Sr. Talent Acquisition Specialist

CPG Beyond • Ashburn, VA

3d • Hybrid

About The Position

The Sr. Talent Acquisition Specialist is a high-impact, full-cycle recruiter with 10+ years of experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies. This role owns requisition intake and calibration, sourcing strategy, candidate assessment and selection, offer management, and onboarding partnership, while ensuring an exceptional candidate and hiring manager experience. In addition to driving requisition delivery, the Sr. Talent Acquisition Specialist strengthens hiring processes through data, stakeholder coaching, and compliance rigor. Execution within the Paycor ATS is required to ensure data integrity, visibility, and measurable progress across the hiring workflow.

Requirements

• 10+ years of full-cycle recruiting experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies.
• ATS experience (Greenhouse, Paycor, Workday, Taleo or similar)
• Microsoft office (Excel, Word etc)
• Experience successfully utilizing job boards as well as direct search
• Recruitment strategy that successfully delivers for customers

Responsibilities

• Lead end-to-end recruiting for exempt and non-exempt roles, including intake, sourcing, screening, interview management, selection, offer, and close.
• Partner with hiring managers and HRBPs to define role requirements, build scorecards, calibrate profiles, and align structured interview plans.
• Advise leaders on market conditions, compensation alignment, leveling, and hiring tradeoffs to support timely, high-quality decisions.
• Drive hiring manager accountability for interview readiness, timely feedback, and consistent scorecard completion.
• Maintain proactive, high-touch candidate communication to deliver a best-in-class candidate experience from first contact through Day 1.
• Develop and execute sourcing strategies tailored to each requisition (e.g., direct sourcing, referrals, niche boards, community outreach) with clear channel hypotheses and success metrics.
• Build and maintain diverse pipelines for recurring and hard-to-fill roles; nurture silver-medalist and passive candidates.
• Write and optimize job postings to reflect calibrated requirements, inclusive language, and compliance needs; ensure timely posting across required state job boards.
• Partner with Marketing/HR on employer branding content, recruiting events, and talent community initiatives, as needed.
• Own interview logistics and coordination across time zones, ensuring seamless scheduling, clear agendas, and prepared interview teams.
• Standardize structured interviewing practices, including interviewer preparation, question alignment to competencies, and consistent use of scorecards.
• Identify and remove bottlenecks (e.g., delayed feedback, scheduling constraints) and escalate risks with solution options.
• Ensure candidates receive timely updates, interview preparation materials, and professional communication throughout the process.
• Lead offer strategy and execution in partnership with Compensation/HR, including offer approval routing, verbal offers, negotiations, and written offer delivery.
• Coordinate and monitor pre-employment screenings (e.g., background checks, drug screens where applicable) and ensure timely issue resolution in partnership with HR/Compliance.
• Maintain accurate requisition and candidate records in Paycor ATS, ensuring real-time stage progression, documentation, and disposition reasons.
• Ensure adherence to internal controls and external requirements (e.g., EEO/OFCCP practices where applicable) through consistent workflows and documentation.
• Establish and reinforce repeatable recruiting operating rhythms (e.g., weekly hiring manager check-ins, pipeline reviews, aging requisition plans).
• Identify and implement improvements to recruiting workflows, templates, and communications to increase speed, quality, and consistency.
• Coach hiring managers and interviewers on structured interviewing, bias mitigation, and selection best practices.
• Partner with TA leadership on vendor relationships (e.g., job boards, background screening provider) and service-level expectations.
• Support special projects such as workforce planning, high-volume hiring surges, and cross-functional process rollouts.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed