Talent Acquisition Analyst

Customers Bank•Malvern, PA

About The Position

As a Talent Acquisition Analyst, you'll own the full recruiting lifecycle from the ground up for the roles you’re supporting—partnering with hiring managers, sourcing, engaging, and helping close high-caliber talent in competitive markets. This is a high-growth role for someone early in their career who wants to build real expertise in talent acquisition while contributing to building an A+ recruiting function. If you're committed, dedicated, hungry to learn, humble enough to ask questions, and wired to put the team first—you'll thrive here.

Requirements

1-3 years of experience in sourcing or recruiting in fast-paced environments
Demonstrated ability to find and engage passive candidates
Strong curiosity and a growth mindset—you ask better questions, dig deeper than others, and actively seek feedback to get better
High ownership mindset—you don’t wait to be told what to do. You're comfortable managing large req loads in a fast-paced environment and proactive in partnering across PXT on TA and non-TA related projects
Ability to manage multiple priorities effectively, follow through on commitments, and support teammates when they need a hand
Excellent communication skills, written and verbal
Sharp attention to detail—accuracy in candidate data, error-free communication, and process discipline are non-negotiable
Experience with Workday recruiting or other applicant tracking system
Microsoft Office applications – Proficient to Advanced skills in Word, Excel, and PowerPoint is highly preferred
Familiarity with AI tools in the recruitment space
Must be legally eligible to work in the United States without current or future sponsorship to be considered.

Responsibilities

Build and maintain pipelines of high-quality candidates across key roles and proactively source passive talent using multiple creative search strategies.
Cultivate strong relationships with hiring managers.
Establish trust in your recruiting expertise and demonstrate the ability to influence hiring decisions, provide constructive pushback when appropriate, and escalate issues as needed to ensure alignment with organizational goals.
Support and execute targeted outreach campaigns with high personalization—learning what drives strong response rates and iterating as you go.
Track pipeline activity and contribute to reporting and recruitment metrics to include, but not limited to time to fill, pipeline health, source effectiveness, offer acceptance, and quality of hire.
Bring ideas to the table on how to improve candidate experience—every interaction matters, and great ideas come from every level.
Deliver superb client care for candidates, hiring managers, and key stakeholders—because how you treat people reflects on the entire team.
Own recruitment metrics and reporting for the Talent Acquisition team to track results.
Highlight successes, assess pipeline health, pinpoint issues, and recommend swift strategy adjustments.
Use AI tools to identify talent faster, generate outreach, and optimize sourcing strategies.
Leverage AI to draft and refine job descriptions and candidate messaging.
Develop the judgment to know when AI output needs a human touch—accuracy, personalization, and quality are always your responsibility.