Talent Acquisition Specialist – Key Accounts

September 28, 2026
Louisville, KY, US

Benefits Link

Click here for more benefits information

or copy this link: https://go-internal.hcsgcorp.com/l/1036773/2025-07-02/5xbpsq/1036773/17514637576MrQym5A/Employee_Benefits_for_Job_Descriptions__7_.pdf

*Not available in AR.

Responsibilities

Role: Talent Acquisition Specialist – Key Accounts

Location: Kentucky, Indiana, Northern Arkansas, Eastern NC (must reside in one of these areas)

Department: Recruiting/ Operations

Report To: Senior Director of Operations (Key Account)

Schedule: Remote

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Position Summary

The Talent Acquisition Specialist– Key Accounts manages the recruiting strategy, execution, and overall hiring outcomes for an assigned portfolio of Healthcare Services Group’s key client accounts. This role combines hands-on recruiting expertise with responsibility for developing and executing recruiting strategies, processes, and initiatives that address critical staffing needs and improve hiring outcomes.

This position partners closely with Talent Acquisition leadership, Divisional Staffing Coordinators, and Operations leaders to understand workforce needs, identify recruiting challenges, and implement solutions across key account client locations.

Essential Functions

Talent Acquisition & Strategic Recruiting

  • Lead and execute recruiting strategy and provide direct recruiting support to drive successful hiring outcomes across assigned key client accounts.
  • Partner with the Director of Acquisition and Operations Leadership to develop and execute targeted sourcing strategies for difficult-to-fill positions using direct sourcing, talent pipelines, job boards, social media, professional networks, referrals, hiring events, and other creative sourcing channels.
  • Translate talent acquisition strategy into scalable playbooks, and solutions that can be consistently executed across client locations.
  • Monitor job postings to ensure optimal candidate flow and manage recruitment budgets effectively. Address severe staffing challenges to generate an adequate candidate pipeline.
  • Build proactive talent pipelines for recurring, high-volume, and critical dining and environmental services positions
  • Monitor candidate and requisition activity within iCIMS
  • Research, register and travel to targeted hiring events, job fairs, and other HCSG initiatives designed to address staffing needs. Conduct onsite interviews to support urgent and difficult-to-fill staffing needs.
  • Partner with Marketing and other internal stakeholders on recruitment marketing, targeted campaigns, employment branding, and candidate-facing materials.
  • Build and maintain relationships with key client stakeholders, as needed, to understand staffing priorities and communicate recruiting plans, strategies, and actions being taken to address hiring needs.

Recruiting Technology & Process Improvement

  • Support recruiting technology initiatives, including applicant tracking system enhancements, automation, AI-enabled recruiting tools, candidate screening solutions, and sourcing platforms.
  • Develop relationships with existing external recruiting resources, including job boards, programmatic advertising providers, sourcing platforms, and recruitment technology providers to achieve the better results.

Implementation, Training & Field Adoption

  • Lead implementation and adoption of new recruiting programs, processes, technologies, and initiatives within the operations team across assigned key accounts.
  • Assist with process documentation, interview guides, and training resources that promote consistency and effective execution.
  • Provide recruiting and interviewing training for hiring managers and Operations leaders, with emphasis on candidate assessment, selection, follow-up, and recruiting process expectations.
  • Monitor adoption, gather field feedback, identify barriers, and adjust recruiting strategies and processes as needed.
  • Serve as a subject matter resource to operational leaders on recruiting processes, sourcing strategies, technology, and hiring best practices.

Analytics, Performance & Recruiting Effectiveness

  • Monitor recruiting performance across assigned key accounts using established recruiting metrics and service expectations.
  • Analyze requisition volume, applicant flow, candidate conversion, sourcing effectiveness, time-to-fill, aging requisitions, hiring activity, and recruitment advertising performance.
  • Identify locations, positions, or markets where hiring performance is falling behind expectations and develop corrective recruiting strategies.
  • Evaluate sourcing channels and recruitment advertising performance to determine where recruiting investments are producing the strongest results.
  • Develop reports and leadership updates that communicate hiring trends, account performance, risks, and recommended actions.
  • Develop and maintain recruiting reports and provide ad hoc client updates, as needed, to communicate hiring progress, key challenges, and recruiting results.

Qualifications

Education & Experience

  • Bachelor’s degree in Human Resources, Business Administration, Marketing, or a related field preferred; equivalent relevant experience will be considered.
  • Five to seven years of progressive talent acquisition experience, including full-cycle recruiting and responsibility for recruiting strategy, projects, or process improvement in many different environments (metro, rural, etc.)
  • Demonstrated experience recruiting both salaried/professional and high-volume frontline or hourly positions.
  • Proven ability to develop sourcing strategies for difficult-to-fill positions and identify and engage passive talent beyond traditional job-posting methods.
  • Experience supporting a geographically dispersed, multi-location organization strongly preferred.
  • Experience with recruitment marketing, programmatic advertising, sourcing platforms, job boards, and recruiting technology preferred.
  • Experience within healthcare services, hospitality, food service, environmental services, facilities management, or another high-volume service organization is a plus.

Knowledge & Skills requirements

  • Strong understanding of applicant tracking systems and recruiting technologies; iCIMS experience strongly preferred.
  • Ability to leverage emerging recruiting technologies, automation, and AI-enabled tools to improve hiring effectiveness.
  • Working knowledge of recruitment marketing and job board economics, including applicant volume, source effectiveness, cost per applicant, and return on recruiting investment.
  • Strong analytical and problem-solving skills with the ability to interpret recruiting data and translate findings into actionable strategies.
  • Ability to manage multiple priorities and move effectively between strategic initiatives and immediate operational recruiting needs.
  • Ability to build relationships, influence stakeholders, and drive accountability across teams without direct reporting authority.
  • Excellent written, verbal, presentation, and organizational skills with the judgment and independence necessary to operate in a fast-paced environment.

Travel

  • 35% Travel may be required to support key client accounts, recruiting initiatives, hiring events, field operations, training, and program implementations.

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Scope & Key Partnerships

The Talent Acquisition Lead – Key Accounts operates with a high degree of independence and is accountable for the recruiting strategy and hiring effectiveness of assigned key client accounts. The role is expected to proactively identify staffing challenges, develop solutions, coordinate recruiting resources, and use data, market intelligence, and field feedback to adjust strategy and improve results.

Success requires strong collaboration with the Director of Talent Acquisition, Divisional Staffing Coordinators, recruiters, iCIMS/Talent Acquisition Systems Administration, Divisional and Regional Operations leadership, Human Resources, Marketing, Accounting, and external recruiting and technology resources.

Measures of Success

Success in this role will be demonstrated through improved hiring results across assigned key accounts; increased qualified candidate flow; reduction in aging and difficult-to-fill requisitions; improved sourcing and recruitment advertising effectiveness; stronger hiring manager engagement; successful adoption of recruiting programs and technologies; and the development of scalable solutions that strengthen HCSG’s overall talent acquisition capability.

Ideal candidate

The ideal candidate is a strong recruiter and strategic problem solver who enjoys finding talent, tackling complex hiring challenges, improving processes, leveraging technology and data, and translating strategy into practical solutions that deliver results.

EEO Statement

HCSG is proud to be an equal opportunity employer committed to all employees and applicants regardless of race, color, religion, sex, national origin, age, disability, genetics, ethnicity, pregnancy status, gender identity, sexual orientation, marital status, political opinions, or affiliations, veteran status, or other legally protected classes. HCSG also complies with applicable state and local laws and federal law requirements that govern nondiscrimination in every location where we operate.

HCSG is committed to fostering and supporting a vibrant company culture that encourages employees to bring their authentic and best selves to serve our resident and client communities. We believe all employees, regardless of position, age, race, religion, beliefs, socioeconomic background, or gender, should work in an environment where they are safe, respected, and treated fairly, with their viewpoints, thoughts, and ideas encouraged and embraced.