Onboarding Liaison (Recruiting)

Loenbro•Dallas, TX

1d•Onsite

About The Position

The Onboarding Liaison owns background check submission and candidate follow-up for newly hired candidates, working alongside Onboarding Coordinators to take these tasks off their plates. The role ensures background checks are sent promptly after offer acceptance, candidates are followed up with within 24–48 hours to move checks toward completion, and recruiters and onboarding partners are kept informed so new hires can start on schedule. It is an entry point into Talent Acquisition and HR operations for an organized, personable, detail-oriented candidate. The position is based on-site in Dallas, Texas, and reports to the Recruiting Manager. The role does not make hiring eligibility decisions. Success includes timely submission of checks, prompt follow-up with candidates, few or no open checks as start dates approach, candidates feeling informed and supported, and recruiters and Onboarding trusting the tracker and status updates. The stated growth path is Recruiting Coordinator → Onboarding Specialist → Recruiter / HR Operations Specialist.

Requirements

0–2 years of experience in HR, recruiting, customer service, administration, or a similar role.
Excellent written and verbal communication skills.
Strong organization and follow-through, with the ability to manage many open items at once.
Comfort having professional but sometimes sensitive conversations with candidates.
Proficiency with Microsoft Office or Google Workspace.
Ability to handle confidential information with discretion.
Proactive and persistent without being pushy.
Detail-oriented, since small data errors can delay a check.
Empathetic and professional with candidates in stressful situations.
Dependable and deadline-driven.
Eager to learn and grow within Talent Acquisition.

Nice To Haves

Basic knowledge of FCRA or background screening.
Internship or coursework in HR, business, or a related field.
Bilingual ability.

Responsibilities

Send background check requests in the vendor platform within 24–48 hours of offer acceptance.
Review open background checks daily and contact candidates within 24–48 hours when a check has not been started or completed; continue follow-up until it is submitted.
Monitor the status of open background checks and update a tracker daily.
Contact candidates by phone, email, and text to collect missing information, documents, or authorizations.
Explain the background check process and set expectations about timing and next steps.
Coordinate with the background check vendor to resolve delays, discrepancies, or data issues.
Work with Onboarding Coordinators to manage background check tasks and communicate check status so they can confirm readiness for day one.
Keep recruiters informed of status changes, delays, and at-risk start dates.
Escalate adverse or unclear results to HR/Compliance according to company procedure.