Talent Acquisition Partner - Contract

BDA•Atlanta, GA

2d•Remote

About The Position

BDA is seeking a Talent Acquisition Partner to join their team. This role is responsible for sourcing, identifying, screening, and hiring candidates for various roles within the company, ensuring a positive candidate experience. The ideal candidate will possess excellent communication and organizational skills, proficiency with applicant tracking systems (ATS), and the ability to develop sourcing strategies in collaboration with Hiring Managers. This position requires strong interpersonal skills for effective collaboration across departments and the ability to influence and partner with others. The role begins as a remote contract position with a preference for candidates located in Austin, TX; Atlanta, GA; Troy, MI; or Indianapolis, IN, though exceptional candidates from other markets are encouraged to apply. If converted to a direct employee, those within commuting distance of a company office will adopt a hybrid work model.

Requirements

BA/BS degree in Human Resources or a related field.
Minimum 3 years of working experience in a talent acquisition role, primarily within corporate recruiting.
Proficiency in MS Word, Excel, and PowerPoint.
Prior knowledge of ATS experience is a requirement.

Nice To Haves

SHRM-CP or PHR certification is a plus.
Greenhouse ATS experience is a plus.

Responsibilities

Create recruitment plans and calendars according to operation and sales projections.
Provide input to ensure that teams consist of diverse, qualified individuals.
Ensure that staffing needs are being met with a long-term strategy in mind.
Devise and implement sourcing strategies, such as an employer branding initiative, to build pipelines for potential applicants.
Create and implement end-to-end hiring processes to ensure a positive experience for candidates.
Form close relationships with hiring managers to ensure clear expectations for candidates and interviewers.
Coordinate with hiring managers and HR Business Partners to identify staffing needs and candidate selection criteria.
Source applicants through multiple channels, such as LinkedIn, professional networks, community groups and local universities.
Create job descriptions and interview questions in partnership with HR Business Partners that reflect the requirements for each position.
Build and nurture pipeline of most-suitable candidates by assessing their resumes, portfolios, and references.
Be a keeper of the Employer Brand via social media outlets.
Organize and attend job fairs and recruitment events to build a strong candidate pipeline.
Utilize ATS reporting tools to generate weekly reports including time to fill, time to hire, source of hire, quality of hire, offer acceptance rate, etc.
Maintain records of all materials used for recruitment within ATS, including interview notes and related paperwork, to share with key stakeholders.
Guide and train hiring managers on using the ATS and utilize ATS to ensure hiring decisions are made without bias.