Talent Acquisition Partner

Doist; Milwaukee (WI); On-site; USD 90,000 - 130,000; Full time

Job summary

Expert Institute in Milwaukee is seeking a recruiter who owns full-cycle hiring for our fastest-growing priorities in sales and technology. You’ll partner directly with hiring managers to build pipelines before roles open, run the search end-to-end, and close candidates with a compelling story.

You thrive on hard searches, care about candidate experience, and build lasting relationships with managers. You’ll juggle multiple open roles, keep the ATS current, and use data to improve time-to-fill

Qualifications

• Thinks in pipelines, not just requisitions.
• Owns the outbound process and builds candidate pipelines.
• Maintains proactive, structured outreach.
• Works with hiring managers to set realistic expectations.
• Has experience recruiting across multiple functions.

Responsibilities

• Meet with hiring managers to understand needs and build a search strategy.
• Source candidates proactively via LinkedIn, networking, referrals.
• Maintain a live sales talent pipeline at all times; sales is always recruiting.
• Screen candidates over the phone, provide real recommendations to managers.
• Coordinate interviews, prep candidates, and keep the process on track.
• Administer pre-employment assessments and interpret results with the team.
• Conduct structured reference checks for finalists.
• Extend and negotiate offers; close candidates with honesty.
• Keep SmartRecruiters organized and current, ensuring no data is lost.
• Track metrics (time-to-fill, source of hire, offers) and improve processes.
• Represents Expert Institute professionally to every candidate.

Skills

Pipeline thinking

Outbound sourcing

Passive outreach

Candidate experience

Stakeholder management

Multi-role recruiting

Fast-paced hiring

ATS proficiency

Tools

SmartRecruiters

Job description

The Role

This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone.

Who You Are

You’re a recruiter who runs toward hard searches, not away from them. You don’t wait for a hiring manager to tell you the pipeline is thin; you’ve already been building it. You care about candidate experience not because someone told you to, but because you know it directly reflects the company you’re representing.

• Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet.


• Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it.


• Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering.


• Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it.


• Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people.


• You’ve closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones.


• You push back on unrealistic job descriptions and earn hiring managers’ trust by delivering anyway.


• You’ve worked in a fast-paced, high-growth technology company and want more of it — not less.


• You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them.


• Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating.

The Role

You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.

What You’ll Do

• Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there


• Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens


• Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible


• Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary


• Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily


• Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team


• Conduct structured reference checks for finalist candidates


• Extend and negotiate offers; close candidates with confidence and honesty


• Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks


• Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving


• Represent Expert Institute well to every candidate, every time, regardless of the outcome