Talent Acquisition Specialist

Foundation Software•Strongsville, OH

3d•Onsite

About The Position

We're hiring a Talent Acquisition Specialist to lead technical and senior-level recruiting during a period of significant company growth. This is a high-visibility, high-autonomy role built for someone who has recruited inside a fast-scaling SaaS company and knows what that pace demands: you'll own full-cycle recruiting for specialized technical positions and partner directly with executives to fill upper-level, senior, and leadership roles. The ideal candidate has built pipelines and closed candidates inside a SaaS environment before - someone comfortable with the ambiguity, speed, and cross-functional hiring volume that comes with a company scaling headcount quickly. You should also be genuinely fluent in LinkedIn Recruiter and ATS workflows, and technical enough (coding languages, frameworks, architecture concepts) to evaluate senior technical talent without handholding from engineering. Recruiting experience in the payments industry is a specific, required part of this role, given the products and customers we support. This position is in-office, full-time, Monday-Friday at our office located in Strongsville, OH.

Requirements

5+ years of full-cycle recruiting experience, with a substantial portion of that inside a SaaS or software company, ideally one going through a period of rapid growth or scale.
Comfort operating in a fast-moving, ambiguous SaaS environment - shifting priorities, high hiring volume across departments, and evolving org structures.
Deep, hands-on expertise with LinkedIn Recruiter: advanced Boolean search construction, InMail strategy, talent pipelines/projects, and Recruiter analytics - not just basic search.
Experience recruiting for senior, upper-level, or leadership roles, including comfort managing confidential searches.
Working proficiency with at least one applicant tracking system, including owning requisition and pipeline data directly.
An established, active network of external sourcing contacts and passive candidates you can activate quickly.
Working knowledge of common coding languages and frameworks (e.g., Python, JavaScript/TypeScript, Java, SQL, or similar) sufficient to read a technical job spec, screen for relevant experience, and speak credibly with engineering hiring managers.
Excellent stakeholder management skills, with the confidence to advise senior leaders on hiring strategy and pipeline reality, including pushback when expectations and market conditions don't align.
Recruiting experience in the payments industry.

Nice To Haves

Experience recruiting through a company's transition from mid-size to larger scale (e.g., through a funding round, acquisition, or rapid ARR growth) and the org changes that come with it.
Experience building or scaling an internal/corporate recruiting function, rather than only executing within an established one.
Comfort working with recruiting metrics and reporting - time to fill, offer acceptance rate, pipeline conversion - including in spreadsheets or reporting dashboards.
Prior experience recruiting for Finance, IT, or other G&A leadership roles alongside technical roles.
SHRM-CP, PHR, or similar HR/recruiting certification (not required, but a plus).

Responsibilities

Own full-cycle recruiting - intake, sourcing, screening, interview coordination, offer negotiation, and close - for technical roles (engineering, architecture, data, product) and senior/leadership roles across all departments.
Partner directly with hiring managers and executive stakeholders to translate fast-changing business needs into sourcing strategy, compelling positioning, and realistic hiring timelines - the kind of shifting priorities typical of a scaling SaaS company.
Scale hiring processes and pipelines to keep pace with rapid headcount growth across multiple departments simultaneously, without sacrificing candidate experience or quality of hire.
Build and continuously nurture a proactive network of passive candidates across the SaaS talent market generally, with a specific, standing pipeline for payments-industry talent to support that line of the business.
Use LinkedIn Recruiter as a primary sourcing engine - advanced Boolean search, InMail campaigns, talent pipelines/projects, and Recruiter analytics to track sourcing effectiveness.
Manage requisitions and candidate pipelines inside the company's ATS, keeping data clean and current enough to support hiring metrics and reporting to leadership.
Assess technical candidates' skills and experience across relevant coding languages and frameworks well enough to pre-screen credibly and hold your own in conversations with engineering leaders.
Provide ongoing market intelligence - compensation benchmarks, competitor hiring activity, candidate availability - across the SaaS talent market.
Continuously refine sourcing channels, job descriptions, and interview processes as the company grows, adapting your approach as new departments and role types come online.
All other duties as assigned.