Talent Acquisition Specialist

GENERAL DESCRIPTION OF THE POSITION:

The Talent Acquisition Specialist recruits across every position the organization, hires for — high-volume behavioral health technicians (BHT) and case manager roles, clinical and licensed positions, and, with growing responsibility over time, program or department leadership searches. This role works alongside another recruiter in the department, sharing the full recruiting workload rather than being siloed to one role type; together, the team covers the organization's complete hiring needs. The talent acquisition specialist is a versatile, highly efficient full-cycle recruiter with strong high-volume and clinical/licensed recruiting experience, who is eager to build leadership-search skills and works well in a small, collaborative team. Executive-level and Director searches are led by the HR Director, with this role providing full search support and growing into greater ownership over time.

ESSENTIAL FUNCTIONS:

1. Recruiting and Talent Acquisition

• Source, screen, and interview candidates to assess their qualifications and fit for various roles within the organization.
• Manage requisitions from intake through offer across direct support (DSP), case manager, clinical/licensed roles, and program or department leadership (up through Director-level), including sourcing, pre-screening, and pipeline management for each.
• Build and maintain a pipeline of therapists, clinicians, and other licensed staff, including relationships with graduate programs and associate-level (AMFT/ACSW/APCC) candidates seeking supervised hours.
• Coordinate interview logistics between candidates and hiring managers/program leadership, minimizing delays and no-shows.

2. Candidate Engagement

• Maintain timely, professional communication with candidates throughout the process; represent the organization's mission and culture well at every level.

3. Employer Branding

• Support employer-branding efforts such as job postings, career fairs, and community outreach as needed.
• Contribute to the development and execution of employer branding initiatives to attract top talent.

4. Team Collaboration

• Track requisition status, time-to-fill, and source effectiveness by role type; report progress to the HR Director.
• Maintain accurate, up-to-date records in the ATS/HRIS; help administer recruiting automation and scheduling tools as they are adopted.
• Communicate regularly with the other recruiter to balance workload, avoid duplicated effort, and ensure no requisition stalls; escalate genuine capacity conflicts to the HR Director.
• Partner with the other recruiter on the team to divide and cover the organization's full requisition load, flexing to cover any position type as hiring needs shift.

5. Onboarding Support

• Partner closely with the Onboarding & Training Coordinator and program/department leadership to ensure a smooth handoff from offer to Day 1 at every level.

ADDITIONAL FUNCTIONS:

1. Performs other duties as may be assigned.

2. Follows and supports TPEG policies and procedures.

3. Works collaboratively and cooperatively with internal and external partners.

4. Represents TPEG, Inc., by embodying the mission, vision and values of the organization.

5. Travels occasionally during the workday and on occasional overnight stay. (Compensation for mileage, food and lodging provided.)

6. Maintains regular attendance at work and company activities and demonstrates punctuality regarding deadlines.

7. Displays creativity and vision in recommending new tactics and strategies.

8. Expands and updates job knowledge through educational opportunities and professional learning.

The description of job functions reflects general details as necessary to describe the principal duties, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise to balance the workload. Employees who hold this position may be asked to perform other duties as assigned.

MINIMUM QUALIFICATIONS:

1. EDUCATION: Bachelor’s Degree in Human Resources, Business Administration, or a related field.

2. LICENSURE: n/a

3. RELATED EXPERIENCE: Minimum 3–5 years of full-cycle recruiting experience, including demonstrated success recruiting for both high-volume and clinical/licensed roles.

4. OTHER EXPERIENCE / SKILLS REQUIRED: Excellent organizational and prioritization skills; able to manage many concurrent requisitions across different role types without dropping urgent items.

• Proficiency with applicant tracking systems and scheduling tools; ability to quickly learn new recruiting technology.

• Experience working with culturally diverse individuals and communities or have otherwise demonstrated a commitment to strengthening engagement of a diverse community and skill in communicating with diverse populations.

• Familiarity with equity and/or diversity initiatives within an organization.

• Written and oral communication skills sufficient to perform essential functions.

• Demonstrated ability to make decisions independently and use initiative to accomplish complex assignments with general instruction and guidance.

• Demonstrated ability to exercise judgment and integrity on the job with confidentiality, tact, and diplomacy.

• Demonstrated ability to organize time and other resources to perform multiple tasks.

• Demonstrated ability to complete work accurately and in a timely manner with attention to detail.

• Demonstrated ability to work well with others and to provide effective team leadership.

• Proficiency in word processing and database and/or spreadsheet applications.

• Physical and mental attributes sufficient to perform essential functions.

• Demonstrated ability to recognize merit, excellence and intelligence in staff and potential employees.

• Valid Driver's License

PREFERRED QUALIFICATIONS:

1. Proficient in English Language

2. Proficient communicator

WORKING CONDITIONS:

1. Work settings vary from offices, program sites, and stakeholder locations

2. Travel modes can include the use of company or personal transportation