Talent Acquisition Specialist / Recruiter

Stephens Landscaping Professionals•Moultonborough, NH

9h•$24 - $28

About The Position

The Talent Acquisition Specialist (TAS) owns the end-to-end recruiting process and partners with the HR Generalist and business leaders to forecast hiring needs, generate high-quality pipelines, and run job fairs/hiring events. Success is measured by speed, quality, compliance, data accuracy, and candidate/hiring manager experience. (Spanish/English bilingual mandatory)

Requirements

Spanish/English bilingual.
2+ years of recruiting or talent acquisition coordination (in-house or agency).
Proficiency with ATS/HRIS tools (e.g., Paylocity Recruiting) and basic reporting (Excel/Sheets).
Experience managing job boards/programmatic spend and reporting on source performance.
Working knowledge of EEO/AA, ADA, FCRA, I-9/E-Verify, and pay transparency.
Strong communication, organization, prioritization, and stakeholder management skills.
Experience recruiting hourly/skilled trades (e.g., construction, landscaping, field services).
Certifications: AIRS, LinkedIn Certified Recruiter, PHR/SHRM-CP, or project/change credentials (Prosci/Lean/Agile).

Responsibilities

Partner with the Director of People Operations and hiring managers to clarify role requirements, success profiles, interview teams, scorecards, timelines, and SLAs.
Provide market insights (compensation ranges, talent availability, time-to-fill benchmarks) to set realistic expectations and prioritize requisitions.
Source candidates via job boards, LinkedIn, referrals, community and veteran partners, trade schools/colleges, and direct outreach.
Plan and run job fairs / hiring events; track and report on attendance, conversion, and cost per hire.
Build and maintain talent pools (e.g., silver medalists, alumni) and execute basic nurture campaigns.
Manage postings, budgets, and basic A/B testing (titles, keywords, pay transparency) across job boards and programmatic vendors.
Report source-level performance (e.g., cost per lead, cost per qualified lead, cost per hire) and recommend monthly budget reallocations to improve ROI.
Ensure postings meet company and legal standards (EEO, pay transparency, inclusive language).
Implement structured interviews and scorecards to drive fair, consistent decisions.
Train and coach hiring teams on legal interviewing, timely feedback, and process discipline.
Maintain a high-touch candidate experience with regular communication and quick follow-up.
Maintain ATS hygiene (stages, notes, disposition codes); ensure high data accuracy and clean handoff to HRIS/Payroll.
Publish routine TA scorecards (time to slate/fill, funnel conversion, source/event mix, candidate & HM satisfaction).
Adherence to EEO/AA, ADA, FCRA (pre/adverse action), I-9/E-Verify, pay transparency, and state requirements.
Maintain audit-ready documentation (interview notes, disposition reasons, compensation justifications).
Draft offers aligned to compensation bands and internal equity, following approval workflows.
Support smooth onboarding transitions (job codes, cost centers, start dates, rates).
Lead assigned TA improvement projects (e.g., structured interview rollout, ATS optimization, referral program refresh, annual job fair calendar/playbook) with clear milestones, metrics, and weekly status.