The Talent Acquisition Specialist (TAS) leads the talent acquisition process for all technical hires by sourcing, selecting, and hiring top technical talent. The TAS manages the full recruitment cycle, builds strong relationships with hiring managers, develops a pipeline of qualified candidates, and implements effective sourcing and selection strategies to meet the demands of the business.
Key Responsibilities:
- Full Cycle Recruiting & Pipeline Development – manages the end-to-end recruitment process for technical roles including sourcing, screening, interviewing, and hiring candidates. Builds and maintains a robust pipeline of potential candidates for current and future technical roles. Ensures compliance with all relevant laws, regulations, and company policies.
- Talent Sourcing – develops and implements innovative sourcing strategies to attract high-quality technical talent through passive and active channels.
- Employer Branding – promotes Greenbox as an employer of choice and uses effective recruiting strategies to position Greenbox competitively in the market.
- Candidate Experience – ensures a positive and engaging candidate experience throughout the talent acquisition process resulting in a high acceptance rate and positive feedback from candidates.
Education and Functional Experience
- Bachelor’s degree in Human Resources or related field with preference given to prior recruiting experience in the financial technology or lending industry.
- Minimum of 7 years of experience recruiting technical roles in the United States. Prior experience recruiting in Canada and India, a plus.
- Proficient in using various HRIS/ATS, recruiting sites, and selection tools required.
- Demonstrated ability to identify top talent and future potential.
Behavioral/Skill Requirements
- Demonstrated ability to analyze complex issues and use sound judgment to evaluate data, can easily draw conclusions, and make recommendations. Can easily explore alternative solutions, think creatively, and break down problems to understand their root causes.
- Demonstrated ability to learn from experience, can easily adapt to new situations, and apply lessons learned to achieve success.
- Demonstrated ability to acknowledge mistakes and seek feedback for self-improvement. Is open-minded and explores new ways to approach challenges.
- Prior experience setting goals and delivering quality outcomes. Takes ownership and shows a sense of urgency in reaching objectives, measuring progress, and persistently working to overcome obstacles.
- Demonstrated ability to navigate uncertainty and change, while remaining productive even in unclear situations. Maintains focus and composure even when under pressure. Can quickly shift priorities as needed and find ways to move forward without having all the answers.
- Demonstrated ability to prioritize and understand customer needs, both internal and external customers. Understands how one’s actions impact others and makes adjustments to align with team and organizational needs.
- Prior experience building and maintaining strong relationships with a wide range of people, demonstrating an understanding of social cues and adapting communication to different audiences. Balances assertiveness with diplomacy, fostering trust and cooperation.
Key Performance Indicators (KPIs)
- Time to offer – AVG days from job posting to offer accepted.
- Quality of Hire - Performance and retention within the first 6 to 12 months.
- Offer Acceptance Rate - % of offers accepted as compared to offers made.
- Interview to Offer Ratio – the ratio of candidates interviewed to those who receive job offers.
- Candidate and Hiring Manager Satisfaction – satisfaction rate of candidates and hiring managers with the overall talent acquisition process.