Talent Acquisition Specialist - Early Talent Program

5 7 years of experience in full-cycle recruiting, campus recruiting, early career programs, or a related talent acquisition function;experience within financial services or another regulated industry is preferred. Participate as an active member of the Talent Acquisition function through recurring requisition reviews, intake meetings, workforce planning activities, and recruiting process-improvement efforts.

What We're Looking For

• 5 7 years of experience in full-cycle recruiting, campus recruiting, early career programs, or a related talent acquisition function;experience within financial services or another regulated industry is preferred.
• Ability to perform effectively in a high-volume, fast-moving environment where priorities and business needs may shift.
• Strong results orientation with a focus on execution, accountability, and delivering initiatives on schedule.
• Proven ability to manage an active requisition portfolio while simultaneously supporting programs, projects, or other strategic initiatives.
• Experience developing, implementing, and managing scalable early career or talent development programs.
• Background in HR operations and/or talent management is a plus.
• Highly organized with excellent written and verbal communication skills and strong attention to detail.
• Demonstrated project management capabilities, including the ability to establish timelines, coordinate deliverables, and manage stakeholder expectations.
• Service-oriented approach with the ability to respond to questions and requests in a professional and timely manner.
• Comfortable working with data, reporting, confidential information, and analytical processes.

Technology & Systems

• Working knowledge of HRIS and applicant tracking systems, such as Workday.
• Proficiency with Microsoft Office/Microsoft 365 and the ability to quickly learn additional internal systems and applications.
• Familiarity with AI-powered and automation tools used to improve productivity, streamline workflows, and enhance engagement.

RESPONSIBILITIES

Full-Cycle Recruiting & Requisition Management

• Manage an ongoing portfolio of open positions across assigned business areas, overseeing the recruiting process from initial intake through sourcing, candidate evaluation, interview coordination, offer negotiation, closing, and onboarding.
• Collaborate with hiring leaders to define position requirements, establish appropriate sourcing approaches, and develop achievable recruiting timelines.
• Ensure candidate and requisition information remains current and accurate within the applicant tracking system, including monitoring metrics such as time-to-fill, candidate pipeline activity, conversion rates, and source effectiveness.
• Participate as an active member of the Talent Acquisition function through recurring requisition reviews, intake meetings, workforce planning activities, and recruiting process-improvement efforts.
• Maintain consistent recruiting performance throughout the year while balancing standard hiring activity with seasonal campus recruiting and early career initiatives, including co-op and rotational programs.

Campus Recruiting & Early Career Programs

• Develop and implement a scalable, full-cycle internship program in partnership with key organizational leaders, managing program activities from planning through execution.
• Establish and maintain relationships with universities, educational institutions, and community organizations to build sustainable early career talent pipelines.
• Create and execute employer branding and campus engagement strategies designed to increase awareness and position the organization as an attractive destination for emerging talent.
• Conduct research, establish project requirements, and develop a detailed implementation plan with milestones and deliverables to support a program launch beginning in October 2026.
• Begin developing a structured career development initiative focused on the growth, engagement, and retention of early career talent, incorporating relevant industry practices.
• Oversee the co-op program and help ensure high-quality student candidates are identified while providing business units throughout the organization with opportunities to participate.

Stakeholder Partnership & Reporting

• Work closely with hiring managers, mentors, and business leaders to align internship, co-op, early career, and traditional hiring activities with current and anticipated workforce needs.

Provide regular reporting and updates to Talent Acquisition and PXT leadership regarding requisition status, campus recruiting results, program performance, and talent pipeline metrics.