Talent Acquisition Specialist

MEADEN & MOORE MANAGEMENT•Cleveland, OH

15d•$72,000 - $81,000•Hybrid

About The Position

The Talent Acquisition Specialist is responsible for supporting the firm’s talent acquisition efforts with primary focus on a dedicated service line, while also assisting with support services searches and recruiting needs across other departments as needed. This role will partner closely with the Talent Acquisition Manager and internal stakeholders to understand service line hiring needs, support recruitment strategy, manage high-volume searches, and maintain active candidate pipelines. The Talent Acquisition Specialist must be proactive in sourcing and engaging passive candidates, effectively communicating the Meaden & Moore brand and career opportunities, and providing diligent, timely follow-up to candidates and internal stakeholders throughout the recruitment process.

Requirements

Bachelor’s degree in Human Resources or related field required.
Minimum 3 years of recruiting experience, preferably in a professional services environment.
Familiar with social media platforms for sharing position information.
Ability to effectively present information and respond to questions from candidates and colleagues at all levels of the organization.
Microsoft Office and ATS software skills.
Strong organizational skills with attention to detail.
Must be a self-starter, being able to work independently and on a team.
The ability to prioritize and meet set deadlines.
Flexible, positive, can-do attitude.
Experience managing high-volume recruiting pipelines, including sourcing for multiple active roles at one time and maintaining diligent follow-up with candidates and stakeholders.
Demonstrated ability to source and engage passive candidates and effectively sell an employer brand, team culture, and role opportunity.
Strong judgment, initiative, and ability to operate independently while collaborating appropriately with the Talent Acquisition Manager and other stakeholders.

Nice To Haves

SHRM-CP or SHRM PHR is a plus.
SHRM Talent Acquisition Credential is a plus.
Experience using Linkedin Recruiter is a plus.

Responsibilities

Manage recruiting activity for a dedicated service line, while also supporting support services searches and other departmental recruiting needs as directed by the Talent Acquisition Manager.
Partner with the Talent Acquisition Manager, service line leaders, office leads, and department stakeholders to understand hiring needs, role priorities, search expectations, and candidate profiles.
Manage high-volume recruiting searches by maintaining organized pipelines, tracking candidate activity, balancing competing priorities, and ensuring searches continue to move forward.
Proactively source, engage, and screen active and passive candidates through LinkedIn Recruiter, job boards, referrals, networking, social media, professional associations, and other creative sourcing strategies.
Build and maintain candidate pipelines for current and future hiring needs within the assigned service line and other areas of the firm.
Conduct pre-screening interviews by phone, video, or in person to assess candidate qualifications, interest level, compensation expectations, location preferences, and overall fit with firm needs.
Effectively communicate the Meaden & Moore brand, culture, career opportunities, and service line-specific value proposition to prospective candidates.
Maintain timely, professional, and diligent follow-up with candidates, hiring managers, and internal stakeholders throughout the recruitment process.
Utilize the firm’s applicant tracking system to manage the recruitment process and ensure candidate profiles, activity notes, requisition details, and search updates are complete and accurate.
Assist with recruitment strategy, sourcing plans, workforce planning, search prioritization, process improvement initiatives, and other recruiting projects.
Maintain recruiting documents, dashboards, trackers, requisition priority lists, Predictive Index Job Targets, and other tools that support recruiting operations and planning.
Maintain relationships with relevant professional organizations, state accounting societies, universities, referral sources, and networking groups to support talent acquisition efforts.
Support fair and equitable hiring practices and partner with the DEI Committee or other internal groups to help attract qualified talent from a variety of sources.
Work independently to identify potential recruiting challenges, recommend next steps, escalate issues appropriately, and maintain alignment with the Talent Acquisition Manager.
Provide assistance with additional human resources projects and administrative functions as needed to meet the needs of the firm.