Position: Talent Acquisition Partner/ Sr. Recruiter
Location: Alpharetta, GA
$30-$35 Hourly Based On Experience
Duration: 6-12 Month Contract To Hire
Looking to HIRE RIGHT AWAY!!
Must-Haves:
- 5+ years of experience in Recruiting & Talent Acquisition Partner Experience
- Ability to Recruit on a variety of skillsets including: Finance, Accounting, IT, Human Resources, Operations, Corporate positions, Sales positions, Front Line workers, Call Center Reps, and Customer Service Agents
- Experience building candidate Pipelines
- Strong Sourcing experience utilizing: Indeed, LinkedIn, etc.
- Experience working directly with Hiring Managers & high-level management within an organization -- Partnering closely with HRBP’s as well
- Scheduling interviews with candidates & hiring managers / creating offer letters for new hires / extending offers to candidates
- Strong experience with the entire MS Suite (Outlook, Teams, Word, Excel, etc.)
Day to Day:
As a Sr. Recruiter/Talent Acquisition Partner, your job is to identify the best talent for each role using a variety of recruitment methods - Focus on the overall company vision and help create long-term strategies to attract and retain top talent. TA partners act as the main point of contact for both candidates and hiring managers throughout the talent acquisition life cycle. Day to day can include - Developing talent-related processes, practices and strategies, Candidate experience management, Hiring manager advisory, Employer branding, Tracking and reporting on talent-related metrics, Drafting job descriptions, Workforce planning and forecasting. Here is a breakdown of the typical duties of someone in this role:
- Sourcing and Recruitment: Market open positions via the company’s careers page and job boards such as Indeed, Monster, and ZipRecruiter. Source candidates utilizing social media, resume databases, Boolean searches, industry contacts, professional networks, etc. Engage with active and passive talent and connect them to current job opportunities. Prescreen candidates via phone, video, and/or in-person interviews. Evaluate applicants and submit top candidates for hiring manager review. Schedule interviews with hiring managers and other stakeholders. Anticipate future talent needs and work to develop pools of passive candidates to fill vacancies
- Talent Advisory: Partner with hiring managers to identify recruitment needs and candidate “must haves” and draft job descriptions. Communicate with interview panels to ensure preparedness during the interview process. Partner with hiring managers to identify competency questions for interview consistency and quality. Work closely with business leaders to influence effective recruiting approaches and set realistic expectations on time to fill, compensation, candidate pool quality, and market feedback. Provide training and coaching to hiring managers and junior recruiting staff
- Candidate Experience: Manage candidate expectations and engage talent throughout the hiring process. Collaborate with human resources and business leaders to design the company’s hiring process, from application to hire. Communicate regularly with candidates. Perform research to evaluate the general needs and opinions of talent. Draft and utilize templates for TA communications, such as application received messages, knockout notices, interview requests, rejection emails, and offer letters
