Talent Acquisition Specialist

Aleysian•Chicago, IL

16d•Hybrid

About The Position

This role sits between recruiting and HR operations. You'll own the execution layer of people at Aleysian: how candidates move through the pipeline, how new hires get onboarded, how compliance and benefits run day-to-day. You'll report to the Head of HR and work across every practice in the firm. We created this role to do two things at once: cut our reliance on staffing agencies by building direct sourcing and a cleaner intake, and take coordinator-level work off the Head of HR so the HR function can operate at the altitude a fifty-person firm needs.

Requirements

Three or more years in a recruiting coordinator, HR generalist, or blended people ops role.
Ideally at a professional services or tech company under 200 people.
Working knowledge of an ATS (JazzHR, Lever, Ashby, or similar) and a modern HRIS.
Clear, direct written communication. Short over long. Specifics over vibes.
A bias to documented process over ad hoc handoffs.
Comfort operating independently in a fifty-person firm where there is no playbook waiting for you.

Nice To Haves

Experience at a Salesforce partner or professional services firm.
Benefits administration experience (medical, dental, vision, 401(k)).
Experience running or scaling an employee referral program.
SHRM-CP or PHR: not required. We care more about judgment than credentials.

Responsibilities

Manage applicant tracking and candidate data hygiene.
Build a direct candidate pipeline to reduce our dependence on staffing agencies.
Manage the agency relationships we keep.
Own interview scheduling, candidate communications, and feedback collection.
Track, process payouts, and promote the employee referral program.
Track pipeline metrics such as Time-to-fill, source-of-hire, cost-per-hire, and offer accept rate, and report monthly to the leadership team.
Manage onboarding and offboarding processes, from offer acceptance through day-30 check-in, and from notice through final pay.
Administer benefits, including open enrollment, I-9 / E-Verify, and address day-to-day employee questions.
Keep the employee handbook current and manage rollouts for new or changing policies.
Manage summer cohort logistics, intern experience, and return-offer tracking for the intern program.
Ensure employee data integrity and clean reporting for leadership through HRIS hygiene.