Talent Acquisition Specialist

<p>Talent Acquisition (80%): Sourcing to Learning & Development Handoff </p><p>Build and maintain a candidate pipeline (Indeed, LinkedIn Recruiter/Premium, networking, job fairs). </p><p>Conduct candidate interviews and evaluate fit for the open role. Document interview notes promptly in a centralized location. </p><p>Extend the offer letter; coordinate background check and I-9/E-Verify. Create employee record in HRIS </p><p>Onboarding Prep. Confirm start date, schedule, and systems access ahead of day one. </p><p>Handoff to L&D. New hire transitions to Learning & Development for orientation, compliance training, and ongoing development. </p><p>Offboarding.

Close employee record in HRIS, send offboarding email </p><p>Sourcing & Filling the Gap </p><p>When the candidate pipeline runs thin for an open role, use sourcing (Indeed, LinkedIn Recruiter/Premium, networking, job fairs) to fill the gap. Sourcing effort will shift based on open roles, seasonality, and business need. </p><p>Recruiting Operations (20%): Keeping Hiring Moving Across the Portfolio </p><p>This is the operational side of recruiting: the coordination, follow-up, and communication that keep hiring moving across all six portfolio entities. The Talent Acquisition Specialist is the link between People Operations and each entity's hiring leaders, making sure every open role has a clear owner, a next step, and a date. </p><p></p><p>Focus Area. What It Looks Like.

</p><p>Portfolio Liaison </p><p>Serve as the connection point between People Operations and the hiring leaders at each of D5's six portfolio entities. Know every open role, its priority, its timeline, and who owns the hiring decision. </p><p>Anticipate Needs </p><p>Look ahead for each entity: seasonal ramps, backfills, new locations, and upcoming departures. Line up postings, sourcing, interview slots, and hiring manager availability before the need becomes urgent. </p><p>Follow-Up & Momentum </p><p>Own the follow-up so nothing stalls. Follow up promptly on hiring manager feedback, interview decisions, offer approvals, and new hire paperwork, and escalate early when something is stuck. </p><p>Status Updates </p><p>Provide consistent, regular status updates to the Sr.

Director, People Operations and each entity's leadership on open roles, candidate progress, upcoming start dates, and anything that's stuck. </p><p>Hiring Syncs </p><p>Coordinate regular hiring check-ins with GMs and entity leaders, capture next steps, and make sure they get closed out. </p><p>Interview Documentation </p><p>Document interview notes and hiring manager feedback for every candidate and keep them organized in a centralized location, so hiring decisions are well documented and easy to reference. </p><p>HRIS Support </p><p>Help build out and support the HRIS as our recruiting process takes shape, with the goal of streamlining how candidates, notes, and communication are managed. Support hiring managers in using it and recommend improvements along the way. </p><p>How This Role Operates </p><p>This role calls for phenomenal proactive and anticipatory follow-through.

Don't wait to be asked: see what's coming, act ahead of it, and close the loop. Hiring leaders at every entity should always know where their roles stand, and the Sr. Director, People Operations should never be surprised by a stalled requisition, a missed follow-up, or a delayed start date. </p><p>Consistency matters as much as speed: predictable updates, follow-ups without reminders, and open items tracked until resolved. </p><p>Building Alongside Us </p><p>This is a newer function, and many recruiting processes and tools are still being built. This role fits someone open to joining a new team, comfortable with ambiguity, and excited to build alongside the Sr. Director, People Operations, bringing ideas and helping shape how recruiting works as we grow. </p>