Specialist, Talent Acquisition

Domino's•Ann Arbor, MI

About The Position

The Specialist, Talent Acquisition manages full-cycle recruiting for Domino’s corporate professional, specialist, and leadership roles, including technology positions. The role supports attraction, assessment, selection, and candidate experience, and builds strong relationships with hiring managers, business leaders, HR partners, and candidates while representing Domino’s brand, mission, and values. The Specialist leads hiring-manager intake and recruiting strategy, develops sourcing approaches for hard-to-fill roles, and runs structured selection processes. The role also builds offer strategies, negotiates and closes offers, maintains applicant tracking and candidate records, and ensures recruiting practices follow company policies and applicable employment laws. It advises business leaders and HR partners with market insights, supports new-hire success, and uses recruiting metrics, automation, and emerging HR technology to improve outcomes.

Requirements

3+ years of Talent Acquisition or related experience, including recruiting corporate professional roles.
Ability to coach and influence a range of stakeholders with a consultative, client-service mindset.
Problem-solving and continuous-improvement focus.
Comfort working with an applicant tracking system and data, reviewing personal metrics, keeping records accurate, and acting on findings.
Adaptability and enthusiasm for new tools and ways of working as the TA function evolves.

Nice To Haves

Successful experience recruiting corporate professional and technology talent (strongly preferred).
Experience with offer negotiation and compensation strategy, including relocation.
Experience partnering with HR on internal mobility and internal-first hiring.
Experience with automated or AI-assisted recruiting tools.

Responsibilities

Manage full-cycle recruiting for corporate professional, specialist, and leadership roles, including intake, sourcing, screening, interviewing, selection, offer negotiation, closing, pipelining, and handoff to onboarding.
Lead hiring-manager intakes covering success profiles, must-have skills, interview plans, timelines, compensation, and approvals; partner with HR and talent partners to consider internal candidates and build internal slates before external recruiting.
Develop creative sourcing strategies for hard-to-fill roles, including technology positions, and build talent-community relationships through LinkedIn, professional associations, and universities.
Run structured and consistent selection processes using calibrated interview guides, scorecards, and debriefs; present candidate slates and coach hiring managers on interviewing, bias-aware selection, processes, and tools.
Build offer strategies with hiring managers and Compensation, negotiate and close offers, and manage offer and relocation costs within guidelines.
Own applicant tracking and candidate data for assigned roles; provide timely candidate feedback; maintain complete, current requisition and disposition records; follow TA standards and playbooks; and ensure compliance with company policies and applicable federal, state, and local employment laws.
Advise business leaders and HR partners using market insights on talent availability, compensation, and role design; set realistic timeline expectations; support new-hire success through check-ins; and build strong relationships with assigned business partners.
Use automation for scheduling, sourcing research, and reporting while retaining human judgment for slates, selection, and offer decisions.
Track and analyze recruiting metrics, share insights, act on the data, and contribute to projects involving EVP, HR technology, automation, and AI.