1,226 Candidate Selection jobs in the United States

Objectives of this role: Great people build great products. CHAI needs more great people. Repeat our sourcing process to reach demanding goals. Run hiring processes, references, etc. Why should you apply? You will be pushed and challenged to perform at your best. You will be given the responsibility and autonomy to reach ambitious goals. Under-performers are fired in their first 3 months. People who demonstrate growth and a good trajectory are treasured and cultivated. You can expect excellent growth and advancement opportunities. You will: Be highly goal-oriented. Be experienced in hiring great engineers. Enjoy working in a fast-paced environment. Be self-reflective and constantly prioritize self-growth. #J-18808-Ljbffr

Desde Acento, nos encontramos en la búsqueda de un Talent Acquisition para formar parte de nuestro equipo, con la responsabilidad de atraer y seleccionar a los mejores perfiles para cada posición, generando una experiencia positiva tanto para el cliente como para el candidato. Responsabilidades: Comprender la necesidad de los clientes. Asesorar y acompañar a los clientes. Activar y ejecutar el proceso de selección en los tiempos y formas acordados según procedimiento. Realizar el seguimiento del proceso para garantizar su eficacia y culminación. Conocimientos técnicos: Inbound Recruiting, Head Hunting, entre otros. Dominio de Redes Sociales para difusión de avisos. Excelente manejo informático. Conocimiento y experiencia en confección de informes y reportes. Al menos 2 años de experiencia en procesos de selección de perfiles profesionales y mandos medios en empresas o consultoras. Estudiantes o profesionales de Licenciatura en Psicología, preferentemente. Habilidades blandas: Inteligencia emocional Habilidades comunicacionales Orientación al servicio Toma de decisiones Organización y método Ejecutividad y dinamismo La posición es 100% Homeoffice, con modalidad de contratación freelance. ¡Si estás buscando un desafío emocionante y tienes las habilidades y experiencia requeridas, te invitamos a sumarte a nuestro equipo! No dudes en postularte. About Acento Recursos Humanos Un equipo de profesionales con trayectoria en la gestión integral del talento en empresas y organizaciones. Todos en Acento hemos ocupado diferentes roles en recursos humanos, tanto interna como externamente, lo que nos permite ofrecer una visión global en nuestros diseños e intervenciones. Creemos firmemente que los resultados de excelencia se logran siendo socios estratégicos de los equipos directivos y responsables de recursos humanos. Compartir valores y códigos con nuestros clientes es fundamental para construir relaciones sólidas y duraderas. Nuestro compromiso con la calidad de vida en las empresas y nuestra búsqueda constante de reflexión, análisis y transformación nos motivan a trabajar cada día con nuestros clientes. #J-18808-Ljbffr

Apply now Job no: 549988 Work type: Management (MPP) Location: Pomona Categories: MPP, At-Will, Full Time, Human Resources, On-site (work in-person at business location) Type of Appointment: Full Time, At-Will Job Classification: Administrator II Anticipated Hiring Range: $5,053 - $,333 per month Work Schedule: Monday - Friday 8:00am - 5:00pm THE DEPARTMENT: The Talent Acquisition Department is dedicated to recruiting, sourcing, and onboarding a highly qualified and diverse workforce aligned with the institution’s mission, values, and strategic priorities. The department partners with campus stakeholders to develop and implement effective talent strategies that promote inclusive excellence, workforce planning, and organizational growth. DUTIES AND RESPONSIBILITIES: Talent Strategy and Execution Develops and implements recruitment strategies to attract and retain top talent for staff and administrative positions across the university. Leads and implements full-cycle recruitment strategies to meet campus workforce needs, from administrative support to executive-level roles. Utilizes labor market analytics platforms such as TalentNeuron to inform sourcing plans, salary benchmarking, and competitive positioning. Drives continuous improvement of the recruitment process using data, technology, and stakeholder feedback. Partners with campus stakeholders to understand workforce needs and tailor sourcing plans accordingly. Drives initiatives that improve the effectiveness and efficiency of the hiring process. Team Leadership and Development Supervises the Lead Talent Advisor, Senior Talent Advisor, and Talent Advisors. Coaches and mentors team members to build recruiting capabilities, promote continuous improvement, and deliver exceptional service. Ensures team adherence to best practices, HR policies, and employment law. Stakeholder Engagement Builds strong relationships with campus partners including managers, support staff, and executive leadership. Serves as a trusted advisor to hiring managers, providing guidance on recruitment strategy, search processes, and job design. Advises hiring managers on job design, recruitment strategy, candidate selection, and onboarding. Compliance and Policy Ensures recruitment practices are equitable and comply with federal, state, and CSU policies. Ensures all recruitment efforts are conducted in alignment with CSU policies, collective bargaining agreements, and federal/state regulations. Supports and manages audits, reporting, and investigations as needed. Process Improvement and Technology Evaluates and improves recruitment workflows, leveraging tools such as the applicant tracking system (ATS). Collaborates with HRIS and IT teams on system enhancements and reporting. Metrics and Reporting Tracks and analyzes key performance indicators (e.g., time-to-fill, diversity metrics, source effectiveness). Prepares regular reports for HR leadership and campus partners to inform decision-making. Recruitment Technology and Systems Oversees daily operations in PageUp (ATS), ensuring workflows, postings, and approvals are timely and compliant. Partners with HRIS to optimize recruitment-related processes in Oracle and leverage system integrations. Uses Smartsheet and related tools to track and report recruitment metrics, time-to-hire, pipeline status, and diversity indicators. Candidate Sourcing and Employer Branding Builds proactive sourcing strategies using platforms such as LinkedIn Recruiter, professional associations, and job boards. Regularly posts university updates, job opportunities, and thought leadership content on LinkedIn to engage talent and promote Cal Poly Pomona as an employer of choice. Develops targeted outreach plans to improve applicant diversity and pipeline strength. QUALIFICATIONS: Bachelor's Degree - Bachelor’s degree in Human Resources, Public Administration, Business, or a related field. Minimum 5 years of progressive experience in talent acquisition or HR, with at least 2 years of supervisory experience. Driver License, Valid and in State Valid CA Driver's license with insurance. Proficiency with applicant tracking systems (e.g., PageUp), sourcing tools (e.g., LinkedIn Recruiter), and productivity platforms (e.g., Smartsheet, Microsoft 365). Experience interpreting and leveraging data for process improvements and strategy. Strong knowledge of recruitment law, best practices, and DEI-focused hiring strategies. Knowledge of: Best practices in full-cycle recruitment, strategic sourcing, and talent pipeline development. Federal and state employment laws, regulations, and compliance requirements (e.g., EEO, OFCCP, ADA, Title IX). California State University (CSU) policies, collective bargaining agreements, and classification/compensation structures (preferred). Principles of diversity, equity, inclusion, and belonging in recruitment and selection processes. Public sector and higher education HR operations, including shared governance and civil service hiring constraints. Market data and analytics tools (e.g., TalentNeuron) for benchmarking and competitive analysis. Functionality and configuration of applicant tracking systems (e.g., PageUp), HCM systems (e.g., Oracle), and reporting dashboards. Skills in: Supervising, coaching, and developing a team of recruiters and support staff. Designing and executing inclusive recruitment strategies tailored to diverse functional areas. Using digital tools and platforms to enhance sourcing, outreach, and candidate engagement (e.g., LinkedIn Recruiter, Smartsheet). Building and maintaining collaborative relationships with internal stakeholders and external networks. Analyzing recruitment data and translating metrics into actionable insights for operational improvement. Writing and editing clear, engaging job descriptions and candidate communications. Managing multiple recruitments and deadlines in a fast-paced, high-volume environment. Abilities to: Exercise sound judgment, discretion, and confidentiality in sensitive HR matters. Lead change management efforts related to recruitment policy, systems, or workflows. Communicate effectively with individuals at all levels of the organization, including executives, faculty, and staff. Interpret collective bargaining agreements and provide guidance on hiring within unionized environments. Represent the university professionally in public forums, recruitment fairs, and virtual spaces. Promote Cal Poly Pomona’s employer brand and value proposition in alignment with institutional goals. Foster a service-oriented culture that reflects the university’s mission and values. PREFERRED QUALIFICATIONS: Experience working in higher education, public sector, or a large, decentralized organization. Familiarity with CSU recruitment policies, collective bargaining agreements, and classification structures. Experience using applicant tracking systems (e.g., PageUp), labor market data tools (e.g., TalentNeuron), and enterprise HR systems (e.g., Oracle). Possession of a recognized HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR. Completion of AIRS recruiting certifications (e.g., Certified Internet Recruiter (CIR), Certified Diversity and Inclusion Recruiter (CDR), or Certified Social Sourcing Recruiter (CSSR)) or equivalent training in strategic sourcing and talent engagement. Demonstrated experience leveraging LinkedIn Recruiter and other advanced sourcing tools. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to theCalifornia State University Out-of-State Employment Policy . Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to theCalifornia State University Background Check Policy . CSU Classification Salary Range The CSU Classification Standards for this position are located on theCSU Classification Standards website . The CSU Salary Schedule is located on theCSU Salary Schedule website . The classification salary range for this position according to the respective skill level is: minimum $5,053 and maxim m 16,221 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go theI-9 Acceptable Documents website . University Driving Requirement Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to theAuthorized University Driver Policy . Outside Employment Disclosure Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to theOutside Employment Disclosure policy . Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at theCalifornia Child Abuse and Neglect Reporting Act policy . Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at theCal Poly Pomona’s Annual Security Report andCal Poly Pomona’s Annual Fire Safety Report . Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see thePay Transparency Nondiscrimination Provision poster . Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email . For more information, go toEmployment Notices . Equal Employment Opportunity Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices. Other Notices For other important employment notices, we invite you to visitCal Poly Pomona’s Employment Notices web page. Advertised: Jul 17 2025 Pacific Daylight Time Applications close: Jul 31 2025 Pacific Daylight Time We will email you new jobs that match this search. Ok, we will send you jobs like this. The email address was invalid, please check for errors. Join Cal Poly Pomona’s Talent Acquisition team as we lead strategic recruitment efforts to attract and retain top-tier, diverse talent across the university. As a key leader, you’ll drive full-cycle hiring, leverage data and technology, and shape workforce strategies that support inclusive excellence and organizational growth. This is an exciting opportunity to make a campus-wide impact through innovation, collaboration, and leadership in recruitment. Join Cal Poly Pomona’s Talent Acquisition team as we lead strategic recruitment efforts to attract and retain top-tier, diverse talent across the university. As a key leader, you’ll drive full-cycle hiring, leverage data and technology, and shape workforce strategies that support inclusive excellence and organizational growth. This is an exciting opportunity to make a campus-wide impact through innovation, collaboration, and leadership in recruitment. #J-18808-Ljbffr

• Proactively identify opportunities for elevating customer and candidate experience, process streamlining, and improvement in partnership with the Director, Talent Management.
• Develop, review, and modify recruiting Standard Operating Procedures (SOP) and other relevant process documents as needed and in alignment with regular review periods.
• Develop, review, and maintain the interview questionnaire library and participate in the identification of panelists for open positions as needed.
• Manage and maintain confidentiality and navigate sensitive information.
• Utilize a solutions-oriented approach and prioritize responsibilities to work efficiently with a high degree of collaboration and effective communication.
• Facilitate select Talent Acquisition team meetings, training, and other professional development opportunities supporting best practices and industry trend awareness.
• Perform administrative duties, responsibilities, and activities as assigned. These may be changed or modified from time to time.
• Supervisory Responsibilitie s: Manage, coordinate, supervise, coach, and direct the hiring, training, timely performance evaluations of team members, oversee their daily activities and oversee the daily workflow of the department.

• Knowledge of principles and procedures for human resources recruitment, selection, and human resource.
• Ability to interpret and apply laws, regulations, policies, and procedures applicable in the area of employment.
• Strong understanding of the Organization's culture, business units, services, and products.
• Ability to exercise critical thinking, use logic and reason to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Ability to analyze business data or information: identify the underlying principles, reasons, or facts of information by breaking down information or data.
• Ability to make decisions and solve systems and process problems, analyze information, and evaluate results to choose the best solution.
• Strong interpersonal and communication skills.
• Self-sufficient, resourceful, and committed to providing excellent customer service.

• Bachelor's degree or 2 years equivalent work experience demonstrating applicable skills in relevant industry or discipline. Equivalent experience is included in and not separate from total years of professional experience required.
• Three years' combination experience in HR and Talent Acquisition required.
• Three years' Leadership and Management experience preferred.
• Industry Certification in related Human Resources focus a plus.
• Demonstrated experience building strong internal/external partner and customer relationships.
• Strong autonomy, reliable, responsible, dependable and willingness to take on responsibilities and challenges required.
• Intermediate level of skills in MS Office (Word, Excel, PowerPoint, Outlook) and other technology applications.
• Ability to travel up to 5% in performance of job duties is required.

• Vision : Ability to read small print and view a computer screen for prolong periods, prepare, or inspect documents and operate office equipment.
• Hearing : Ability to hear average or typical conversations and receiving ordinary information.
• Speech : Ability to be understood in face-to-face communication, in person or remote, to speak with level of proficiency and volume to be understood over a telephone or computer.
• Mental Demands : Ability to read, write, understand, interpret, and apply information at a moderately complex level essential for successful job performance; math skills at a high school proficiency level; judgement and the ability to process information quickly; learn quickly and follow verbal procedures and standards; give verbal instruction; rank tasks in order of importance; copy, compare, compile and coordinate information and records. Frequent multi-tasking, changing of task priorities, repetitious exacting work. Understand how to manage stress. high workflow management, high project coordination, and high people engagement.
• Upper Body Mobility : Ability to use fingers to make small movements such as typing, picking up small objects, or pinching fingers together, use hands to grasp, and manipulate small objects; twist and bend at wrist and elbow; extend arms to reach outward and upward; use hands and arms to lift objects; turn, raise, and lower head.
• Strength : Ability to lift, carry, push, and pull objects weighing up to 10 pounds.
• Environmental Requirements : Ability to encounter constant work interruptions; work cooperatively with others; work independently; work indoors. Prolonged period sitting at a desk and working on a computer. Work in a low to moderate noise environment with frequent deadline pressures.

Ready to join one of the leading agencies in the growth space? You've arrived at the right place!
We are:

We are a team of growth leads, creatives and data scientists who help unlock rapid measurable growth for some of the world's category-defining brands. We bring together growth marketing, content and creative expertise into a single cohesive team augmented with robust data analytics and proprietary AI tech.We are headquartered in NYC and support our partners across the globe. Our client portfolio spans VC-backed startups, scale-ups and Fortune 500 brands including the likes of Nike, Oura, Amazon, Spring Health, TikTok, Intuit, P&G and many more. We have been delivering what others only promise since 2016 so why settle for good enough if you can be up to NoGood!

We are looking for:

We're looking for a skilled Talent Acquisition Specialist to drive our hiring efforts for technical and GTM roles for NoGood's sister company- Goodie AI. You'll be the architect of our talent pipeline, managing full-cycle recruitment while ensuring every candidate experiences the NoGood and Goodie culture from first contact through their first day. This role combines strategic recruiting with hands-on people operations, making you a key player in scaling our team and strengthening our culture.

You're a people-first recruiter who understands that great hiring goes beyond matching skills to job descriptions. You excel at identifying potential, building relationships with candidates across diverse backgrounds, and creating hiring experiences that reflect our company values. You thrive in fast-paced environments and can seamlessly juggle multiple priorities while maintaining high standards.

You'll be instrumental in building NoGood and Goodie's future by identifying and attracting the talent that will drive our growth. Your work directly impacts our ability to deliver exceptional results for clients while creating an environment where team members thrive. You'll have the opportunity to shape both our talent acquisition strategy and company culture.

You'll do:

Full-Cycle Recruitment

• Partner with hiring managers to define role requirements, develop sourcing strategies, and execute hiring plans for technical and GTM positions
• Source, screen, and interview candidates for roles including: Software Engineers, Data Engineers, Product Design, Marketing professionals, Sales professionals, and other technical and GTM positions
• Manage candidate pipelines from initial outreach through offer acceptance and onboarding
• Proactively build and maintain a robust network of qualified candidates across target roles and markets
• Coordinate interviews, provide feedback to candidates, and guide them through our hiring process

• Ensure every candidate has an exceptional experience that reflects NoGood's and Goodie values and culture
• Act as a brand ambassador, representing NoGood and Goodie professionally in all candidate interactions
• Develop and refine our recruitment messaging and positioning to attract top talent
• Maintain consistent communication with candidates throughout the process, providing timely updates and feedback

• Assist in the design and execution of comprehensive onboarding experiences for new hires
• Coordinate 30, 60, and 90-day check-ins and development plans
• Manage new hire documentation, compliance requirements, and first-week schedules
• Support broader people operations workflows and employee documentation management for both NoGood and Goodie

• Collaborate with the People Team to plan and execute culture initiatives including team events, offsites, happy hours, and celebrations
• Support employee engagement efforts across our New York , remote US, and global team
• Collaborate with leadership on team-building initiatives and company culture development
• Coordinate company swag, recognition programs, and other engagement activities

• Track and analyze recruiting metrics to identify trends and improvement opportunities
• Provide regular reporting on hiring pipeline, time-to-fill, and candidate experience metrics
• Continuously refine recruiting processes based on data insights and candidate feedback

• 2+ years of full-cycle recruiting experience in fast-paced environments- preferably at an AI, SaaS, or similar tech startup(s)
• Proven track record hiring for technical, marketing, sales, and creative roles
• Experience with both domestic and international hiring processes
• Strong understanding of recruiting best practices and compliance requirements

• Proficiency with applicant tracking systems (ATS) and sourcing tools
• Knowledge of recruiting platforms (LinkedIn Recruiter and specialized job boards aimed at tech and startup hiring)
• Experience with HR information systems and documentation management
• Familiarity with employment law and compliance requirements, domestic and global

• Excellent judgment in assessing candidate potential, cultural fit, and role alignment
• Outstanding written and verbal communication skills
• Ability to build rapport quickly with candidates from diverse backgrounds and industries
• Strategic mindset with the ability to think beyond immediate hiring needs

• Strong self-management and organizational skills
• Ability to handle multiple priorities and deadlines simultaneously
• Growth mindset with openness to feedback and continuous learning
• High level of discretion and professionalism in all interactions
• Natural curiosity about people and what motivates them

• Experience in ad tech, product, or marketing-focused companies
• Experience in early stage (Seed-Series B) organizations
• Background in people operations or HR generalist functions
• Event planning and culture programming experience
• Experience with remote team management and engagement

• Earn More, Together: Base Pay + Profit Sharing & Commissions Opportunities
• Health First: Premium Medical, Dental & Vision Coverage
• Flex Work Environment: Hybrid at HQ and remote globally
• Set Up Shop: Home Office Stipend
• Recharge Anytime: Unlimited PTO Plan
• Family First: Paid Parental Leave Plan
• Secure Your Future: 401(k) Plan with Employer Matching
• Level Up: Mentorship & Career Growth Support
• Always Be Learning: Access to Top-tier Resources & Industry Experts
• Work Hard, Play Harder: Quarterly Team Trips (Onsite and Offsite)
• Mind & Body Wellness: Gym, Wellness, and Access to Mental Health Plans
• Fuel Your Day: Free Lunch, Snacks, Cold Brew, & Happy Hours
• Grow With Us: Endless Opportunities to Lead & Succeed
• Keep on Shining: Ongoing Employee Development Programs

Req ID : 6340

Travel: Up to 25%

Number of Openings: 1

Achieve more in your career with the nation's leading specialty concrete contractor. At Baker Construction, you'll be part of a team that prioritizes people, invests in their development, and offers unparalleled opportunities for professional growth. In this role, you'll be integral to building the future of our country and our company. You'll collaborate across diverse teams, have a hand in significant projects, and dive headfirst into complex challenges with the best in the industry. If you are driven to do more and have the grit to follow through, you'll have everything you need to define your career on your terms.

Make a meaningful impact with a team that values ambition and rewards initiative. Apply today and be more with Baker.

The Talent Acquisition Specialist is responsible for sourcing, screening, and recruiting qualified candidates for various roles within the construction industry. S/he collaborates with hiring managers to understand their staffing needs and create recruitment strategies to attract top talent. Additionally, the Talent Acquisition Specialist is responsible for conducting interviews, negotiating offers, ensuring a positive experience for both internal and external candidates throughout the hiring process.

The Talent Acquisition Specialist will possess competency in the following areas in order to perform his/her role in a safe, productive, and effective manner. Note that the areas listed are intended to describe the general nature and level of work being performed by co-workers assigned to this role. They are not intended to be an exhaustive list of all the responsibilities, skills, efforts, or working conditions associated with this job.

• Supports and assists Regional and Corporate Management to identify staffing needs
  
  • Resolves gaps in personnel due to turnover
  • Identifies staffing needs during new project Transition process
  • Recommends reassignment of personnel prior to conclusion of projects
  • Evaluates Interns for full-time employment opportunities
  
  
• Partners with the Leadership Team to establish manpower needs, explore expanding markets, and develop path-forward
• Recommends which recruiting events and outreach programs to participate in and evaluates the success
• Builds relationships with military bases through career events and local outreach programs
• Complies with all federal, state and local compliance regulations related to recruiting
• Posts and advertises for open positions
• Reviews and screens resumes and applications
• Conducts pre-screening interviews, provides feedback and coordinates follow-up interviews with appropriate manager
• Drafts offer of employment letters, when appropriate, based on interview discussions
• Works with staffing agencies, social media companies, advertising agencies, etc., when employment services are needed
• Understands competitors and engages with them strategically
• Continuously promotes the Baker brand
• Oversees travel/relocation arrangements, and Visa paperwork if needed
• Follows up with new hires and their managers to ensure a positive employment experience
• Establishes trust with candidates by fostering strong relationships, effectively promoting the available positions, and communicating the company's core values.
• Maintains Black Book by networking with construction related associations and attending events
• Utilizes the LMS and promotes co-worker usage
• Oversees management of Applicant Tracker
  • Mines resume repository in the Applicant Tracker when hiring needs arise
  • Appropriately documents applicant/candidate status throughout the recruiting process
  
  
  
  
• Utilizes The Marketing Collective for PowerPoint presentations and other associated recruitment materials
• Ensures all record keeping is up to date
• Attends HR Department staff meetings and participates in developing HR objectives and systems
• Champions Incident and Injury Free (IIF) environment
• Sets example by following safety guidelines
• Complies with proper safety procedures

The Talent Acquisition Specialist will possess the knowledge, skill, and/or ability in the following areas essential to perform the functions of the position.

• Bachelor's Degree and eight (8) years experience, preferably in construction or equivalent combination of education and experience
• Ability to present information in written and oral form to all levels of co-workers within the Company
• Ability to read and comprehend procedures, regulations, and laws
• Ability to effectively communicate, including expertise using social media
• Ability to calculate simple math such addition, subtraction, division, percentages, and ratios
• Ability to build and adhere to a talent management budget
  
  Strong proficiency with Microsoft software programs such as Word, Excel, and PowerPoint
• Strong proficiency with recruiting job boards / platforms such as Linkedin, Indeed, etc.
• Knowledge of SuccessFactors preferred
• Ability to work with all levels of co-workers in a team environment
• Ability to quickly network and build relationships with industry professionals
• Ability to enhance talent pool and pipeline through inspiring, motivating, and mentoring talent
• Ability to effectively negotiate and collaborate
• Ability to maintain high level of confidentiality
• Ability to adapt to a variety of situations
• Possesses effective listening skills
• Ability to identify challenges in the recruitment process and develop creative solutions
• Ability to assess personalities and skill sets
• Ability to research and analyze various types of data
• Ability to exercise judgment that is consistent with standards, practices, policies, procedures, regulations, and laws
• Ability to work in a fast-paced environment and stay organized and manage multiple priorities
• Possesses strong discernment capabilities
• Constantly required to navigate office; may occasionally be required to navigate construction site environments
• Frequently required to listen and communicate
• Frequently required to employ visual acuity and dexterity in the regular use of computers and other related equipment *
• Frequently required to travel short and long distances
• Occasionally required to handle average weight objects up to 10 pound
• Work is primarily in an office environment, but involves exposure to outside weather and jobsite conditions
• Frequent travel is required, involving exposure to confined spaces such as automobiles or airplanes, with a minimum travel commitment of 25%.

At Baker Construction, we welcome those who are driven to make things happen. Your tenacity will be rewarded with great pay, excellent benefits, and opportunities to make your mark. This is an opportunity to own your future while working alongside co-workers who are united in our purpose to build better structures and better lives. Go further with an industry leader that puts people first, honors its word, and has the grit to achieve greatness.

Baker is an EOE Disability/Veterans Employer.

Applicants with physical and/or mental disabilities who require a reasonable accommodation for any or part of the application process may make their requests known by emailing or calling 1- and asking for HR.

• Facilitate the full cycle recruitment process, including recruiting new talent, coordinating job posts, reviewing resumes, performing phone/in-person interviews, and onboarding new hires.
• Ensure employee paperwork is complete, processed, and filed.
• Manage ATS and additional job posting websites to find talent and build candidate pipelines.
• Assist in employee retention and development.
• Provides initial new employee training, including timecard and harassment prevention trainings.
• Develop and implement hiring plans and strategies.
• Partner with hiring managers to determine hiring needs.
• Organize and attend career fairs or related events.
• Use metrics to create reports and identify areas of improvement.
• Perform other duties as assigned by the Human Resources Manager and Chief of Staff.
  
  

• Bachelors degree in a related field.
• 2+ years of talent acquisition experience reflecting increasing levels of responsibility.
• Experience assisting in the development and implementation of talent acquisition and retention plans.
• Experience with Paycom ATS, ZipRecruiter, and LinkedIn preferred.
• Understanding of current state and federal employment and labor laws.
• Proficiency in leveraging ATS analytics to achieve hiring goals
• Understanding of CA employment and labor laws preferred

• Competitive salary and performance-based bonuses
• Comprehensive health benefits (medical, dental, vision, life insurance)
• Promotions and performance-based raises
• 34-hour work week to promote work-life balance
• A collaborative team and a mission-driven workplace

Job Type

Full-time

Description

JOB SUMMARY

Support the Manager, Talent Acquisition with implementing talent strategies, processes, and initiatives to add talent to the organization. Work with leadership teams to ensure the company has the right people, with the right skills, in the right place to meet current and future business needs. Identify and strengthen individual and organizational capabilities.

RESPONSIBILITIES

• Manage and drive the full-cycle recruiting process, overseeing job postings, reviewing applications and managing candidates from initial screenings and assessments through final offer negotiation.
• Establishes recruiting requirements by studying organizational plans and objectives; meeting with hiring managers to discuss recruitment needs.
• Builds applicant pipeline by researching and contacting community organizations, colleges, job boards, and other advertising sources.
• Develops and executes passive candidate engagement strategies, including but not limited to; LinkedIn messaging, Indeed Resume, hireEZ, Boolean and xray search, cold calling, networking, and other relevant channels.
• Evaluates candidate qualifications through phone interviewing.
• Deliver a best-in-class candidate experience and new hire experience through timely communication, transparency, and engagement.
• Represents Gunton Corporation at university and college campuses; effectively executing on an internship and early talent hiring strategy.
• Improve organizational attractiveness by recommending new policies and practices, monitoring job offers and compensation practices, leveraging benefits and perks.
• Maintains job knowledge by participating in educational opportunities, cultivating personal networks, or participating in professional organizations.
• Accomplishes organizational mission by completing related initiatives as needed.

• Two (2) or more years of recruitment experience.
• Bachelor's degree.

• High-volume recruitment experience.

Join to apply for the Recruiter role at Radicle Health

Radicle Health acquires, invests, and operates mission critical human services software (SaaS) companies. We believe that human services agencies and the people they serve deserve functional, modern, and easy-to-use software. And we believe we're the ones to build it. Radicle Health is backed by Alpine Software Group (ASG), a leading private equity investor in vertical SaaS businesses.

About Radicle Health:
Radicle Health is a collection of human services software products created and designed to foster collaboration and experimentation across our teams so that we can collectively better serve our communities. We believe technology is at the root of success in the human services sector, but that no single system can meet the needs of every agency. So we've built Radicle Health around this guiding principle. Our teams are 100% committed to their products, their customers, and the individuals their customers serve. But under one roof, our teams can learn from each other, can more quickly test ideas, and can think holistically about our communities and the people at the center of those communities. Learn more at

The Role:
We are looking to build out our internal Talent function, and this is an exciting opportunity for someone to join Radicle Health's People Ops team as the first full-cycle recruiter and primary Talent resource. This person will own recruiting across the organization, optimize Talent operations and process, and help to set the broader Talent strategy for the business.

This Recruiter can expect to work on a broad range of searches of varying seniority, including Sales, Customer Experience, Marketing, Product, Engineering, and G&A roles from entry to VP-level. The role will work closely with senior leadership across Radicle Health, with executive team members often serving as Hiring Managers. This position reports directly to the VP of People Operations.

Responsibilities:

• Lead full-cycle recruiting efforts for a wide range of roles across the organization
• Learn and hone a crisp and compelling candidate pitch for Radicle Health
• Utilize LinkedIn Recruiter and other creative tools to source high quality and diverse passive candidates
• Build rapport with and partner effectively with key Hiring Managers across Radicle Health
• Serve as a data-driven process manager and maintain a high degree of efficiency and speed on all searches
• Help instill best practices with our Hiring Managers, including the creation of comprehensive job descriptions/scorecards and timely submission of candidate feedback for all searches
• Provide an exceptional, 5-star candidate experience to all candidates
• Liaise as needed with external recruiting partners as part of a comprehensive talent strategy for Radicle Health
• Collaborate with ASG's Talent Team and other portfolio Talent leaders to share and learn best practices
• Maintain a curious, continuous improvement mindset; always think critically on how the Radicle Health Talent function can be better, faster, and more efficient

Qualifications:

• 3-5 years of recruiting experience, including at least 2 years of full-cycle recruiting experience
• Experience working within a top recruiting agency, executive search firm, and/or high growth startup required; SaaS experience strongly preferred
• Expertise in LinkedIn Recruiter and other sourcing tools, with experience sourcing a high volume of qualified candidates
• Experience hiring for a wide range of roles, including Sales, Customer Experience, Marketing, Product, Engineering, G&A, and leadership positions
• Experience using Greenhouse ATS preferred
• Demonstrated history of promotion and increased responsibility over time
• Track record of success in managing and successfully filling challenging searches
• Ability to build rapport with a wide range of candidates and Hiring Managers
• Ability to successfully manage offer negotiations and close tough candidates
• Innate bias for action, with a high sense of urgency and problem-solving mindset
• Service-oriented mindset and passion for Radicle Health's mission

Other Information:

• Compensation: $110,000-120,000 base salary + 6% target bonus
• Location: Remote
• Benefits: 401k matching, medical, dental and vision healthcare coverage, unlimited PTO, paid holidays, volunteer time off, paid parental leave, etc.

Salary ranges are dependent on a variety of factors, including qualifications, experience and geographic location. More information about the salary range specific to your working location and other factors will be shared during the hiring process.

Radicle Health is an Equal Employment Opportunity employer that proudly pursues and hires a diverse workforce. Radicle Health does not make hiring or employment decisions on the basis of race, color, religion or religious belief, ethnic or national origin, nationality, sex, gender, gender-identity, sexual orientation, disability, age, military or veteran status, or any other basis protected by applicable local, state, or federal laws or prohibited by Company policy.

• Mid-Senior level

• Full-time

• Human Resources

• Technology, Information and Internet