Talent Acquisition Specialist

Talent Acquisition (80%): Sourcing to Learning & Development Handoff Build and maintain a candidate pipeline (Indeed, LinkedIn Recruiter/Premium, networking, job fairs). Conduct candidate interviews and evaluate fit for the open role. Document interview notes promptly in a centralized location. Extend the offer letter; coordinate background check and I-9/E-Verify. Create employee record in HRIS Onboarding Prep. Confirm start date, schedule, and systems access ahead of day one. Handoff to L&D. New hire transitions to Learning & Development for orientation, compliance training, and ongoing development. Offboarding. Close employee record in HRIS, send offboarding email Sourcing & Filling the Gap When the candidate pipeline runs thin for an open role, use sourcing (Indeed, LinkedIn Recruiter/Premium, networking, job fairs) to fill the gap. Sourcing effort will shift based on open roles, seasonality, and business need. Recruiting Operations (20%): Keeping Hiring Moving Across the Portfolio This is the operational side of recruiting: the coordination, follow-up, and communication that keep hiring moving across all six portfolio entities. The Talent Acquisition Specialist is the link between People Operations and each entity's hiring leaders, making sure every open role has a clear owner, a next step, and a date. Focus Area. What It Looks Like. Portfolio Liaison Serve as the connection point between People Operations and the hiring leaders at each of D5's six portfol