Talent Acquisition Coordinator

Job Summary

This role is responsible for driving full-cycle recruiting efforts with a strong emphasis on proactive sourcing and pipeline development for high-volume and hard-to-fill roles, including Direct Support, Clinical, and Community-Based roles i.e. respite workers, DSPs, . The position requires a strategic and execution-focused recruiter who can build talent pipelines, partner effectively with hiring managers, and utilize recruiting systems to optimize hiring outcomes while maintaining a high-quality candidate experience.

Tasks, Duties, and Responsibilities

Candidate Sourcing & Pipeline Development

• Proactively source candidates through job boards, networking platforms, community partnerships, and direct outreach
• Build and maintain active candidate pipelines for high-volume and hard-to-fill roles
• Develop and execute sourcing strategies to increase applicant flow and improve candidate quality
• Utilize creative sourcing techniques beyond traditional job postings to attract passive candidates

Job Posting & Talent Attraction

• Post and manage job openings across job boards, professional networks, and recruiting platforms
• Partner with Marketing to enhance employer branding and recruitment campaigns
• Track and analyze job posting performance; adjust strategies to improve reach, engagement, and conversion

Full-Cycle Recruiting Execution

• Manage the full recruitment lifecycle including sourcing, screening, interviewing, and offer coordination
• Screen resumes, conduct initial candidate assessments, and coordinate interview processes
• Support offer process and negotiations while balancing candidate expectations with internal compensation structures - Ensure a smooth and efficient onboarding handoff to appropriate teams

Candidate Engagement

• Serve as the primary point of contact for candidates throughout the recruiting process
• Maintain consistent, timely, and professional communication to ensure a strong candidate experience
• Build relationships with candidates to support both immediate hiring needs and future pipeline development

Hiring Manager Partnership

• Collaborate with hiring managers to understand staffing needs, role requirements, and hiring timelines
• Provide visibility into pipeline status, sourcing effectiveness, and recruiting challenges
• Partner with leaders to adjust strategies based on hiring demand and workforce needs

Internal Talent & Mobility

• Support internal candidate pipelines and promote internal mobility opportunities
• Partner with leaders to identify and develop internal talent pools

Recruiting Analytics & Reporting

• Track and analyze recruiting metrics including pipeline health, source effectiveness, applicant flow, and time-to-fill
• Provide data-driven insights and recommendations to improve recruiting outcomes
• Deliver regular reporting on recruiting performance using system dashboards

Recruiting Systems & Process Management

• Utilize UKG Pro Recruiting to manage candidate flow and pipeline activity
• Ensure accuracy and consistency in candidate stages, dispositions, and data tracking
• Maintain clean and compliant candidate records within the ATS
• Identify opportunities to improve and optimize recruiting workflows and processes within UKG
• Partner cross-functionally with Payroll and internal stakeholders to ensure positions are properly created and aligned