Talent Acquisition Spec II

Mercury Insurance Services, LLC•Remote,

4d•$51,881 - $117,348•Remote

About The Position

Under general supervision, the Talent Acquisition Specialist II manages full-cycle recruiting activities to attract, engage, and hire top talent across a range of positions, including high-volume entry-level roles through manager-level openings. This role is responsible for building strong talent pipelines, proactively sourcing active and passive candidates, and partnering closely with business leaders and the Talent Acquisition Manager to meet current and future workforce needs. The Talent Acquisition Specialist II leverages data, technology, and AI-enabled recruiting tools to streamline recruiting efforts, improve candidate identification, and enhance hiring outcomes. This role also contributes to continuous improvement by identifying process efficiencies, supporting workforce planning efforts, and helping create an exceptional candidate and hiring leader experience.

Requirements

Bachelor’s degree in Human Resources, Business, Communications or related field of study
4-6 years of directly related recruiting experience in recruiting.
Experience managing full-cycle recruiting across multiple job levels and requisition types.
Experience supporting high-volume recruiting and pipeline development.
Experience using applicant tracking systems, sourcing platforms, and AI-enabled recruiting tools.
Strong full-cycle recruiting knowledge, including sourcing, screening, interviewing, offer management, and onboarding coordination.
Demonstrated ability to recruit across a broad range of roles, from high-volume entry-level openings to manager-level positions.
Strong proactive sourcing skills with the ability to identify and engage passive candidates.
Ability to build and sustain robust talent funnels and candidate pipelines for immediate and future hiring needs.
Strong partnership, consulting and stakeholder management skills.
Ability to use AI and recruiting technologies to improve efficiency, enhance candidate identification, and support better hiring decisions.
Strong analytical and problem-solving skills with the ability to use data and insights to improve recruiting outcomes.
Strong verbal, written, and interpersonal communication skills.
Strong organizational and time-management skills with the ability to manage changing priorities, multiple requisitions, and deadlines in a fast-paced environment.
Ability to exercise sound judgment, maintain confidentiality, and work with minimal direct supervision.
Strong relationship-building, influencing, and negotiation skills.
Ability to remain adaptable and flexible to business needs.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification
Experience recruiting within the Property & Casualty Insurance industry.
Experience recruiting for both high-volume entry-level roles and professional or manager-level positions.
Experience partnering with business leaders on talent strategy and/or proactive hiring initiatives.
Proven success managing high-volume recruiting while maintaining quality and candidate experience.
Knowledge of workforce planning concepts, talent mapping, and market research strategies.
Experience identifying process improvement opportunities and implementing recruiting efficiencies.
Strong working knowledge of employment laws, compliance requirements, and talent acquisition best practices.
Intermediate proficiency in Microsoft Office, including Word, Excel, and PowerPoint.
Experience using LinkedIn, job boards, social media platforms, and other digital sourcing tools to attract and engage qualified candidates.
Familiarity with employer branding strategies and talent attraction campaigns.

Responsibilities

Manage full-cycle recruiting across a range of roles, including high-volume entry-level positions, professional roles, and manager-level openings.
Serve as a strategic thought partner and advisor to business leaders on all talent acquisition matters by identifying current and future talent needs, aligning recruiting strategies, and developing hiring plans that support business growth.
Collaborate with the Talent Acquisition Manager to drive continuous improvement, increase recruiting efficiency, support long-term workforce planning, and identify process gaps with a growth mindset.
Design and execute proactive sourcing strategies to identify, engage, and nurture both active and passive candidates.
Build and maintain strong talent pipelines for current openings, projected hiring needs, and critical skill areas.
Leverage AI-enabled recruiting tools and technology to streamline workflows, improve sourcing outcomes, efficiently assess talent, and identify top candidates.
Screen, assess, and interview candidates to evaluate their experience, skills, competencies, and overall fit for role requirements and organizational needs.
Present qualified candidate slates to hiring managers and provide consultative guidance throughout the selection process.
Extend employment offers, including negotiating within approved authority levels.
Deliver a seamless, positive, and engaging candidate experience from initial outreach through onboarding.
Effectively utilize multiple sourcing channels, including applicant tracking systems, job boards, social media, employee referrals, networking, events, community partnerships, and other talent attraction resources.
Represent Mercury’s brand, culture, and employee value proposition at recruiting events and in the marketplace.
Use recruiting data, market insights, talent trends, and industry benchmarks to inform hiring strategies, improve outcomes, enhance talent acquisition processes, and support decision-making.
Prioritize recruiting efforts in alignment with key talent initiatives, including employer branding, diversity and inclusion, internal mobility, and workforce planning.
Build and maintain strong partnerships with hiring leaders, People Business Partners, and external partners to drive hiring success.

Benefits

Competitive compensation
Flexibility to work from anywhere in the United States for most positions
Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
Medical, dental, vision, life, and pet insurance
401 (k) retirement savings plan with company match
Engaging work environment
Promotional opportunities
Education assistance
Professional and personal development opportunities
Company recognition program
Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more