Senior Technical Specialist, Talent Acquisition

Position Summary

The Senior Technical Specialist, Talent Acquisition plays a key role in advancing the organization’s workforce strategy by identifying, attracting, and securing highly qualified technical talent across critical business functions. This role partners closely with hiring leaders, Human Resources leadership, and Workforce Strategy & Total Rewards to design and execute targeted recruiting strategies that support both immediate hiring needs and long-term workforce planning initiatives.

This position is responsible for proactively sourcing and engaging technical professionals through strategic outreach, advanced sourcing techniques, recruitment marketing, and relationship-driven talent engagement. The Senior Technical Specialist serves as a trusted advisor to hiring managers by providing insights into talent market trends, candidate availability, and effective recruiting strategies.

Through strong stakeholder collaboration, proactive talent pipeline development, and data-informed recruiting practices, the Senior Technical Specialist strengthens the organization’s ability to compete for highly skilled technical talent and ensures a consistent, high-quality candidate experience that supports organizational growth.

Essential Functions and Duties

Technical Recruitment & Talent Acquisition:

• Manage the full recruitment lifecycle for technical and specialized roles including sourcing strategy development, candidate engagement, screening, interview coordination, and offer process facilitation.
• Partner with hiring managers and business leaders to define role requirements, technical competencies, and candidate profiles aligned with departmental workforce needs.
• Conduct structured candidate assessments to evaluate technical capability, professional experience, and alignment with organizational values.
• Provide consultative guidance to hiring managers on recruitment strategy, candidate evaluation, and interview practices.
• Maintain proactive communication with candidates throughout the recruitment lifecycle to ensure a professional and engaging candidate experience.
• Facilitate effective interview coordination and hiring decision processes with internal stakeholders.

Strategic Sourcing & Talent Pipeline Development:

• Develop and execute proactive sourcing strategies designed to identify and attract high-quality technical candidates.
• Utilize advanced sourcing tools including LinkedIn Recruiter, professional networks, industry forums, and specialized talent platforms to identify passive candidates.
• Conduct talent mapping activities to identify emerging talent pools and develop long-term candidate pipelines for critical technical roles.
• Build and maintain relationships with technical professionals to support both current and future hiring needs.
• Maintain organized candidate pipelines and sourcing documentation within the applicant tracking system to ensure visibility and reporting accuracy.

Recruitment Outreach & Employer Brand Engagement:

• Represent the organization at career fairs, technical networking events, university engagement programs, and industry conferences.
• Support employer branding initiatives that position the organization as an employer of choice within technical talent markets.
• Partner with Human Resources leadership to implement targeted outreach initiatives that attract diverse and highly qualified candidates.
• Assist in recruitment marketing initiatives including digital campaigns, social media outreach, and technical community engagement.
• Develop relationships with universities, technical training programs, and professional associations to expand recruiting channels.

Recruitment Operations & Process Excellence:

• Maintain accurate recruitment documentation and candidate data within the applicant tracking system and recruiting platforms.
• Monitor recruitment metrics including pipeline health, sourcing effectiveness, and hiring cycle timelines to support data-driven recruiting strategies.
• Ensure recruitment activities comply with company policies, federal and state employment regulations, and equal employment opportunity guidelines.
• Partner with Workforce Strategy & Total Rewards during the offer stage to support compensation alignment and offer preparation.
• Contribute to process improvement initiatives that enhance recruiting efficiency, candidate experience, and hiring outcomes.

Collaboration & Organizational Support:

• Maintain strong relationships with hiring managers and operational leaders to support workforce planning and talent acquisition initiatives.
• Provide insights on talent availability, hiring trends, and recruiting strategies that support effective hiring decisions.
• Partner with Human Resources leadership and other team members to ensure smooth transitions from candidate selection to onboarding.
• Communicate candidate pipeline activity, recruiting progress, and hiring timelines clearly with internal stakeholders.
• Support initiatives designed to strengthen organizational recruiting capabilities and talent acquisition effectiveness. 

General Responsibilities:

• Adheres specifically to all company policies and procedures, Federal and State regulations, and laws.
• Display dedication to position responsibilities and achieve assigned goals and objectives.
• Always represent the Company in a professional manner and appearance.
• Understand and internalize the Company’s purpose.
• Display loyalty to the Company and its organizational values.
• Display enthusiasm and dedication to learning how to be more effective on the job and share knowledge with others.
• Work effectively with co-workers, internal and external customers and others by sharing ideas in a constructive and positive manner; listen to and objectively consider ideas and suggestions from others; keep commitments; keep others informed of work progress, timetables, and issues; address problems and issues constructively to find mutually acceptable and practical business solutions; address others by name, title, or other respectful identifier, and respect the diversity of our work force in actions, words, and deeds.
• Comply with the policies and procedures stated in the Injury and Illness Prevention Program by always working in a safe manner and immediately reporting any injury, safety hazard, or program violation.
• Ensure conduct is consistent with all Compliance Program Policies and procedures when engaging in any activity on behalf of the company. Immediately report any concerns or violations.
• Other duties as assigned.

Education, Knowledge, Skills, and Experience 

Required Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field, or an equivalent combination of education and professional recruiting experience.

Preferred Education:

• Professional coursework or advanced training in talent acquisition strategy, recruitment marketing, workforce planning, or human resources management.

Required Knowledge:

• Recruitment lifecycle processes including strategic sourcing, candidate assessment, interview coordination, and hiring process management.
• Applicant tracking systems and recruiting technologies used to manage candidate pipelines and hiring workflows.
• Federal and state employment regulations and equal employment opportunity guidelines related to recruitment practices.
• Talent sourcing techniques used to identify and engage specialized and technical candidates.

Preferred Knowledge:

• Technical roles and skill requirements within engineering, information technology, supply chain technology, and operational technology environments.
• Recruitment marketing strategies and employer branding techniques used to attract competitive talent.
• Workforce analytics and recruiting metrics used to evaluate hiring effectiveness and pipeline development.

Required Experience:

• At least three (3) to five (5) years of professional recruiting or talent acquisition experience supporting technical, engineering, or specialized roles; or, in lieu of degree, at least five (5) years experience is required.
• Full lifecycle recruiting including candidate sourcing, candidate engagement, interview coordination, and offer process facilitation.
• Collaboration with hiring managers and cross-functional teams to develop recruitment strategies and support workforce planning initiatives.

Preferred Experience:

• Two (2) years technical recruiting experience supporting engineering, information technology, supply chain technology, or operational roles.
• Use of advanced sourcing platforms such as LinkedIn Recruiter or similar professional talent search technologies.
• Participation in recruitment outreach initiatives including technical career fairs, networking events, and university engagement programs.

Required Skills:

• Advanced candidate sourcing and relationship-building capabilities.
• Strong verbal and written communication skills used to engage candidates and advise hiring managers.
• Organizational and time-management skills supporting management of multiple recruitment processes simultaneously.
• Analytical thinking used to evaluate candidate qualifications and recruitment performance data.
• Professional judgment and discretion when managing confidential recruitment information
• Proficiency in HR and ATS systems, Microsoft Office applications including Excel, PowerPoint, and Word.

Preferred Skills:

• Talent pipeline development and passive candidate engagement strategies.
• Recruitment analytics and reporting used to evaluate sourcing effectiveness and hiring outcomes.
• Employer branding and recruitment marketing initiatives supporting candidate attraction.
• Presentation and networking skills used to represent the organization at recruitment events and industry engagements.
• Familiarity using Dayforce HCM for HR and ATS system.

Required Professional Certification:

• None.

Preferred Professional Certification:

• SHRM Certified Professional (SHRM-CP)
• Professional in Human Resources (PHR)
• Talent Acquisition Specialty certification or equivalent recruiting certification.

Physical requirements

Vision, hearing, speech, movements requiring the use of wrists, hands and/or fingers. Must have the ability to view a computer screen for prolonged periods and the ability to sit for extended periods. Must have the ability to work the hours and days required to complete the essential functions of the position, as scheduled.  Must have the ability to lift and maneuver items of at least 20 lbs. Must have the ability to travel occasionally. Working condition include normal office setting.