Talent Acquisition Specialist

AMSURG•Nashville, TN

10d•Remote

About The Position

The Talent Acquisition Specialist is responsible for leading full-cycle recruitment efforts for a diverse portfolio of corporate, operational, clinical, and leadership positions across AMSURG. This role serves as a strategic talent advisor to hiring managers and business leaders, driving recruitment strategies that attract, engage, and hire top talent while ensuring an exceptional candidate experience. The Talent Acquisition Specialist partners closely with leaders to understand workforce planning needs, develop proactive sourcing strategies, and build robust talent pipelines for both current and future hiring needs. This position plays a key role in employer branding, recruitment marketing, process improvement, and the development of innovative talent acquisition strategies. Success in this role requires strong business acumen, consultative partnership skills, sourcing expertise, and the ability to manage complex and hard-to-fill searches in a fast-paced environment.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field (required).
5–8+ years of full-cycle corporate recruiting experience, including recruitment of professional, specialized, and leadership-level positions.
Demonstrated success managing a high-volume requisition load while maintaining quality-of-hire and time-to-fill goals.
Strong experience with candidate sourcing utilizing LinkedIn Recruiter, job boards, social media, networking, and referral channels.
Experience partnering directly with hiring managers and business leaders to develop recruiting strategies and workforce plans.
Experience utilizing Applicant Tracking Systems (ATS) and recruitment technologies.
Strong negotiation, candidate closing, and relationship management skills.
Exceptional communication and interpersonal skills.
Strong consultative and relationship-building abilities.
Ability to influence hiring decisions through market knowledge and recruiting expertise.
Strong organizational and project management skills.
Ability to manage competing priorities in a fast-paced environment.
Knowledge of employment laws, regulations, and recruiting best practices.
Commitment to providing an exceptional candidate and hiring manager experience.
High level of professionalism, confidentiality, and business acumen.

Nice To Haves

Professional certifications in HR or Talent Acquisition (e.g., SHRM-CP, PHR, or CPC) are a plus.
Experience leveraging AI-enabled recruiting tools and technologies, such as LinkedIn Hiring Assistant, Microsoft Copilot, or similar platforms, to enhance sourcing, candidate engagement, and recruiting efficiency, is a plus
Healthcare recruiting experience strongly preferred.

Responsibilities

Manage the full recruitment lifecycle for a wide range of positions, including corporate, operational, and clinical roles.
Regularly manages complex and hard-to-fill professional, technical, and leadership searches requiring advanced sourcing, assessment, and stakeholder management skills
Lead intake meetings with hiring managers to establish recruitment strategies, candidate profiles, and hiring timelines.
Operates with a high degree of independence and is expected to mentor junior recruiting team members and share recruiting best practices.
Develop and maintain strong candidate pipelines for current and future hiring needs.
Manage multiple concurrent requisitions while maintaining service level expectations and delivering a high-quality candidate experience.
Utilize advanced sourcing techniques and tools, including artificial intelligence tools, LinkedIn Recruiter, professional networking platforms, referrals, talent communities, and industry associations.
Manage candidate communications throughout the hiring process to ensure a positive and engaging experience.
Extend offers, negotiate compensation, and partner with candidates through the offer acceptance process.
Partner with the Talent Acquisition Coordinator and hiring managers to ensure a seamless transition from recruitment to onboarding.
Analyze recruiting metrics and pipeline data to identify opportunities for process improvement and enhance hiring effectiveness.
Consult with hiring managers on selection practices, interview effectiveness, and talent assessment methodologies.
Serve as a trusted advisor to hiring managers by providing guidance on talent availability, market trends, compensation expectations, and recruiting best practices.
Partner with business leaders to anticipate future hiring needs and develop proactive recruitment strategies.
Support workforce planning initiatives by identifying talent gaps and building targeted candidate pipelines.
Collaborate with HR, Operations, and business leaders to align recruiting efforts with organizational goals.
Provide guidance and recommendations to hiring managers on recruiting strategies, interview best practices, and talent market conditions.
Develop creative sourcing strategies to identify and engage passive candidates for difficult-to-fill and specialized roles.
Build and maintain talent communities for critical positions and recurring hiring needs.
Promote employee referral programs and other talent attraction initiatives.
Leverage recruiting technologies and social media platforms to maximize candidate reach and engagement.
Develop proactive talent pipelines for critical, recurring, and hard-to-fill positions to support current and future workforce needs.
Serve as a brand ambassador for AMSURG by promoting the company’s culture, mission, and values throughout the recruitment process.
Support recruitment marketing campaigns and employer branding initiatives.
Participate in networking events, industry conferences, job fairs, and other talent acquisition activities to promote AMSURG opportunities.
Ensure recruiting practices comply with company policies, employment laws, and industry standards.
Maintain accurate candidate records within the Applicant Tracking System (ATS).
Stay current on recruiting trends, market conditions, and best practices.
Identify opportunities to improve recruitment processes, candidate experience, and hiring manager satisfaction.
Track and report recruiting metrics, including time-to-fill, source effectiveness, candidate pipeline activity, and hiring outcomes.
Utilize recruiting data and market intelligence to drive decision-making and improve hiring effectiveness.
Monitor labor market trends and provide recommendations to enhance recruiting strategies.