Talent Acquisition Recruiter

The Subway HR Team•Shelton, CT

1d•Onsite

About The Position

The Talent Acquisition Recruiter is responsible for identifying, attracting, and hiring top talent to support the organization’s strategic goals. This role partners closely with hiring managers, Human Resources, and leadership to deliver a seamless, high‑quality recruitment experience for both internal/external candidates and internal stakeholders. The Talent Acquisition Recruiter will leverage the tools/resources identified by Subway to identify qualified talent. The Talent Acquisition Recruiter serves as a trusted partner to business stakeholders and Hiring Managers, responsible for delivering high-quality hiring outcomes while assisting in the transition from a fully outsourced recruiting model to a scalable, internal Talent Acquisition function. This role blends hands-on recruiting execution with consultative partnership, proactive sourcing techniques, and talent pipeline development, leveraging modern recruiting technologies and strategies to meet evolving business needs.

Requirements

Bachelor’s degree or equivalent professional experience Business, Organizational Behavior, Human Resources, General Studies or another related field.
A minimum of 3 years of end-to-end recruiting experience is required, ideally in a dynamic, corporate setting. Experience with proactive recruiting for specialized technology, leadership, and hard‑to‑fill roles is a must.
Ability to manage multiple concurrent searches across varying role types and levels, independently prioritizing work to meet business needs and timelines.
Demonstrated experience with behavioral interviewing to assess candidate capabilities, potential, and cultural alignment.
Understanding of employer branding and recruitment marketing with the ability to represent and reinforce the organization’s value proposition through candidate interactions.
Strong written and verbal communication skills, with the ability to build trusted, consultative partnerships across all levels of the organization, influence outcomes, and handle confidential and sensitive information with discretion.
Works well with other team members - collaborates effectively as/when needed.
Comfortable leveraging ATS/HRIS platforms, recruiting technologies, and data to manage workflows, track progress, and inform recruiting decisions.
Thrives in a fast-paced, evolving environment - easily adapts to business/process changes.
Serve as an approachable, trusted coach and advisor to employees and managers on Talent Acquisition related topics.
Organizational skills a must, attention to detail, required.
Fluency in English language required
Willing and able to work in-office a minimum of 4 days a week, in either Shelton, CT or Miami, FL.
Ability and willingness to travel within the region and U.S. as required (10% - 25%).

Nice To Haves

Fluency in Spanish
Previous Quick Serve Restaurant (QSR) and/or Consumer Packaged Goods industry knowledge

Responsibilities

Full Cycle Consultative Recruiting
Own end to end recruiting for assigned roles (Interns to C Suite), including intake meeting, review of internal talent options, external candidate sourcing, screening, interviewing, and offer negotiations through offer acceptance with accountability for quality, speed, and candidate experience
Effectively prioritize critical and time-sensitive roles, including managing confidential searches with discretion, urgency, and limited stakeholder visibility as required.
Proactively build and maintain strong talent pipelines for current, recurring, and future hiring needs. define, adjust & implement sourcing/recruitment strategies to maintain active & passive candidate talent pipeline.
Ensure that job requisitions are created, approved, and posted across appropriate channels in line with Subway's recruiting strategy and policies.
Sourcing & Talent Strategy
Leverage modern, creative sourcing tools, technologies, and methods and automation to identify, engage, and nurture talent.
Monitor labor market trends, talent availability, and competitive insights to inform and support sourcing strategies. Proactively identify and engage potential future leadership talent through strategic sourcing efforts, including partnerships with universities, professional networks, and local community organizations, while aligning talent pipelines to reflect Subway’s diverse customer base and communities served.
Drive adoption of employee referral programs as a core sourcing channel, partnering with internal teams to increase awareness, participation, and quality of referred talent.
Stakeholder Partnership
Build trusted relationships with internal stakeholders and Hiring Managers, positioning Talent acquisition as a consultative partner and assisting with transition from outsourced model.
Lead structured Intake discussions to align on position requirements, required approvals, timelines, business/team dynamics, and ideal candidate profiles.
Provide guidance on Subway hiring practices, internal talent considerations, interview strategies, and market insights; ensure adherence to process.
Provide regular, reliable updates to hiring managers on the progress of all open positions, proactively identifying risks, headwinds, and constraints, and recommending data-informed options to address challenges.
Candidate Experience
Deliver a consistent, responsive, inclusive, high-quality candidate experience aligned to Subway’s Employee Value Proposition (EVP), while actively reinforcing and supporting the company’s Franchisee-First Framework through thoughtful communication, brand representation, and candidate advocacy.
Coordinate interviews, assessments, and feedback as outlined by Talent Acquisition process. Assist with any escalation, as needed.
Ensure transparent and respectful candidate experience by providing consistent updates and clear outcome communication at all stages of the hiring process, including timely notification when candidates are not selected. Approach every candidate interaction with a customer-first mindset, recognizing that each candidate is also a potential Subway customer and brand advocate, and striving to deliver a positive, respectful experience regardless of hiring outcome.
Data & Compliance
Track recruitment metrics (time to fill, pipeline health, source effectiveness) and share with business, regularly.
Maintain accurate records in the applicant tracking system (ATS).
Ensure compliance with employment laws, internal policies, and hiring practices.
Leverage data to tell the recruiting story for business units, etc. to support enhancements in recruiting strategies/process, as needed.
Participate in and support Applicant Tracking System (ATS) special projects, as needed.
Participate in delivering Talent Acquisition related training for employees/managers, as required, in person and/or virtually.