Talent Acquisition Specialist - Early Talent Program

This role will balance an active requisition portfolio with campus recruiting, Co-Op and internship initiatives, university partnerships, and the development of programs designed to attract and retain emerging talent. The position will work closely with hiring managers, business leaders, and Talent Acquisition leadership to align recruiting strategies with workforce needs.

Title: Talent Acquisition Specialist - Early Talent Program

Office Status: In-Office - NYC or Malvern, PA

Salary: $115k-$125k

ABOUT THE ROLE

A growing organization is seeking a Talent Acquisition professional to manage full-cycle recruiting while helping build and expand its early career talent programs. This role will balance an active requisition portfolio with campus recruiting, Co-Op and internship initiatives, university partnerships, and the development of programs designed to attract and retain emerging talent. The position will work closely with hiring managers, business leaders, and Talent Acquisition leadership to align recruiting strategies with workforce needs.

RESPONSIBILITIES

• Manage a portfolio of open requisitions from intake and sourcing through interviews, offers, closing, and onboarding.
• Partner with hiring managers to define requirements, develop sourcing strategies, and establish realistic recruiting timelines.
• Maintain accurate requisition and candidate information within the applicant tracking system.
• Monitor recruiting metrics including time-to-fill, pipeline activity, conversion rates, and source-of-hire results.
• Participate in requisition reviews, workforce planning discussions, and Talent Acquisition process improvement initiatives.
• Balance ongoing corporate recruiting needs with seasonal campus and early career hiring demands.
• Develop and coordinate a scalable internship program from planning through execution.
• Manage Co-Op and early career recruiting programs and connect business teams with qualified student talent.
• Build relationships with universities and community organizations to strengthen early career talent pipelines.
• Develop campus recruiting and employer-branding strategies to attract qualified students and emerging professionals.
• Create project plans, timelines, and deliverables for new early career initiatives.
• Partner with business leaders, hiring managers, and program mentors to align early career placements with organizational needs.
• Develop reporting on requisition health, campus recruiting activity, program outcomes, and talent pipelines for TA and People leadership.