Talent Acquisition Specialist – Key Accounts

Healthcare Services Group, Inc.•Louisville, KY

8d•Remote

About The Position

The Talent Acquisition Specialist– Key Accounts manages the recruiting strategy, execution, and overall hiring outcomes for an assigned portfolio of Healthcare Services Group’s key client accounts. This role combines hands-on recruiting expertise with responsibility for developing and executing recruiting strategies, processes, and initiatives that address critical staffing needs and improve hiring outcomes. This position partners closely with Talent Acquisition leadership, Divisional Staffing Coordinators, and Operations leaders to understand workforce needs, identify recruiting challenges, and implement solutions across key account client locations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Marketing, or a related field preferred; equivalent relevant experience will be considered.
Five to seven years of progressive talent acquisition experience, including full-cycle recruiting and responsibility for recruiting strategy, projects, or process improvement in many different environments (metro, rural, etc.)
Demonstrated experience recruiting both salaried/professional and high-volume frontline or hourly positions.
Proven ability to develop sourcing strategies for difficult-to-fill positions and identify and engage passive talent beyond traditional job-posting methods.
Experience supporting a geographically dispersed, multi-location organization strongly preferred.
Experience with recruitment marketing, programmatic advertising, sourcing platforms, job boards, and recruiting technology preferred.
Experience within healthcare services, hospitality, food service, environmental services, facilities management, or another high-volume service organization is a plus.
Strong understanding of applicant tracking systems and recruiting technologies; iCIMS experience strongly preferred.
Ability to leverage emerging recruiting technologies, automation, and AI-enabled tools to improve hiring effectiveness.
Working knowledge of recruitment marketing and job board economics, including applicant volume, source effectiveness, cost per applicant, and return on recruiting investment.
Strong analytical and problem-solving skills with the ability to interpret recruiting data and translate findings into actionable strategies.
Ability to manage multiple priorities and move effectively between strategic initiatives and immediate operational recruiting needs.
Ability to build relationships, influence stakeholders, and drive accountability across teams without direct reporting authority.
Excellent written, verbal, presentation, and organizational skills with the judgment and independence necessary to operate in a fast-paced environment.

Nice To Haves

Experience within healthcare services, hospitality, food service, environmental services, facilities management, or another high-volume service organization is a plus.
iCIMS experience strongly preferred.

Responsibilities

Lead and execute recruiting strategy and provide direct recruiting support to drive successful hiring outcomes across assigned key client accounts.
Partner with the Director of Acquisition and Operations Leadership to develop and execute targeted sourcing strategies for difficult-to-fill positions using direct sourcing, talent pipelines, job boards, social media, professional networks, referrals, hiring events, and other creative sourcing channels.
Translate talent acquisition strategy into scalable playbooks, and solutions that can be consistently executed across client locations.
Monitor job postings to ensure optimal candidate flow and manage recruitment budgets effectively. Address severe staffing challenges to generate an adequate candidate pipeline.
Build proactive talent pipelines for recurring, high-volume, and critical dining and environmental services positions.
Monitor candidate and requisition activity within iCIMS.
Research, register and travel to targeted hiring events, job fairs, and other HCSG initiatives designed to address staffing needs. Conduct onsite interviews to support urgent and difficult-to-fill staffing needs.
Partner with Marketing and other internal stakeholders on recruitment marketing, targeted campaigns, employment branding, and candidate-facing materials.
Build and maintain relationships with key client stakeholders, as needed, to understand staffing priorities and communicate recruiting plans, strategies, and actions being taken to address hiring needs.
Support recruiting technology initiatives, including applicant tracking system enhancements, automation, AI-enabled recruiting tools, candidate screening solutions, and sourcing platforms.
Develop relationships with existing external recruiting resources, including job boards, programmatic advertising providers, sourcing platforms, and recruitment technology providers to achieve the better results.
Lead implementation and adoption of new recruiting programs, processes, technologies, and initiatives within the operations team across assigned key accounts.
Assist with process documentation, interview guides, and training resources that promote consistency and effective execution.
Provide recruiting and interviewing training for hiring managers and Operations leaders, with emphasis on candidate assessment, selection, follow-up, and recruiting process expectations.
Monitor adoption, gather field feedback, identify barriers, and adjust recruiting strategies and processes as needed.
Serve as a subject matter resource to operational leaders on recruiting processes, sourcing strategies, technology, and hiring best practices.
Monitor recruiting performance across assigned key accounts using established recruiting metrics and service expectations.
Analyze requisition volume, applicant flow, candidate conversion, sourcing effectiveness, time-to-fill, aging requisitions, hiring activity, and recruitment advertising performance.
Identify locations, positions, or markets where hiring performance is falling behind expectations and develop corrective recruiting strategies.
Evaluate sourcing channels and recruitment advertising performance to determine where recruiting investments are producing the strongest results.
Develop reports and leadership updates that communicate hiring trends, account performance, risks, and recommended actions.
Develop and maintain recruiting reports and provide ad hoc client updates, as needed, to communicate hiring progress, key challenges, and recruiting results.