Talent Acquisition Specialist

Insight Global; Anaheim (CA); On-site; USD 90,000 - 111,000; Full time

Job summary

A recruitment firm is seeking a Talent Acquisition Partner in Anaheim to lead hiring efforts for the automotive sector. This role requires a minimum of 5 years of full-cycle recruiting experience and a consultative approach to influence decision-making. Responsibilities include managing the hiring process from start to finish, developing hiring strategies, and maintaining candidate pipelines. This position offers the opportunity for significant impact in a mid-senior level capacity, focusing on modernizing recruitment practices and enhancing candidate experiences.

Qualifications

• Minimum 5 years of full-cycle recruiting experience, preferably in high-volume contexts.
• Ability to influence hiring decisions and drive process adoption.
• Strong consultative skills and the ability to advise stakeholders confidently.

Responsibilities

• Serve as the dedicated TA partner for defined market/region, addressing varying business needs.
• Build complex market hiring strategies and act as a strategic advisor.
• Own the end-to-end hiring process to ensure a high-standard candidate experience.
• Provide business reviews and consult store leaders on hiring metrics and plans.

Skills

Full-cycle recruiting experience

Influence hiring decisions

Consultative approach

Tools

iCIMS

Job description

This range is provided by Insight Global. Your actual pay will be based on your skills and experience – talk with your recruiter to learn more.

Base pay range

$90,000.00/yr - $111,000.00/yr

Role: Talent Acquisition Partner

Location: Anaheim/ LA - CA, Westwood/ Boston - MA

Compensation: $90K - $111,000

Summary:

Insight Global is seeking a Talent Acquisition Partner to join our Client in the Automotive Industry. The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategist responsible for leading talent acquisition efforts in their assigned market. This role is a true business partnership focused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates.

Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function.

MUST HAVES:

• Minimum 5 years of full-cycle recruiting experience (high-volume preferred)
• Proven ability to influence hiring decisions and drive process adoption
• Strong consultative approach with confidence in advising and challenging stakeholders

Plus:

• Experience using iCIMS

Key Responsibilities

• Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high-volume role.
• Individual contributor role that performs self-driven, able to create complex market hiring strategies
• Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire
• Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand
• Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc
• Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks
• Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc

Seniority level

• Mid-Senior level

Employment type

• Full-time

Job function

• Strategy/Planning and Other
• Industries: Motor Vehicle Manufacturing, Wholesale Motor Vehicles and Parts, and Staffing and Recruiting