Talent Acquisition Specialist

Loop•Chicago, IL

29d•$110,000 - $130,000•Onsite

About The Position

The Talent Acquisition Specialist independently leads full-cycle recruiting across a range of roles and helps shape the processes, tools, and practices that define how Loop hires. This role partners closely with hiring managers, leaders, and the broader People team to build the talent acquisition function and improve the candidate and hiring experience. It is an in-person position based in Chicago, NYC, or SF, with an expectation of being in the office 4 or more days per week.

Requirements

2–3+ years of full-cycle recruiting experience, ideally in a high-growth technology or similarly fast-paced environment.
Experience independently managing searches from intake through offer.
Ability to proactively identify and engage talent through sourcing rather than relying solely on inbound applicants.
Proficiency with recruiting technology, including ATS platforms, LinkedIn Recruiter, other sourcing tools, and talent databases, and ability to learn new systems quickly.
Ability to bring structure to ambiguity and help build, test, and improve recruiting processes.
Strong partnership and communication skills, including the ability to build trust with hiring managers, ask effective questions, and translate hiring needs into structured interview and assessment approaches.
Comfort using recruiting metrics and funnel insights to assess search effectiveness, identify gaps, and inform recruiting strategy.
Strong organization, responsiveness, attention to detail, and commitment to candidate experience.
Collaborative and curious approach, with interest in contributing beyond assigned requisitions and partnering across the People team.

Nice To Haves

Experience in a high-growth technology or similarly fast-paced environment.

Responsibilities

Own full-cycle recruiting across a range of roles, from intake and sourcing through interviews, offers, and closing.
Partner with hiring managers to develop hiring strategies, design structured interview loops and assessment criteria, and support effective hiring decisions.
Build and evolve scalable recruiting processes, tools, and practices to improve consistency, efficiency, and quality.
Develop sourcing strategies that expand talent pipelines and proactively identify high-quality candidates across multiple channels.
Establish and track recruiting metrics covering funnel health, hiring velocity, sourcing effectiveness, and trends; use data to identify opportunities for improvement.
Improve the candidate and hiring manager experience through strong communication, structure, and execution.
Partner with the broader People team on talent initiatives and projects related to attracting, hiring, onboarding, and engaging talent.