Talent Acquisition & Recruiting Specialist

IDEX Corporation•Northbrook, IL

About The Position

The Talent Acquisition & Recruiting Specialist is a highly visible individual contributor responsible for sourcing, assessing, and hiring qualified salaried individual contributors and select supervisor and manager roles within assigned scope across multiple business units. This role manages the full recruitment lifecycle—from intake through offer and onboarding handoff—while ensuring a positive, consistent experience for both candidates and hiring managers. The Talent Acquisition & Recruiting Specialist works closely with the broader Talent Acquisition team, HR partners, and hiring managers, following established processes and tools and demonstrating the company’s core values of Trust, Teams, and Excellence in daily work. Operating within IDEX’s enterprise talent acquisition strategy, standards, and centralized operating model, the Talent Acquisition & Recruiting Specialist applies established tools, processes, and governance to deliver consistent, high‑quality hiring outcomes and to support the success of the broader Talent Acquisition transformation. The role also contributes accurate data and actionable insights to talent acquisition metrics, dashboards, tools, and continuous improvement initiatives. This role is designed for a developing recruiting professional who is building depth in full-cycle recruiting, stakeholder partnership, and proactive sourcing within an enterprise Talent Acquisition model.

Requirements

Typically 3–5 years of full life‑cycle recruiting or related HR experience, demonstrating progressive growth in sourcing, candidate assessment, and partnership with hiring managers ideally in fast-paced, competitive markets.
Demonstrated success recruiting mid‑ to senior‑level talent across technical and non‑technical functions; experience in manufacturing, industrials, dynamic technology business, or complex B2B environments strongly preferred.
Proven proactive sourcing capability, including direct outreach to passive candidates and building targeted talent pipelines.
Experience solving complex recruiting challenges and delivering measurable results as an individual contributor.
Proficiency with applicant tracking systems, preferably Workday and/or SmartRecruiters, including requisition and pipeline management.
Comfort with basic reporting and data analysis using Excel or similar tools.
Familiarity with structured interviewing and competency‑based assessment methods.
Strong business presence, able to build credibility and trust with plant leaders, functional managers, and HR partners
Exceptional written and verbal communication, emphasizing clarity, transparency, and a high‑quality candidate experience
Skilled at managing multiple requisitions and stakeholders in a fast‑paced environment while maintaining accuracy and attention to detail
Effective stakeholder management and influencing skills, using data and market insights to guide expectations and decision‑making
High integrity, sound judgment, and strong ownership mindset, consistently following through on commitments and driving outcomes
Organized and detail‑oriented, with disciplined documentation habits and adherence to established processes
Collaborative and team‑oriented, comfortable working across functions, locations, and a matrixed organizational structure
Customer‑focused and consultative, building long‑term, trust‑based relationships with candidates and hiring managers
Aligned with company values of Trust, Teams, and Excellence, and committed to safety, quality, and continuous improvement

Responsibilities

Manage full-cycle recruiting for approximately 18–25 requisitions at a time, leading the process from strategic intake through offer and onboarding handoff in alignment with enterprise TA processes and service level agreements
Partner with HR partners and hiring managers to understand workforce needs, clarify role requirements and success profiles, establish selection criteria, and build structured interview plans
Source and engage both active and passive talent through multiple channels—including job boards, LinkedIn, referrals, events, internal databases, and direct outreach—while aligning with enterprise talent attraction and sourcing strategies
Develop and maintain strong talent pipelines for critical, niche, and hard‑to‑fill roles that support current and future business priorities
Actively support internal mobility by identifying and engaging internal candidates, partnering with HR and hiring leaders on internal movement opportunities, and ensuring fair, consistent assessment of internal and external talent.
Screen and interview candidates to evaluate work history, skills, experience, and alignment with company values and culture
Coordinate interviews and debriefs, ensuring hiring teams are prepared, aligned on evaluation criteria, and consistently follow fair, compliant selection processes that reflect enterprise TA policies and workflows
Advise hiring managers on candidate assessments, selection decisions, and offer strategies to support high‑quality hiring outcomes
Provide clear, timely, and professional communication to candidates and hiring managers throughout the recruitment lifecycle, reinforcing the employer brand and delivering an excellent candidate experience
Share information with candidates about company strategy, culture, operations, work environment, benefits, and career opportunities to support informed decision‑making
Maintain accurate, up‑to‑date candidate and requisition data in the applicant tracking system (e.g., Workday, SmartRecruiters) to support reporting, compliance, and enterprise talent acquisition dashboards
Ensure compliance with all applicable laws, regulations, and company policies, including documentation standards and data privacy requirements
Collaborate with the broader talent acquisition and HR teams on sourcing strategies, employer branding initiatives, and recruiting projects, contributing insights and feedback to enhance processes, tools, and the centralized TA model.