Verified Job
Recruiter / HR / Admin
Lead Talent Acquisition Consultant
Recruiter / HR / Admin
#705147
Remote / WFH
Job Description
Objective And Position Summary
The Lead Talent Acquisition Consultant serves as a strategic and technical advisor to the Talent Acquisition (TA) team and provides direct operational support to the Director of Talent Acquisition. This role blends advanced recruiting expertise with program management, systems administration, compliance, and process optimization. The Lead Consultant ensures recruiting operations run efficiently, consistently, and in alignment with organizational policies, service level agreements (SLAs), and compliance requirements.
This position functions as a subject‑matter expert (SME) across sourcing strategy, events, job architecture, ATS administration, reporting, and continuous improvement initiatives, while also stepping in to support meetings, special projects, and coverage needs across the TA function.
Supervisory Responsibilities
Directly supervise 4 recruiters, managing performance evaluations, technical support, and sourcing escalations. Responsible for selection and hiring of recruiting staff in partnership with Director.
SPECIALIZATIONS
Advanced Sourcing Leadership
• Serve as the Talent Acquisition subject‑matter expert for advanced sourcing strategies, including passive candidate identification and engagement.
• Design, test, and optimize sourcing methodologies across platforms such as LinkedIn, niche job boards, professional associations, and community networks.
• Partner with recruiters to support complex, high‑priority, or hard‑to‑fill searches through direct sourcing and strategic guidance.
• Develop in partnership with Director reusable sourcing playbooks, talent maps, and pipelines aligned to critical roles and long‑term workforce needs.
Sourcing Tools & Technology Optimization
• Evaluate, implement, and manage sourcing tools, platforms, and extensions to maximize recruiter effectiveness and ROI.
• Establish best practices for sourcing tool usage, Boolean search strings, tagging, and candidate enrichment within the ATS or CRM.
• Train and upskill recruiters on advanced sourcing techniques and platform capabilities.
Recruiting Marketing & Employer Branding
Recruitment Marketing Strategy
• Partner with internal marketing, communications, and stakeholders to develop and execute recruitment marketing strategies aligned to employer brand goals.
• Translate workforce and hiring needs into targeted campaigns by role, location, skill set, or demographic audience.
• Support campaign planning for high‑volume hiring, hard‑to‑fill roles, and strategic growth initiatives.
Job Advertising & Campaign Management
• Manage job advertising strategies, including paid and organic postings, to optimize visibility, candidate quality, and cost.
• Analyze job posting performance (clicks, applies, conversion rates) and make data‑driven recommendations for improvements.
• Standardize job posting language and branding to ensure consistency and compliance.
Candidate Experience & Content Enablement
• Partner with stakeholders to enhance content used throughout the candidate journey, including job postings, career site content, event materials, and communications.
• Ensure sourcing and marketing messages reflect the organization’s EVP, culture, and mission.
• Advise recruiters on outreach messaging and engagement strategies to improve response and conversion rates.
Primary Duties And Essential Functions
Strategic & Advisory Support
• Act as a trusted advisor and technical resource to the Director of Talent Strategy and recruitment team members.
• Support department‑wide initiatives, workforce planning efforts, and special projects as assigned.
• Participate in leadership meetings and provide meeting coverage when Director or TA leaders are unavailable.
• Analyze TA workflows and recommend process improvements to drive efficiency, candidate experience, and hiring outcomes.
Talent Sourcing & Events
• Partner with the Director and recruiters to develop and execute proactive sourcing strategies for hard‑to‑fill and high‑impact roles.
• Support and coordinate recruitment events (virtual and in‑person), job fairs, community outreach, and employer branding initiatives.
• Research sourcing trends, tools, and labor market data to inform recruiting strategies.
Job Description & Role Analysis
• Conduct job description reviews and analyses to ensure alignment with business needs, job architecture, compensation guidelines, and compliance requirements.
• Collaborate with HR partners and hiring leaders to standardize job descriptions and posting practices.
• Maintain job description templates and governance standards.
ATS Administration & Systems Support
• Serve as the primary administrator or advanced superuser for the Applicant Tracking System (ATS).
• Manage ATS configurations, workflows, permissions, templates, and integrations in partnership with HRIS and IT teams.
• Train recruiters, hiring managers, and support staff on ATS functionality and best practices.
• Troubleshoot system issues and escalating to vendors as needed.
Reporting, Compliance & Audit Support
• Produce, analyze, and present recruiting metrics, dashboards, and ad‑hoc reports for leadership and partners.
• Ensure recruiting practices, documentation, and systems align with compliance requirements (EEO, OFCCP, internal audits, and record retention).
• Support audit readiness and respond to data requests from internal or external stakeholders.
Policies, SOPs & SLAs
• Develop, document, and maintain Talent Acquisition policies, standard operating procedures (SOPs), and service level agreements (SLAs).
• Ensure consistent application of TA policies and procedures across teams.
• Review policies and SOPs regularly to ensure alignment with organizational goals and regulatory changes.
Operational Coverage & Continuous Improvement
• Provide operational coverage as needed for recruiter absences, high‑volume hiring periods, or urgent business needs.
• Monitor adherence to SLAs, workflows, and service standards; identify risks and recommend corrective actions.
• Support change management and continuous improvement initiatives across TA operations.
Minimum Qualifications And Competencies
Education/Background:
• High School Diploma/GED and 8 years of experience in Talent Acquisition, Sourcing, and Recruiting Operations, with increasing responsibility or
• Bachelor’s degree and 4 years of experience in Talent Acquisition, Sourcing, and Recruiting Operations, with increasing responsibility.
• 3 years supervisory experience.
• Demonstrated experience supporting or partnering with TA leadership.
• Experience building or supporting recruitment marketing campaigns or employer branding initiatives.
• Demonstrated expertise in passive sourcing for niche or competitive talent markets.
• Experience partnering with marketing or communications teams on talent attraction strategies.
• Familiarity with recruitment CRMs, programmatic advertising, or talent community platforms.
• Advanced working knowledge of applicant tracking systems and recruiting technologies.
• Strong analytical skills with experience in recruiting metrics, reporting, and compliance documentation.
• Excellent written and verbal communication skills, with the ability to influence and advise stakeholders.
Preferred
• Recruiting marketing certification
• Experience in a complex, high‑volume, or multi‑location recruiting environment.
• Experience in creating or managing policies, SOPs, and SLAs within Talent Acquisition.
• Familiarity with employment compliance and audit requirements.
• Project management or change management experience.
Other Requirements
• Experience and commitment to working with multiethnic, multicultural, low-income populations.
• Excellent attention to detail, analytical, and problem-solving skills.
• Demonstrated interpersonal and verbal and written communication skills.
• Proficient with Microsoft Office (Word, Excel, PowerPoint, Outlook, especially Microsoft teams).
• Proven supervisory and effective leadership skills.
• Excellent documentation and clinical skills.
• Proven ability to follow-up and meet deadlines.
• Excellent initiative, flexibility, and stress-management in handling the demands of leadership.
• Ability to multi-task, prioritize, and delegate in order to balance the many responsibilities, and address the various issues, that a leader faces during the workday.
The Lead Talent Acquisition Consultant serves as a strategic and technical advisor to the Talent Acquisition (TA) team and provides direct operational support to the Director of Talent Acquisition. This role blends advanced recruiting expertise with program management, systems administration, compliance, and process optimization. The Lead Consultant ensures recruiting operations run efficiently, consistently, and in alignment with organizational policies, service level agreements (SLAs), and compliance requirements.
This position functions as a subject‑matter expert (SME) across sourcing strategy, events, job architecture, ATS administration, reporting, and continuous improvement initiatives, while also stepping in to support meetings, special projects, and coverage needs across the TA function.
Supervisory Responsibilities
Directly supervise 4 recruiters, managing performance evaluations, technical support, and sourcing escalations. Responsible for selection and hiring of recruiting staff in partnership with Director.
SPECIALIZATIONS
Advanced Sourcing Leadership
• Serve as the Talent Acquisition subject‑matter expert for advanced sourcing strategies, including passive candidate identification and engagement.
• Design, test, and optimize sourcing methodologies across platforms such as LinkedIn, niche job boards, professional associations, and community networks.
• Partner with recruiters to support complex, high‑priority, or hard‑to‑fill searches through direct sourcing and strategic guidance.
• Develop in partnership with Director reusable sourcing playbooks, talent maps, and pipelines aligned to critical roles and long‑term workforce needs.
Sourcing Tools & Technology Optimization
• Evaluate, implement, and manage sourcing tools, platforms, and extensions to maximize recruiter effectiveness and ROI.
• Establish best practices for sourcing tool usage, Boolean search strings, tagging, and candidate enrichment within the ATS or CRM.
• Train and upskill recruiters on advanced sourcing techniques and platform capabilities.
Recruiting Marketing & Employer Branding
Recruitment Marketing Strategy
• Partner with internal marketing, communications, and stakeholders to develop and execute recruitment marketing strategies aligned to employer brand goals.
• Translate workforce and hiring needs into targeted campaigns by role, location, skill set, or demographic audience.
• Support campaign planning for high‑volume hiring, hard‑to‑fill roles, and strategic growth initiatives.
Job Advertising & Campaign Management
• Manage job advertising strategies, including paid and organic postings, to optimize visibility, candidate quality, and cost.
• Analyze job posting performance (clicks, applies, conversion rates) and make data‑driven recommendations for improvements.
• Standardize job posting language and branding to ensure consistency and compliance.
Candidate Experience & Content Enablement
• Partner with stakeholders to enhance content used throughout the candidate journey, including job postings, career site content, event materials, and communications.
• Ensure sourcing and marketing messages reflect the organization’s EVP, culture, and mission.
• Advise recruiters on outreach messaging and engagement strategies to improve response and conversion rates.
Primary Duties And Essential Functions
Strategic & Advisory Support
• Act as a trusted advisor and technical resource to the Director of Talent Strategy and recruitment team members.
• Support department‑wide initiatives, workforce planning efforts, and special projects as assigned.
• Participate in leadership meetings and provide meeting coverage when Director or TA leaders are unavailable.
• Analyze TA workflows and recommend process improvements to drive efficiency, candidate experience, and hiring outcomes.
Talent Sourcing & Events
• Partner with the Director and recruiters to develop and execute proactive sourcing strategies for hard‑to‑fill and high‑impact roles.
• Support and coordinate recruitment events (virtual and in‑person), job fairs, community outreach, and employer branding initiatives.
• Research sourcing trends, tools, and labor market data to inform recruiting strategies.
Job Description & Role Analysis
• Conduct job description reviews and analyses to ensure alignment with business needs, job architecture, compensation guidelines, and compliance requirements.
• Collaborate with HR partners and hiring leaders to standardize job descriptions and posting practices.
• Maintain job description templates and governance standards.
ATS Administration & Systems Support
• Serve as the primary administrator or advanced superuser for the Applicant Tracking System (ATS).
• Manage ATS configurations, workflows, permissions, templates, and integrations in partnership with HRIS and IT teams.
• Train recruiters, hiring managers, and support staff on ATS functionality and best practices.
• Troubleshoot system issues and escalating to vendors as needed.
Reporting, Compliance & Audit Support
• Produce, analyze, and present recruiting metrics, dashboards, and ad‑hoc reports for leadership and partners.
• Ensure recruiting practices, documentation, and systems align with compliance requirements (EEO, OFCCP, internal audits, and record retention).
• Support audit readiness and respond to data requests from internal or external stakeholders.
Policies, SOPs & SLAs
• Develop, document, and maintain Talent Acquisition policies, standard operating procedures (SOPs), and service level agreements (SLAs).
• Ensure consistent application of TA policies and procedures across teams.
• Review policies and SOPs regularly to ensure alignment with organizational goals and regulatory changes.
Operational Coverage & Continuous Improvement
• Provide operational coverage as needed for recruiter absences, high‑volume hiring periods, or urgent business needs.
• Monitor adherence to SLAs, workflows, and service standards; identify risks and recommend corrective actions.
• Support change management and continuous improvement initiatives across TA operations.
Minimum Qualifications And Competencies
Education/Background:
• High School Diploma/GED and 8 years of experience in Talent Acquisition, Sourcing, and Recruiting Operations, with increasing responsibility or
• Bachelor’s degree and 4 years of experience in Talent Acquisition, Sourcing, and Recruiting Operations, with increasing responsibility.
• 3 years supervisory experience.
• Demonstrated experience supporting or partnering with TA leadership.
• Experience building or supporting recruitment marketing campaigns or employer branding initiatives.
• Demonstrated expertise in passive sourcing for niche or competitive talent markets.
• Experience partnering with marketing or communications teams on talent attraction strategies.
• Familiarity with recruitment CRMs, programmatic advertising, or talent community platforms.
• Advanced working knowledge of applicant tracking systems and recruiting technologies.
• Strong analytical skills with experience in recruiting metrics, reporting, and compliance documentation.
• Excellent written and verbal communication skills, with the ability to influence and advise stakeholders.
Preferred
• Recruiting marketing certification
• Experience in a complex, high‑volume, or multi‑location recruiting environment.
• Experience in creating or managing policies, SOPs, and SLAs within Talent Acquisition.
• Familiarity with employment compliance and audit requirements.
• Project management or change management experience.
Other Requirements
• Experience and commitment to working with multiethnic, multicultural, low-income populations.
• Excellent attention to detail, analytical, and problem-solving skills.
• Demonstrated interpersonal and verbal and written communication skills.
• Proficient with Microsoft Office (Word, Excel, PowerPoint, Outlook, especially Microsoft teams).
• Proven supervisory and effective leadership skills.
• Excellent documentation and clinical skills.
• Proven ability to follow-up and meet deadlines.
• Excellent initiative, flexibility, and stress-management in handling the demands of leadership.
• Ability to multi-task, prioritize, and delegate in order to balance the many responsibilities, and address the various issues, that a leader faces during the workday.
