Talent Acquisition Specialist

Aston Carter•Saint Paul, MN

9d•$50 - $54•Hybrid

About The Position

The Talent Acquisition Specialist leads full-cycle recruiting to fill current and future openings while promoting career opportunities across the organization. This role manages a high-volume requisition load, primarily supporting a mix of technical and sales positions, and plays a key part in shaping hiring strategy for a rapidly expanding global high-tech business. You will partner closely with hiring managers and HR, develop creative sourcing strategies, and use modern AI-enabled tools to build strong talent pipelines and deliver an exceptional candidate experience.

Requirements

Bachelor’s degree or equivalent experience, with approximately 7 years of overall professional experience.
At least 3 years of recruiting experience, including proactive sourcing and full-cycle recruiting responsibilities.
Demonstrated ability to identify, engage, and nurture relationships with passive candidates.
Proven success managing a high requisition load of 20 or more roles simultaneously.
Hands-on experience leading end-to-end recruitment processes, including intake, sourcing, screening, interviewing, and offer management.
Strong communication skills, with the ability to effectively engage candidates and collaborate with hiring managers and HR partners.
Ability to work in a fast-paced environment while maintaining organization, attention to detail, and a high-quality candidate experience.
Proactive, solutions-oriented mindset with the ability to adapt to evolving business needs and role requirements.

Nice To Haves

Experience recruiting for technical and/or sales roles, ideally within a high-tech or Global High Tech environment.
Familiarity with AI-enabled recruiting tools and platforms such as Phenom and Microsoft Copilot.
Experience using applicant tracking systems, preferably Workday.
Strong influencing skills and the ability to guide hiring managers with data-driven insights and recommendations.
Knowledge of compliant hiring practices and relevant regulations, such as OFCCP guidelines.
Proven relationship-building skills with stakeholders at multiple levels across the organization.
Comfort working in a dynamic, rapidly changing environment with shifting priorities and business demands.

Responsibilities

Manage full-cycle recruiting for approximately 20–25 open requisitions at a time, ensuring timely and high-quality hires.
Conduct intake meetings with hiring managers to clarify role requirements, align on search strategies, and launch job postings.
Oversee the end-to-end hiring process, including role launch, candidate screening and interviewing, offer negotiation and extension, background check coordination, and onboarding support.
Lead recruiting for technical and sales roles, with flexibility to support Global High Tech hiring needs as business priorities evolve.
Partner with hiring managers and HR to design targeted, market-informed recruiting strategies for both current and future hiring needs.
Proactively source and engage passive candidates through creative outreach, networking, talent mapping, and other non-inbound channels.
Identify target companies, industries, and talent pools to drive strategic sourcing efforts for hard-to-fill and niche roles.
Leverage multiple sourcing channels, including LinkedIn, referrals, databases, and professional networks, to uncover top talent.
Build, maintain, and nurture strong candidate pipelines for critical roles and anticipated hiring demand.
Screen candidates for qualifications, cultural and team fit, compensation expectations, and work authorization.
Use AI and modern recruiting tools, such as Copilot and Phenom, to increase efficiency, enhance candidate experience, and support data-driven hiring decisions.
Act as a consultative partner to hiring managers by providing market insights, candidate feedback, and informed hiring recommendations.
Collaborate with talent acquisition team members to share candidate pipelines, coordinate efforts, and improve overall recruiting efficiency.
Track, analyze, and report on recruiting activity and pipeline metrics to inform continuous process improvement.
Maintain strong organization and efficiency while managing a high-volume requisition load and shifting priorities.
Allocate time effectively, dedicating the majority of efforts to interviewing, applicant management, hiring manager partnership, and the offer process, while also investing time in proactive sourcing and pipeline development.