Senior Talent Acquisition Specialist - Corporate

EchoStar•Centennial, CO

13h

About The Position

The Senior Talent Acquisition Specialist will transition recruitment from a reactive service to a strategic advisory model. The role uses AI-driven market intelligence, compensation benchmarking, and talent density analysis to inform hiring strategies before requisitions are posted. As a consultant to executive leadership, the specialist supports corporate departments in attracting high-caliber talent through proactive sourcing and market analysis. The role is part of EchoStar’s Talent Acquisition team, which partners with leaders across the organization to identify and nurture talent and support organizational change. Success is measured through hiring delivery, sourcing outcomes, hiring-manager alignment, reduced time to fill, and efficient interview-to-offer processes.

Requirements

Bachelor’s degree in HR, Business Administration, or a related field.
Proven track record in corporate recruiting within a large enterprise company.
Experience with enterprise-level applicant tracking systems, such as iCIMS.
Experience with AI-enabled sourcing and talent intelligence tools.
Experience with data-driven market benchmarking and compensation analysis.
Sophisticated executive presence and ability to influence or negotiate with stakeholders up to EVP level, challenging assumptions with logic and evidence.
Technical mastery of an enterprise ATS and deep understanding of AI-enabled sourcing technologies.
Experience in fast-paced enterprise environments, with a background in high-urgency outbound sourcing or agency recruiting models.
Advanced analytical capabilities to evaluate complex market data and develop solutions to difficult hiring challenges.
Proficiency in applying AI to talent discovery, market mapping, and predictive hiring analytics.
Demonstrated change leadership and a proactive approach to organizational transformation and expediting talent acquisition processes.
Willingness to participate in at least one in-person interview.

Responsibilities

Advise business stakeholders using AI-driven market architecture, compensation benchmarking, and talent density analysis to influence hiring decisions.
Lead strategy sessions for complex or aging requisitions to refine sourcing strategies and resolve hiring-process obstacles.
Maintain a 2:1 submission-to-interview ratio across the recruitment lifecycle.
Deliver at least 18 hires per quarter while reducing overall time to fill.
Generate 20% of total hires through outbound sourcing, targeting high-value candidates who have not applied.
Use AI-enabled sourcing tools and data interpretation in daily workflows to achieve a time in process of 30 days or less from first interview to offer.