Talent Acquisition Specialist

Our Global Talent Acquisition team is at the forefront of attracting, sourcing, and hiring the exceptional talent that drives our business forward. We provide a best-in-class experience for candidates and hiring teams, balancing high performance with a collaborative culture.

We are looking for a Talent Acquisition Specialist to manage full life-cycle recruitment for our Sales, Marketing, Operations, and Operations requisitions. In this role, you will act as a trusted talent advisor to hiring managers, leveraging both ATS and CRM technology to source passive talent, build strong pipelines, and deliver a seamless hiring experience. This is an intermediate-level role ideal for an agile recruiter looking to broaden their impact and grow within a fast-paced global organization.

How you’ll make an impact

• Manage the complete recruiting lifecycle for assigned sales and non-technical business functions—from intake call to offer acceptance.

• Conduct intake meetings to define role requirements, align on candidate profiles, establish realistic timelines, and coach managers on effective interview techniques.

• Screen resumes, conduct initial phone interviews, and evaluate candidates on functional competencies, sales aptitude (where applicable), and alignment with company culture.

• Partner with HR and business leaders to construct competitive offer packages, navigate counter-offers, handle negotiations, and manage offer extensions through onboarding.

• Utilize creative and proactive sourcing methodologies to engage top talent.

• Build and nurture talent pools for sales and corporate roles using Phenom (CRM) to maintain a strong pipeline for future hiring needs.

• Deliver a transparent, highly responsive experience for every applicant, keeping them informed throughout the pipeline.

• Maintain real-time accuracy within our systems (Workday ATS & Phenom CRM) to support compliance and data-driven recruiting metrics.

• Maintain strict adherence to EEO, ADA, affirmative action guidelines, and internal Talent Acquisition Standard Operating Procedures (SOPs).

• Identify bottlenecks in the recruitment funnel and recommend streamlined, efficient practices to reduce time-to-fill.

Experience you’ll bring

Minimum Qualifications

• Minimum 2+ years of full life-cycle recruiting experience, ideally within a corporate environment or high-volume agency setting.

• Demonstrated success recruiting for Sales (Account Executives, SDRs, Account Managers) and/or Non-Technical Business Operations (Marketing, Customer Service, Finance, HR).

• Direct experience navigating Applicant Tracking Systems (Workday) and a recruitment CRM (Phenom) for candidate management and engagement..

• Proficiency with LinkedIn Recruiter, GSuite, and modern sourcing tools.

• AI Affinity: Demonstrated comfort and foundational understanding of AI tools (such as ChatGPT, Gemini, AppScripts, Co-Pilot, Claude) and the critical thinking skills required to evaluate AI-generated input and responsibly inform decision-making. Exposure to AI-enabled platforms or workflow optimization tools is beneficial. 

Key Competencies

• Stakeholder Management: Ability to advise, influence, and build trust with cross-functional hiring managers.

• Communication & Negotiation: Exceptional written and verbal communication skills; adept at articulating company value propositions and negotiating offers.

• Analytical Acumen: Comfortable using data to track funnel metrics, identify trends, and inform sourcing strategies.

• Adaptability & Time Management: Ability to manage multiple requisitions simultaneously while reprioritizing on the fly in a dynamic, high-growth environment.

GTA Guiding Principles & Behaviors

• Be Authentically Transparent: Build trust through open, honest communication with candidates and managers.

• Seek and Hire the Best Talent: Keep bar-raising standards for every team we touch.

• Innovate and Simplify: Find smarter, streamlined ways to work and reduce recruiter/candidate friction.

• Take Ownership: Own the outcome from initial kickoff to successful candidate onboarding.

• Learn and Be Curious: Continuously learn new sourcing strategies, business functions, and market trends.