Owner of recruiting outcomes, recruiting effectiveness, and placement success. Serves as a player-coach, recruiting subject matter expert, and strategic resource to support organizational growth and strengthen the Talent Acquisition function.

Reports to: CEO

Works Closely With

Talent Acquisition Team
Business Development Director
Account Managers
Support & Compliance Director
Business Operations Manager
People Operations Coordinator

Compensation & Benefits

Salary Starting at: $65,000 based on experience and performance
Generous paid time off and flexibility
Professional development and training opportunities
Supportive work environment that values work-life balance and long-term sustainability
Benefits package including health, PTO, and additional offerings

Position Overview

The Talent Acquisition Partner is responsible for strengthening and advancing the recruiting function by bringing recruiting expertise, strategic insight, and best practices to provider recruitment and placement efforts. This role serves as a senior recruiting resource and trusted partner to leadership, Account Managers, and the Talent Acquisition team while supporting organizational growth through effective recruiting strategies, candidate engagement, and placement success.

The Talent Acquisition Partner leads complex recruiting efforts, supports priority hiring initiatives, and helps identify opportunities to improve recruiting processes, candidate quality, and overall recruiting effectiveness. While this role does not have formal supervisory responsibilities, it provides guidance, coaching, and support to Talent Acquisition Specialists and serves as a subject matter expert for recruiting strategy, sourcing, candidate engagement, and placement success.

This role requires strong recruiting expertise, relationship-building skills, critical thinking, and a proactive approach to problem-solving. Success is measured by placement outcomes, recruiting effectiveness, candidate quality, pipeline health, process improvement, and the ability to elevate recruiting performance across the organization.

The Talent Acquisition Partner plays a critical role in helping Specialized attract, engage, and hire high-quality providers while supporting a scalable, effective, and high-touch recruiting function.

How We Work

We operate using structured systems and clear accountability. Each role has defined outcomes, and success is measured by execution, follow-through, and continuous improvement.

At the same time, we are committed to delivering a high-touch, white-glove experience for our providers, clients, and internal team. We move with urgency, communicate proactively, and take ownership to ensure every interaction is professional, responsive, and solution-oriented.

We value team members who

Take initiative and follow through without being asked
Communicate clearly and promptly
Pay attention to detail and take pride in their work
Go above expectations to create a smooth and positive experience for others

This is a fast-paced, team-oriented environment where systems matter—but how we show up for people matters just as much.

Supervisory Responsibilities

This role does not currently have formal supervisory responsibilities. However, the Talent Acquisition Partner serves as a senior recruiting resource and subject matter expert for the Talent Acquisition function.

The Talent Acquisition Partner provides guidance, support, coaching, and recruiting expertise to Talent Acquisition Specialists while promoting recruiting best practices, process consistency, and placement success. This role helps strengthen recruiting effectiveness by sharing knowledge, supporting challenging searches, identifying process improvements, and serving as a trusted resource for recruiting strategy and candidate engagement.

The Talent Acquisition Partner works closely with leadership to support recruiting goals, improve recruiting outcomes, and contribute to the continued development of the Talent Acquisition function.

Core Responsibilities

Strategic Recruiting & Talent Acquisition

Owns advanced recruiting efforts, sourcing strategies, and talent acquisition initiatives that support organizational growth and provider placement needs.

Lead recruiting efforts for priority, difficult-to-fill, and high-impact provider positions
Develop and implement recruiting strategies to improve candidate flow and placement success
Build and maintain strong talent pipelines across key provider disciplines
Identify market trends, recruiting challenges, and sourcing opportunities
Support organizational hiring goals through proactive recruiting planning and execution
Serve as a recruiting subject matter expert and resource to the organization

Candidate Quality & Placement Success

Owns candidate quality, recruiting effectiveness, and successful provider placement outcomes.

Conduct advanced candidate screening, assessment, and qualification activities
Ensure candidates align with company standards, client needs, and placement requirements
Support placement strategies for priority and complex recruiting needs
Partner with Account Managers to align recruiting efforts with client demand
Improve candidate quality and placement success through effective recruiting practices
Monitor recruiting outcomes and identify opportunities for improvement

Recruiting Process Improvement & Operational Excellence

Owns recruiting best practices, process improvement, system utilization, and operational consistency across the recruiting function.

Identify and implement recruiting process improvements
Promote consistency in recruiting workflows, documentation, and communication
Support effective utilization of Bullhorn and recruiting systems
Analyze recruiting activity, pipeline health, and placement trends
Recommend improvements that increase efficiency and recruiting effectiveness
Support the development of scalable recruiting processes and standards

Recruiting Team Support & Development

Owns recruiting knowledge sharing, coaching, and support for Talent Acquisition Specialists.

Provide guidance and support to Talent Acquisition Specialists on recruiting strategies and best practices
Assist with challenging searches, candidate engagement, and sourcing efforts
Share recruiting expertise, industry knowledge, and market insights
Support onboarding and development of new recruiting team members as needed
Promote accountability, collaboration, and continuous improvement within the recruiting function
Serve as a trusted resource for recruiting-related questions and challenges

Recruiting Partnerships & Organizational Growth

Owns collaboration with internal stakeholders to support hiring success, provider placement, and organizational growth.

Partner with Account Managers, the Director of Professional Services, and leadership to align recruiting efforts with business needs
Support workforce planning and provider pipeline development
Maintain strong relationships with candidates, providers, and industry contacts
Represent Specialized professionally through recruiting outreach, networking, and industry engagement
Identify opportunities to strengthen recruiting outcomes and provider acquisition efforts
Contribute to the long-term growth and success of the organization through effective talent acquisition strategies

What Success Looks Like

Priority and hard-to-fill positions are successfully filled with qualified providers who meet company standards, client needs, and placement expectations.
Recruiting strategies, sourcing efforts, and pipeline development activities consistently contribute to placement success and organizational growth.
Talent Acquisition Specialists receive guidance, support, and recruiting expertise that strengthens recruiting effectiveness, candidate quality, and team performance.
Recruiting processes, systems, and best practices are continuously improved to increase efficiency, consistency, and scalability.
Leadership has visibility into recruiting performance, pipeline health, recruiting challenges, and opportunities, allowing the organization to proactively meet provider staffing needs.
The recruiting function operates in a structured, consistent, and scalable way that supports long-term growth
Leadership has clear visibility into recruiting performance, pipeline health, and any risks or opportunities

Qualifications

Demonstrated success recruiting, sourcing, and placing candidates in staffing, healthcare, education, or other service-based industries.
Strong ability to develop recruiting strategies, solve hiring challenges, and build talent pipelines for difficult-to-fill positions
Proven experience building relationships and communicating effectively with candidates, providers, clients, and internal stakeholders.
Experience utilizing applicant tracking systems (ATS), CRM platforms, recruiting technology, and reporting tools to manage recruiting activity and outcomes.
Ability to operate independently while providing guidance, support, and expertise to others within the recruiting function.
Experience leading, mentoring, or supporting other recruiters is preferred
Strong organizational and time management skills, with the ability to manage multiple priorities and drive results in a fast-paced environment
Proven ability to operate independently, take ownership of outcomes, and drive performance without close supervision
Strong communication skills, with the ability to collaborate effectively with Account Managers, leadership, and internal teams to support hiring goals

Key Traits for Success

Strategic and solutions-oriented thinker who can identify recruiting challenges and develop effective approaches to improve outcomes.
Strong relationship-builder with the ability to establish trust and credibility with candidates, providers, internal teams, and leadership.
Collaborative team player who works effectively across departments and willingly shares knowledge, expertise, and best practices to support team success.
Highly organized and accountable with strong follow-through, attention to detail, and the ability to manage multiple priorities simultaneously.
Proactive, adaptable, and committed to continuous improvement, learning, and elevating recruiting effectiveness across the organization.Education and Experience Requirements

Qualifications

Bachelor’s degree in Business, Human Resources, Communications, or a related field preferred; equivalent work experience will be considered
4–7+ years of experience in recruiting, staffing, or talent acquisition roles, with increasing responsibility and demonstrated performance
Demonstrated success recruiting for professional, specialized, difficult-to-fill, or high-demand positions and building talent pipelines.
Experience utilizing ATS, CRM, sourcing platforms, recruiting technology, and data to drive recruiting performance and placement outcomes.
Professional certifications such as SHRM-CP, SHRM-SCP, AIRS, LinkedIn Recruiter Certification, Certified Personnel Consultant (CPC), Talent Acquisition Specialty Credential, or other recruiting, staffing, or human resources certifications are preferred.
Experience working within structured processes and systems, with the ability to improve workflows and drive efficiency
Proven ability to operate independently, make decisions, and take ownership of recruiting outcomes while collaborating effectively with leadership and internal teams

Position Type and Expected Hours of Work

W-2 employee
Full-time position
In-office role with expectations for consistent on-site presence
Standard office hours are Monday through Friday, typically between 8:00 a.m. and 4:30 p.m., with flexibility based on business needs and candidate availability
This role requires a high level of responsiveness and may include occasional outreach or communication outside of standard business hours to engage candidates effectively

Travel: Up to 20% travel may be required for conferences, events, and recruiting engagements

Work Environment

This role operates in a professional office environment and routinely uses standard office equipment such as computers, phones, printers, and filing systems.

Physical Demands

This is primarily a sedentary role; however, occasional lifting, bending, and movement may be required. Must be able to sit and work at a computer for extended periods.

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