Sr. Talent Acquisition Specialist

Aston Carter•Earth City, MO

7d•$50 - $55•Hybrid

About The Position

The Senior Talent Acquisition Specialist leads full lifecycle recruitment across multiple business units and job levels, including hard-to-fill, complex, and critical positions. This role partners closely with hiring managers and HR business partners to design and execute proactive recruiting strategies, leverage talent market data, and deliver an exceptional experience to candidates and hiring teams. The specialist acts as a strategic advisor on talent acquisition matters, ensuring alignment with business needs and adherence to applicable regulations.

Requirements

Minimum of 5+ years of progressive recruiting experience covering a variety of professional, technical, exempt, non-exempt, and managerial positions.
Demonstrated experience owning and managing full recruitment lifecycle for roles across multiple business units, including hard-to-fill, complex, and critical roles.
Strong sourcing and candidate engagement skills across multiple channels and platforms.
Proficiency with applicant tracking systems (ATS) and recruiting tools, including LinkedIn Recruiter.
Ability to understand how changes in business strategy impact staffing needs and to build pipelines of future talent accordingly.
Proven ability to build talent pipelines and maintain strong relationships with candidates and hiring managers.
Ability to maintain a high level of confidentiality and professionalism in all interactions.
Excellent verbal and written communication skills, with the ability to communicate effectively at all levels of the organization.
Extensive knowledge of best practices for interview techniques and assessment methods.
Extensive knowledge of employment laws relevant to recruitment and hiring.
Ability to operate with a strong sense of urgency in a fast-paced work environment while maintaining high attention to detail.
Ability to manage multiple requisitions and tasks simultaneously and consistently meet deadlines.

Nice To Haves

Bachelor’s degree in Human Resources, Communications, or a related field, or an equivalent combination of technical and functional experience.
Experience partnering with HR business partners and cross-functional stakeholders to align recruitment strategies with business objectives.
Experience using talent market data and analytics to inform recruitment strategies and hiring decisions.
Experience working with preferred vendors and external recruiting partners.

Responsibilities

Own and manage the full recruitment lifecycle for assigned requisitions, from intake through offer acceptance.
Develop and execute effective sourcing strategies using a variety of channels, including LinkedIn, job boards, referrals, the applicant tracking system (ATS), and networking events.
Leverage talent market data to design recruitment strategies informed by labor market trends, talent competitors, compensation benchmarks, and talent acquisition best practices.
Develop a thorough understanding of the talent marketplace and build strong networks across relevant industries and functions.
Maintain an understanding of talent across industries and job functions, and provide input on recruitment trends and evolving best practices.
Screen and assess candidate qualifications through resume review, phone screens, and structured interviews.
Negotiate offers and clearly communicate complex compensation packages to candidates.
Act as a liaison with preferred vendors and their candidates to ensure appropriate placement and a positive experience.
Adhere to Equal Opportunity and Affirmative Action guidelines, as well as applicable federal and state regulations, throughout all recruiting efforts.
Act as a strategic advisor to hiring managers on talent acquisition approaches and solutions.
Share data-driven insights with hiring managers to influence strategies for filling roles efficiently and effectively.
Challenge assumptions about talent profiles when appropriate and propose creative sourcing and selection solutions.
Guide hiring teams through structured interview processes and ensure consistent, fair, and compliant hiring practices.
Provide frequent updates to hiring managers on the status of their open positions and candidate pipelines.
Partner with HR business partners and hiring managers to share best practices and lead discussions that guide candidate selection and offer decisions.