Talent Acquisition Specialist (69776)

Garten Services•Salem, OR

7d•$60,000 - $65,000•Onsite

About The Position

Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager accountability, and adherence to established service level agreements (SLAs). Drive recruiting speed, quality, and compliance from workforce planning through Day 1 readiness.

Requirements

Minimum 3 years of recruiting or HR experience with demonstrated full-cycle hiring responsibility.
Working knowledge of recruitment workflows, structured interviewing, and compliance-related hiring considerations.
Experience using an ATS/HRIS system; ability to administer recruitment workflows in Paycom.
Strong written and verbal communication skills; ability to maintain professional candidate and manager interactions.
Demonstrated ability to manage multiple requisitions simultaneously while meeting deadlines.
Strong time management and prioritization skills.
Ability to enforce timelines while maintaining positive manager relationships.
High attention to detail and process discipline.
Ability to manage confidential candidate information appropriately.
Proficiency with Microsoft 365 and HRIS/ATS platforms.
Ability to identify process gaps and drive structured improvements.

Nice To Haves

HR certification (SHRM-CP/SCP, PHR/SPHR).
Experience recruiting in operational, service-line, or hourly workforce environments.
Bilingual Spanish/English (preferred, not required).
Experience building metrics dashboards or recruitment reporting tools.

Responsibilities

Manage the end-to-end recruiting lifecycle including intake, requisition setup, sourcing, screening, interviewing coordination, selection support, offer issuance, and pre-employment steps in alignment with established SLAs.
Conduct structured intake meetings with Hiring Managers to clarify role requirements, pay alignment, essential functions, pre-employment requirements, and target start dates; ensure job descriptions are current and compliant prior to posting.
Post roles in Paycom and approved channels; execute sourcing strategies including pipeline building for high-volume roles; track source-of-hire data for reporting and optimization.
Review applications within established timeframes; conduct structured phone screens; document and disposition candidates appropriately; provide concise, timely recaps to Hiring Managers.
Schedule interviews efficiently; maintain recurring interview blocks with managers; monitor manager feedback timelines; escalate missed SLAs to HR leadership when necessary.
Coordinate Hiring Page completion and approvals; prepare and send offers promptly; communicate professionally with non-selected finalists; ensure governance approvals are followed.
Initiate background checks, drug testing, and fingerprinting (where required); monitor vendor timelines; document delays; communicate impacts to start dates proactively.
Submit IT provisioning tickets; confirm access requirements with managers; send Day 1 instructions; ensure onboarding documentation is complete prior to start.
Partner with HR and Hiring Managers to support 30/60/90-day check-ins; identify early retention risks and escalate trends.
Maintain weekly hiring tracker; report on time-to-fill, offer acceptance rate, source-of-hire, and other defined metrics; identify bottlenecks and recommend improvements.
Ensure all recruiting actions are documented in Paycom; maintain disposition accuracy; follow established SOPs and workflow standards.
Identify inefficiencies in the recruiting process; recommend and implement workflow improvements; leverage HR systems and automation tools to reduce cycle time and manual work.
Perform other HR operational duties as assigned by the HR Director related to workforce planning, onboarding coordination, and recruiting process improvement initiatives.