Specialist, Talent Acquisition

Domino's Corporate•Ann Arbor, MI

About The Position

The Specialist, Talent Acquisition manages full-cycle recruiting for Domino’s corporate professional, specialist, and leadership positions, including technology roles. The role supports attraction, assessment, selection, and candidate experience, while building strong relationships with hiring managers, business leaders, HR partners, and candidates and championing Domino’s brand, mission, and values. The specialist leads hiring-manager intake, develops sourcing strategies, runs structured selection processes, advises stakeholders on talent markets, and builds and closes offers in partnership with hiring managers and Compensation. The role also maintains accurate applicant tracking and candidate records, ensures recruiting practices follow company standards and applicable employment laws, uses automation appropriately, analyzes recruiting metrics, and contributes to projects involving EVP, HR technology, automation, and AI.

Requirements

At least 3 years of Talent Acquisition or related experience, including recruiting corporate professional roles.
Ability to coach and influence a spectrum 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, maintaining accurate records, and acting on insights.
Adaptability and enthusiasm for new tools and evolving ways of working in Talent Acquisition.

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 the success profile, must-have skills, interview plan, timeline, compensation, and approvals.
Partner with HR and talent partners to consider internal candidates and build internal slates before recruiting externally.
Develop sourcing strategies for hard-to-fill roles, including technology positions, and build talent-community relationships through LinkedIn, professional associations, and universities.
Run structured 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 and maintain complete, current requisition and disposition records.
Follow Talent Acquisition standards and playbooks and ensure recruiting practices comply with company policies and applicable federal, state, and local employment laws.
Advise business leaders and HR partners with market insights on talent availability, compensation, and role design; set realistic timeline expectations and support new-hire success through check-ins.
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 data, and contribute to projects involving EVP, HR technology, automation, and AI.