steps, reference checks, background checks, drug screenings, and other pre-employment requirements.
• Participate in career fairs, hiring events, networking opportunities, and recruiting partnerships.
• Escalate compensation questions, offer exceptions, sensitive candidate matters, and stalled decisions to the Senior People Operations Manager.

• Maintain accurate requisition, applicant, interview, and pipeline records in BambooHR and approved trackers.
• Provide regular updates on open searches, sourcing activity, upcoming interviews, pipeline risks, and next steps.
• Track recruiting measures such as time-to-fill, candidate sources, interview progression, and offer acceptance.
• Identify weak or stalled pipelines and recommend adjustments to sourcing or interview processes.
• Support the use and improvement of job description templates, interview questions, scorecards, and evaluation rubrics.
• Maintain organized recruiting records and protect confidential candidate information.

• Own assigned preboarding and onboarding workflows after a candidate formally accepts an approved offer.
• Send approved welcome communications and serve as the new hire’s primary People Operations contact during onboarding.
• Track required forms, pre-employment steps, first-day information, and outstanding items.
• Coordinate Form I-9 completion and employment eligibility verification under established procedures.
• Create and update new-hire records in BambooHR and other approved systems.
• Coordinate orientation, introductory meetings, first-day schedules, and assigned onboarding activities.
• Request system access and follow up with the responsible internal stakeholders.
• Follow up with managers on incomplete or overdue onboarding tasks.
• Review onboarding records for outstanding documents, access, equipment, and orientation activities.
• Escalate delays, missing documents, employee concerns, and process exceptions.

• Partner with the Office Administrator to confirm each new hire’s…