Talent Acquisition Specialist

Talent Acquisition Specialist

Our client is a US-based, family-owned group of six home improvement companies operating in several US markets, whose central People Operations team is building its recruiting function. Each company has its own general manager and its own hiring needs, from installers and crew leads to in-home sales consultants, project managers and office staff, with seasonal ramps, backfills and new locations along the way. The People Operations team needs one person who knows every open role, its priority, its timeline and who owns the decision.

This is a full-cycle seat. About 80% of the work is talent acquisition: building pipelines on Indeed and LinkedIn, interviewing and documenting candidates, extending offers, coordinating background checks and I-9/E-Verify, creating the employee record, getting day one ready and handing each new hire to Learning & Development. The other 20% is recruiting operations: following up so nothing stalls, regular status updates, hiring check-ins with the general managers, and helping build out the HRIS as the process takes shape.

It is a newer function, so plenty is still being built. It suits someone who does not wait to be asked, sees what is coming, acts ahead of it and closes the loop, and who would rather build a process alongside a leader than inherit a finished one.

Key Responsibilities

• Talent Acquisition: Sourcing to Learning & Development Handoff

• Build and maintain a candidate pipeline using Indeed, LinkedIn Recruiter/Premium, networking and job fairs.

• Conduct candidate interviews and evaluate fit for the open role.

• Document interview notes promptly in a centralized location.

• Extend the offer letter, and coordinate the background check and I-9/E-Verify.

• Create the employee record in the HRIS.

• Onboarding prep: confirm start date, schedule and systems access ahead of day one.

• Handoff to Learning & Development: move each new hire into orientation, compliance training and ongoing development.

• Offboarding: close the employee record in the HRIS and send the offboarding email.

• Sourcing & Filling the Gap

• When the pipeline runs thin for an open role, source directly through Indeed, LinkedIn Recruiter/Premium, networking and job fairs to fill the gap.

• Shift sourcing effort with open roles, seasonality and business need.

• Recruiting Operations: Keeping Hiring Moving Across the Portfolio

• Serve as the connection point between People Operations and the hiring leaders at each of the six companies; know every open role, its priority, its timeline and who owns the hiring decision.

• Anticipate needs: look ahead for seasonal ramps, backfills, new locations and upcoming departures, and line up postings, sourcing, interview slots and hiring manager availability before the need becomes urgent.

• Own the follow-up so nothing stalls: hiring manager feedback, interview decisions, offer approvals and new hire paperwork, escalating early when something is stuck.

• Provide consistent, regular status updates to the Sr. Director, People Operations and each company's leadership on open roles, candidate progress, upcoming start dates and anything that is stuck.

• Coordinate regular hiring check-ins with general managers and leaders, capture next steps and make sure they are closed out.

• Document interview notes and hiring manager feedback for every candidate, organized in one central place so hiring decisions are well documented and easy to reference.

• Help build out and support the HRIS as the recruiting process takes shape, support hiring managers in using it, and recommend improvements along the way.

Requirements

• Two or more years of full-cycle recruiting for US-based roles, from sourcing through offer and onboarding.

• Hands-on sourcing on Indeed and on LinkedIn ( Recruiter or Premium), including Boolean search and direct outreach.

• Experience coordinating US new-hire steps: offer letters, background checks, and Form I-9 / E-Verify or equivalent onboarding paperwork.

• Experience working in an HRIS or applicant tracking system: creating and updating records, not just viewing them.

• Clear, concise written English: status updates, hiring manager follow-ups and candidate messages that people act on.

• A follow-through habit you can describe: tracking open items until they are closed, without being reminded.

• Available to work US Mountain business hours, 8:00 AM – 5:00 PM US Mountain Time: about 11:00 PM – 8:00 AM Philippine time from November to mid-March, and 10:00 PM – 7:00 AM from mid-March to early November, when US daylight saving moves the schedule one hour earlier.

• Preferred Qualifications

• Experience supporting several hiring managers, locations or business units at the same time.

• Experience recruiting for home services, skilled trades or in-home sales roles (installers, crew leads, sales or design consultants, project managers).

• Experience helping set up or improve an HRIS or ATS: stages, fields, templates or reminders.

• Familiarity with US hiring rules that touch the recruiter's work: background-check notices, I-9 timing, criminal-history and pay-range posting rules that differ by state.

• Prior work directly for a US employer or client, communicating in writing across a time difference.

• Tools & Software

• Indeed (job posting, screener questions, sourcing) and LinkedIn Recruiter / Premium (Boolean search, InMail, projects).

• An HRIS / applicant tracking system for candidate records, interview notes, stages and employee records (training provided on the client's system).

• Microsoft Excel for requisition trackers, pipeline reports and hiring metrics: XLOOKUP, VLOOKUP, COUNTIFS and pivot tables.

• Email, calendar and video meetings for interviews and hiring check-ins, plus Microsoft Teams and OneDrive for day-to-day work with Remote Raven.

• What Makes You a Great Fit

• You notice that a hiring manager has gone quiet on day two, not day ten, and you have already changed how you are asking.

• Your status update leads with what is stuck, who owns it and by when, because that is what the reader needs.

• You can tell a passing remark in a hiring sync ("he is retiring in March") is work, and you start on it that week.

• You keep interview notes about the job and only the job, and you know why that matters.

• You would rather slow a hire down by a day than skip a background-check notice or an I-9 step.

Benefits

What We Offer

• Up to $6/hour
• 100% remote work
• Full-time role

We hire for the long haul, so a steady track record of staying and growing always moves you up our list.