Talent Acquisition Specialist

Artera•Santa Barbara, CA

2d•Onsite

About The Position

At Artera, we believe hiring is the highest-leverage work we do — and that the candidate experience is a direct reflection of our internal excellence. We're looking for a Talent Acquisition Specialist to help us scale our non-technical teams through an exciting growth phase, while also serving as the operational backbone of our recruiting function. The role is roughly 80% full-cycle recruiting for non-technical roles (Sales, Customer Success, Marketing, and G&A) and 20% recruiting operations — the systems, coordination, and data hygiene that make you and the rest of the team fast and effective. Most importantly, we're looking for a force multiplier. Someone who doesn't just follow a process, but actively looks for ways to automate and optimize it using AI and modern recruiting tools — so we stay fast and human-centric as we grow. Reporting to the SVP of People and partnering directly with hiring managers across the business, you'll help shape how we attract and hire world-class GTM and G&A talent.

Requirements

2+ years of recruiting experience, with exposure to both full-cycle work and coordination/operations.
Demonstrated success recruiting or sourcing for non-technical roles — GTM (Sales, CS, Marketing) and/or G&A.
AI Literacy: You don't just know about AI, you use it. You're comfortable using tools like ChatGPT, Gemini, Claude, or specialized recruiting AI to draft content, source, and manage tasks.
Detail Obsession: A "measure twice, cut once" mentality — you catch the small errors in documents before they reach a candidate.
Communication Mastery: You can pivot from professional and polished to warm and welcoming — in Slack, email, or over the phone.
Data-Driven: Comfortable pulling reports from an ATS to show funnel metrics like time-to-hire, pass-through rates, and source effectiveness.
Project Management: Strong ability to prioritize multiple open reqs and interview loops in a fast-paced environment.
Collaborative Spirit: You thrive in a "we-over-me" environment and enjoy partnering with busy hiring managers to solve scheduling and pipeline puzzles.
Adaptability: You're comfortable with the ambiguity of a growing company and excited to take on more recruiting responsibilities as you grow.
On-site Collaboration: You're energized by in-office collaboration 5 days a week at our Santa Barbara HQ, and maintain high productivity on remote days.

Nice To Haves

Experience recruiting in Healthcare, Health Tech, or Digital Health.
Hands-on experience with our tech stack or similar tools: Lever (ATS), LinkedIn Recruiter, Pillar (AI Interview Companion), Google Workspace, Slack, Zoom, Gemini.
Growth-stage startup experience.
Familiarity with adjacent People functions (compensation, total rewards, HR operations) — a plus given the ops-adjacent scope of this role.

Responsibilities

Own full-cycle recruiting for non-technical roles across Sales, Customer Success, Marketing, and G&A — from role discovery and JD creation through sourcing, screening, interviewing, offer, and close.
Develop and execute creative sourcing strategies to build robust pipelines of qualified candidates.
Partner with hiring managers to define hiring goals, build collaborative recruiting plans, and share market and compensation insights.
Conduct initial screens to assess skill fit, motivation, and alignment with Artera's values (Grit, Ownership, Teamwork, Growth).
Manage the candidate experience with empathy and professionalism — clear communication, timely feedback, and a white-glove touch at every stage.
Orchestrate complex interview loops across time zones, ensuring both candidates and hiring managers have everything they need to show up prepared.
Own the health of our ATS (Lever) — data integrity, funnel reporting, and process documentation.
Generate and manage offer letters with 100% accuracy.
Proactively identify and implement AI-driven workflows (automated scheduling, AI note-takers, LLM-assisted communications, sourcing agents) to increase team velocity.
Partner with the broader People team on cross-functional initiatives when recruiting bandwidth allows.