Talent Acquisition Consultant
Posted
We're looking for a Talent Acquisition Consultant who is equal parts closer and builder. This role splits its time deliberately: 20–40% full-cycle recruiting on assigned openings, and the remainder architecting and running a front-of-funnel sourcing engine that feeds the entire recruiting team — not just their own reqs.
This is not a post-and-pray role. We're moving away from "publish a job ad and wait" toward proactive, always-on pipeline building. The person in this seat will own strategic sourcing, rebuild how we use referrals, and — critically — make sure every strong "silver medalist" candidate from a past search is remembered, tracked, and re-engaged the moment the right opening appears.
Full-Cycle Recruiting (20–40%)
- Manage a portfolio of open requisitions from intake through offer
- Act as a strategic partner to hiring managers — using Socratic questioning to surface the real, often unstated needs behind a role, not just the job description as written
- Advise leaders as a talent expert, comfortable pushing back or reframing a request when the data or your experience says something different
- Negotiate offers and terms with confidence, balancing candidate expectations against business constraints to close strong candidates
- Deliver a strong, low-friction candidate experience from first outreach to close
Strategic Sourcing & Pipeline Architecture (60–80%)
- Design and run proactive sourcing campaigns ahead of need, not in reaction to it
- Build and maintain a silver medalist system — a living pipeline of strong runner-up candidates from past searches, matched proactively to new openings as they open
- Redesign and energize our employee referral process to make it a real sourcing channel, not an afterthought
- Source candidates on behalf of other recruiters on the team, acting as an internal sourcing resource
- Use AI-assisted sourcing tools to move faster — while knowing exactly where human judgment needs to stay in the loop (candidate outreach tone, sensitive conversations, final match decisions)
- Build sourcing strategies across LinkedIn, social media, and other channels to reach passive candidates who aren't applying anywhere
- Pull, synthesize, and act on recruiting and workforce data — pipeline health, sourcing channel performance, time-to-fill — turning reports into clear recommendations, not just dashboards
Leadership Advisory
- Bring data-backed recommendations to leadership on sourcing strategy, market conditions, and hiring approach — comfortable being in the room with, and leading the thinking of, hiring leaders
- Use recruiting data to shape how leaders think about talent decisions, not just report on what already happened
What Success Looks Like
Performance in this role is measured primarily by sourcing output and quality — the strength and speed of the pipelines you build — and by the tone you set for the broader recruiting team's approach to proactive sourcing. This is a high-autonomy, high-visibility, high-reward seat for someone who wants ownership, not oversight.
- Proven experience as a dedicated sourcer or sourcing-focused recruiter — healthcare/aging care industry experience strongly preferred
- Track record of building sourcing pipelines and candidate databases from scratch, not just working inbound applicants
- Strong hands-on experience recruiting via LinkedIn and other social platforms
- Comfort using AI tools to speed up sourcing and outreach, paired with good judgment about when a human needs to step in
- High technical proficiency paired with equally strong human/interpersonal skills — this role lives at the intersection of both
- Skilled at pulling and synthesizing data into a clear story and a clear recommendation
- Strong negotiator, with experience closing offers and navigating competing stakeholder interests
- Executive presence — able to advise, challenge, and influence senior leaders as a credible talent expert
- Self-directed and independently motivated — you don't need a queue of tickets to know what to work on next
- Experience running or building a referral program is a strong plus
- Full-cycle recruiting experience, though this is secondary to sourcing expertise
- Competitive compensation
- Hybrid Work environment (you can be mostly remote after initial training)
- 6-weeks of vacation days per year (really!)
- Mission-based work with corporate-level resources (we are a not-for-profit organization)
- Low-ego, authentic, and kind leadership
- Health plan, dental, vision, etc.
- 403b retirement account (it's just like a 401k but in the nonprofit space)
You'll have real latitude to build something from the ground up: a sourcing function that changes how the whole team fills roles. If you're the kind of recruiter who gets more energy from building a pipeline than posting a job ad, this is built for you.