HR | Talent Acquisition Specialist

Established in 1996 and rebranded to Scout in 2024, we built our foundation on planning meetings for numerous organizations within the life sciences sector (Scout Meetings).  In response to emerging industry needs, we expanded our services to include Scout Clinical, one of the top providers of clinical trial patient reimbursements and travel.
 
Scout is recognized as a leader in our field for innovation in service, attention to detail, our stellar team members, and making the complex easier.  If this interests you, we’d love to have you join our rapidly growing team! 

Position Summary:

We are looking to hire an eager, and skilled Talent Acquisition Specialist to join our team in our North Dallas office. The HR | Talent Acquisition Specialist manages the full‑cycle recruiting function and role partners closely with hiring managers, leadership, and external vendors to attract top talent, deliver a strong employee experience, and continuously improve processes, and engagement initiatives.
Responsibilities of this position include but are not limited to:

• Manage full-cycle recruiting activities from requisition intake through candidate selection, offer acceptance, and pre-employment processes, exercising judgment in setting priorities and advancing qualified candidates
• Advise hiring managers and leadership on position requirements, recruiting strategies, talent availability, hiring timelines, interview design, and candidate selection
• Execute sourcing strategies aligned with workforce needs and business objectives, adjusting approaches based on market conditions, pipeline quality, and recruiting results
• Source and engage qualified active and passive candidates through direct outreach, professional networks, referrals, job boards, social media, and other recruiting channels
• Guide offer development and negotiation in partnership with HR leadership and hiring managers, considering internal equity, market information, candidate expectations, and established compensation parameters
• Oversee background checks, reference checks, and other pre-employment requirements, identifying issues and escalating exceptions when appropriate
• Own the accuracy and effectiveness of applicant tracking system workflows, candidate records, recruiting communications, and related documentation
• Identify and implement improvements to recruiting practices, templates, systems, and workflows to support consistent, scalable, and compliant processes
• Promote a consistent, inclusive, and positive candidate experience and advise stakeholders on practices that support the organization’s employer brand
• Maintain and update job descriptions and job postings, recommending revisions to improve accuracy, consistency, market alignment, and recruiting effectiveness
• Partner with hiring managers, IT, HR colleagues, and other stakeholders to design and continuously improve preboarding and onboarding practices
• Oversee assigned employment eligibility and right-to-work processes, including remote Form I-9, E-Verify, TrustID for the UK and Ireland, and applicable visa renewal tracking, using judgment to identify concerns and coordinate resolution
• Serve as a resource on recruiting practices, systems, and processes, and provide guidance to managers and internal stakeholders

• At least two years of experience managing full-cycle recruiting activities, from requisition intake through offer and pre-employment processes
• Experience identifying and engaging active and passive candidates through direct sourcing, professional networks, referrals, job boards, social media, and other recruiting channels
• Experience partnering with hiring managers to define position requirements, develop recruiting strategies, coordinate interviews, and support selection decisions
• Hands-on experience using an applicant tracking system to manage candidate workflows, maintain accurate records, and track recruiting activity; experience with HRIS platforms preferred
• Experience tracking recruiting metrics and using data or talent-market insights to evaluate sourcing effectiveness and improve recruiting outcomes
• Working knowledge of recruiting best practices and applicable employment laws and compliance requirements
• Experience supporting onboarding, HR operations, or employee engagement initiatives
• Experience supporting process improvements or HR technology implementations in a growing or changing organization preferred
• Global experience a plus!

The ideal candidate will have the following competencies and qualities:

• Strong organizational, communication, and relationship-building skills
• Ability to manage multiple requisitions, deadlines, and competing priorities with accuracy and attention to detail
• Proactive, self-directed approach with the ability to work independently, take ownership of responsibilities, and follow through on commitments
• Strong collaboration and stakeholder-management skills, including the ability to build effective partnerships with hiring managers, candidates, vendors, and HR colleagues
• Ability to evaluate candidate qualifications, exercise sound judgment, and communicate recommendations clearly
• Process-oriented mindset with a commitment to continuous improvement and a consistent, inclusive, and positive candidate and employee experience
• Ability to interpret recruiting data and talent-market insights to inform sourcing and hiring decisions
• Sound judgment and discretion when handling confidential and sensitive information
• Proficiency with Microsoft Office and collaboration tools, including Outlook, Excel, Word, and Microsoft Teams