Talent Acquisition Specialist

Full-Cycle Recruiting

• Manage full-cycle recruiting for open roles across all practice areas and levels from intake through start date.

• Conduct intake meetings with hiring managers to define role requirements evaluation criteria interview panels and decision timelines.

• Screen assess and advance candidates against agreed criteria.

• Manage the interview process including scheduling panel coordination and debriefs.

• Carry a steady-state load of 8 to 12 concurrent searches scaling during peak hiring periods.

• Extend offers and manage candidate negotiations within compensation ranges approved by the HR Director.

• Manage the pre-employment process including background checks references and offer contingencies.

• Coordinate handoff toTeam Peoplefor onboarding.

• Identifyand escalate stalled searches including the underlying cause whether related to role profile compensation process or market conditions.
  
  

Job Descriptions and Market Insight

• Draft andmaintainjob descriptions for all open roles in partnership with hiring managers.

• Maintain the firms job description library and ensure consistency across practice areas and levels.

• Provide market data and compensation recommendations to the HR Director to informrangesetting.

• Advisehiring managers on market conditions affecting a specific search including salary expectations candidate availability and competitor hiring activity.

• Flag to the HR Director when the firms compensation ranges appear out of step with the market or when an offer presents internal equity risk.

• Maintain current knowledge of talent trends in consulting and professional services.
  
  

Sourcing and Pipeline Development

• Source candidates directly using LinkedIn Recruiter including complex Boolean and filtered search in-platform projects and outbound messaging.

• Build andmaintainpipelines for recurring and hard-to-fill roles in advance of requisition approval.

• Document sourcing approaches by level and practice area.

• Maintain acandidateCRM and analumni database andre-engage former employees and prior finalists.

• Administer the employee referral program including tracking payout processing and internal promotion.

• Manage agency and search firm relationships including fee terms guarantee periods candidate ownership terms and vendor performance.
  
  

Hiring Plan Support and Reporting

• Report search status to hiring managers on adaily to weekly cadence.

• Provide the HR Director and the management team with regular reporting on open requisitions pipeline health and risks to the hiring plan.

• Report time-to-fill and pipelineconversion andrecommendadditionalrecruiting metricsappropriate tothe firms size.

• Support the HR Director in building andmaintainingthe firms hiring plan using inputs from Operations and Finance includingutilization bench and sold work.

• Support proposal and pursuit teams with named-personnel identification and contingent commitments as engagements require.
  
  

Hiring Manager Enablement

• Train hiring managers on structured interviewing scorecards evidence-based evaluation and legal boundaries.

• Develop andmaintainprocess documentation and self-service resources for hiring managers.

• Recommend recruiting process improvements and supporting business cases for tools sourcing channels and programs.

• Coach contract or junior recruiting support as the firm adds capacity.
  
  

University Intern and Veteran Programs

• Maintain relationships at target schools including career center contacts faculty sponsors and student veteran organization leads.

• Run the firms summer intern program including cohortselection program structure evaluation and full-time conversion.

• Maintain the veteran and military transition pipeline and related organizational partnerships.

• Track conversion rates by channel across university intern and veteran programs.
  
  

Employer Brand and Candidate Experience

• Own how the firm presents itself to candidates including job postingscareerscontent and interview experience.

• Ensure every candidate has a consistent professional experience regardless of outcome.

• Represent the firm credibly to senior candidates and articulate the value of the McChrystal Group method.

• Gather and act on candidate feedback to improve the process.
  
  

Recruiting Systems and Data

• Administer the applicant tracking system including configuration workflow design and data hygiene.

• Maintainaccuraterequisition pipeline and offer data.

• Use AI tools to support sourcing job posting quality candidate communications and interview documentation.
  
  

Compliance

• Maintain recruiting practices in compliance with employment law and internal policy including consistent evaluation criteria andappropriate documentation.

• Execute federal contractor recruiting requirements under VEVRAA and Section 503 including outreach and recordkeeping state workforce agency job listings self-identification invitations and applicant flow data.

• Support EEO-1 and VETS-4212 reporting.

• Maintainrecordsrequiredfor audits and reporting.

• Support clearance-eligible hiring where engagements require it.

• Handle confidential candidate and compensation information with discretion at all times.

Education

• Bachelors degree in Human Resources Business Administration ora relatedfield or equivalent experience.

• PHR SPHR SHRM-CP or SHRM-SCP preferred.

Experience

• 6 or more years of in-house full-cycle recruiting experience. Agency experience combined with in-house experience is acceptable; agency-only experience is not a substitute.

• Experience recruiting mid-career and senior professional roles.

• Demonstrated experience negotiating and closing offers with candidates at all levels.

• Working knowledge of compensation practices including market data sources benchmarkingmethodology and internal equity.

• Experience building candidate pipelines through direct outreach.

• Experience drafting job descriptions in partnership with hiring managers.

• Professional services or consulting recruitingstronglypreferred.

• Advanced LinkedIn Recruiter experience including complex search construction and pipeline projects for hard-to-fill roles.

• Applicant tracking system administration experience. Ripplingpreferred.

• Federal contractor recruiting compliance experience including OFCCP VEVRAA and Section 503 preferred.

• Campus early-career or intern program experience preferred.

• Agency and vendor management experience preferred.

• Military or veteran pipeline familiarity preferred.

• Experience using AI tools in recruiting workflows preferred.

Skills

• Strong negotiation skills including the ability to manage compensation conversations with senior candidates hold an approved range under pressure and close offers while preserving the candidate relationship.

• Strong working knowledge of compensation including how to read market data apply it to a specific role and build a defensible recommendation.

• Advanced sourcing skills particularly LinkedIn Recruiter for roles with asmall qualifiedcandidate population.

• Ability to design structured interviews and scorecards and train hiring managers to use them.

• Professional presenceappropriate forrepresentingthe firm to senior candidates and partnering with practice leads.

• Clear written and verbal communication including candidate outreach and job postings.

• Comfort with recruiting data and the ability to translate metrics into recommendations.

• High attention to detail particularly in compliance documentation.

Abilities

• Ability to manage a high volume of concurrent searches whilemaintainingcandidate experience and data accuracy.

• Ability to work independentlyanticipatehiring needs and follow through without close supervision.

• Ability to set expectations with hiring managers and communicate constraints directly.

• Ability tohandle confidential candidate and compensation information with discretion at all times.

• Ability to build andmaintainexternal relationships that produce candidates over time.

• Ability toestablishand improve recruiting processes where limitedprocess exists.

• Ability to adapt to changing priorities and remain organized in a fast-paced environment.