Talent Acquisition Specialist

Role Overview

The Talent Specialist plays a critical operational, problem-solving, and customer experience-driven role within the hiring process. This position sits at the center of preboarding, coordination, communication, and issue resolution, ensuring that candidates move smoothly from offer acceptance through Day 1 while internal stakeholders stay informed and supported.

As a Talent Specialist, you are a trusted partner to candidates, Hiring Managers, and Talent Acquisition Business Partners. You manage the details that make hiring work, from documentation accuracy and timeline management to diagnosing and resolving issues that may disrupt the hiring process. You are expected to exercise sound judgment, take ownership of problems through resolution, and appropriately escalate complex or higher-risk situations while shaping a candidate experience that reflects our values.

What You'll Do

• Guide candidates through the full preboarding lifecycle while ensuring accuracy, compliance, and timely completion of required steps.

• Initiate background checks, manage I-9 verification, and support relocation processes when applicable.

• Process offers, send DocuSign packages, monitor signature status, and update internal applicant tracking systems.

• Own and resolve hiring and preboarding issues from identification through resolution, using sound judgment to assess the situation, identify root causes, evaluate options, and determine the appropriate path forward.

• Serve as a first point of escalation for complex or time-sensitive hiring issues, proactively coordinating with Talent Acquisition, Hiring Managers, HR, and other partners to remove barriers and keep hiring activities moving forward.

• Recognize when an issue requires escalation and communicate risks clearly, providing relevant context, recommended next steps, and appropriate follow-through through resolution.

• Identify recurring issues, process gaps, and root causes; recommend solutions that improve efficiency, reduce future escalations, strengthen data integrity, and enhance the candidate and stakeholder experience.

• Serve as a point of contact for internal stakeholders, including Hiring Managers and Talent Acquisition Business Partners, ensuring interview updates and next steps are communicated clearly and professionally.

• Handle sensitive candidate and employee information with a high level of confidentiality and professionalism, ensuring all data is protected and managed in accordance with company policies and legal requirements.

Qualifications Required

• 2+ years of experience in Talent Acquisition, Human Resources, recruiting coordination, HR operations, or a related field.

• Demonstrated ability to manage multiple priorities, deadlines, and candidate or employee cases in a fast-paced environment.

• Strong problem-solving and critical-thinking skills, with the ability to assess an issue, gather relevant information, identify potential solutions, and determine an appropriate path forward.

• Demonstrated sound judgment when handling escalations, including the ability to distinguish between issues that can be resolved independently and those requiring additional expertise or leadership involvement.

• Strong ownership mindset with a demonstrated ability to drive issues through resolution, follow up consistently, and close the loop with candidates and internal stakeholders.

• Excellent written and verbal communication skills, including the ability to communicate complex or sensitive information clearly, professionally, and with appropriate discretion.

• Strong organizational skills and attention to detail, with the ability to maintain accuracy across multiple systems, processes, and concurrent hiring activities.

• Demonstrated ability to build effective working relationships and collaborate across Talent Acquisition, HR, Hiring Managers, and other business partners.

• Ability to handle confidential candidate and employee information with discretion and professionalism.

• Comfort learning and working across multiple technology platforms, including applicant tracking, document management, scheduling, and HR-related systems.

• Ability to adapt to changing priorities, processes, technology, and business needs while maintaining a high level of service and accountability.

• Comfort using technology, automation, and AI-enabled tools to improve efficiency, analyze information, and support effective decision-making while maintaining appropriate human judgment and accountability.

Education and Experience

• Bachelor's degree in Human Resources, Business, or a related field preferred, or an equivalent combination of relevant education and professional experience.