Specialist Recruiter, Early-in-Profession

Stakeholder/ Client Engagement Uses data to educate and influence hiring managers on talent acquisition strategy and linking this data to filling the roles. Interprets client's business and the industry landscape and/or university talent pools to influence the client to adopt optimal staffing solutions. Understands factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to strategize, implement, and execute end-to-end hiring plan aligned to the needs of the business group. Consults a business area on talent needs and opportunities and pushes for the acceptance of differentiated and alternative types of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that may not be typically considered. Maintains current documentation/information on candidates'

qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Captures relevant data in recruiting platform and leverages data to inform meaningful insights. Uses subject matter expertise on applying internal and external staffing policies, standards, and/or regulations throughout the entire staffing lifecycle to educate clients, stakeholders, and other staffers on policy, system, and process issues. Identifies opportunities to optimize policies, systems, and processes. Develops sourcing strategy using market and channel insights. Develops multi-channel strategies to contribute to differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting). Executes initial screening and assessing of candidates. Bachelor's Degree AND well experienced in talent acquisition (e.g recruiting, sourcing, campus hiring). OR equivalent experience. Strong critical thinking, judgment capability and communications skills, with the ability to engage and consult in strategic hiring discussions. Proficient with a data-driven approach to recruiting, using talent insights, market intelligence, hiring data and competitor analysis to drive impactful hiring outcomes. Full-cycle experience in engineering or technical recruitment, with deep understanding on different technology stacks. Experience in university recruiting or volume hiring for early-in-career talents. Strong planning, university relations, program and event management skills is a plus.