Talent Acquisition Specialist (69776)

Garten Services, Inc.; Salem (OR); On-site; USD 60,000 - 65,000; Full time

Job summary

Garten Services, Inc. is seeking a Talent Acquisition Specialist in Salem, OR to own the full-cycle recruitment process. You will manage intake, posting, sourcing, screening, interviewing, offers, and pre-employment steps to ensure timely placements.

You will drive speed and quality of hires, maintain strong candidate experience, and hold hiring managers accountable to SLAs while ensuring compliance throughout the process.

Qualifications

• Minimum 3 years of recruiting or HR experience with full-cycle hiring.
• Experience with ATS/HRIS and Paycom.
• Strong written and verbal communication.

Responsibilities

• Manage end-to-end recruiting lifecycle in line with SLAs.
• Conduct intake meetings with Hiring Managers to define role requirements and start dates.
• Post roles in Paycom and approved channels; build pipelines for high-volume roles.
• Review applications and conduct structured phone screens; provide concise recaps to Hiring Managers.
• Coordinate interviews; monitor feedback timelines; escalate when needed.
• Prepare and issue offers; manage pre-employment steps to completion.
• Oversee preboarding and Day 1 readiness; ensure onboarding docs are complete.
• Maintain weekly hiring tracker and report on time-to-fill, source-of-hire, and other metrics.

Skills

Full-cycle recruiting

Structured interviewing

Candidate experience

Communication

Organization

Education

Not specified

Tools

Paycom

MS 365

Job description

Job Details

Job Location: Hawthorne - Salem, OR 97301-5085

Position Type: Full Time

Education Level: Not Specified

Salary Range: $60,000.00 - $65,000.00

Salary Travel Percentage: Negligible

Job Shift: Day

Job Category: Human Resources

Job Title: Talent Acquisition Specialist

Department: Human Resources

Reports To: HR Director

FLSA Status: Non-Exempt

Position Type (FT/PT): Full-Time (FT)

Job Summary

Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager accountability, and adherence to established service level agreements (SLAs). Drive recruiting speed, quality, and compliance from workforce planning through Day 1 readiness.

Essential Functions

• Full-cycle recruitment management: Manage the end-to-end recruiting lifecycle including intake, requisition setup, sourcing, screening, interviewing coordination, selection support, offer issuance, and pre-employment steps in alignment with established SLAs.
• Requisition intake & workforce alignment: Conduct structured intake meetings with Hiring Managers to clarify role requirements, pay alignment, essential functions, pre-employment requirements, and target start dates; ensure job descriptions are current and compliant prior to posting.
• Job posting & sourcing execution: Post roles in Paycom and approved channels; execute sourcing strategies including pipeline building for high-volume roles; track source-of-hire data for reporting and optimization.
• Application review & phone screening: Review applications within established timeframes; conduct structured phone screens; document and disposition candidates appropriately; provide concise, timely recaps to Hiring Managers.
• Interview coordination & SLA enforcement: Schedule interviews efficiently; maintain recurring interview blocks with managers; monitor manager feedback timelines; escalation to HR leadership when necessary.
• Selection & offer management: Coordinate Hiring Page completion and approvals; prepare and send offers promptly; communicate professionally with non-selected finalists; ensure governance approvals are followed.
• Pre-employment process management: Initiate background checks, drug testing, and fingerprinting (where required); monitor vendor timelines; document delays; communicate impacts to start dates proactively.
• Preboarding & Day 1 readiness coordination: Submit IT provisioning tickets; confirm access requirements with managers; send Day 1 instructions; ensure onboarding documentation is complete prior to start.
• Onboarding handoff & retention follow-up: Partner with HR and Hiring Managers to support 30/60/90-day check-ins; identify early retention risks and elevate trends.
• Recruiting metrics & reporting: Maintain weekly hiring tracker; report on time-to-fill, offer acceptance rate, source-of-hire, and other defined metrics; identify bottlenecks and recommend improvements.
• Process adherence & documentation: Ensure all recruiting actions are documented in Paycom; maintain disposition accuracy; follow established SOPs and workflow standards.
• Continuous improvement & automation: Identify inefficiencies in the recruiting process; recommend and implement workflow improvements; leverage HR systems and automation tools to reduce cycle time and manual work.

Other Duties as Assigned

Perform other HR operational duties as assigned by the HR Director related to workforce planning, onboarding coordination, and recruiting process improvement initiatives.

Minimum Qualifications

• Experience: Minimum 3 years of recruiting or HR experience with demonstrated full-cycle hiring responsibility.
• Knowledge: Working knowledge of recruitment workflows, structured interviewing, and compliance-related hiring considerations.
• Systems: Experience using an ATS/HRIS system; ability to administer recruitment workflows in Paycom.
• Communication: Strong written and verbal communication skills; ability to maintain professional candidate and manager interactions.
• Organization: Demonstrated ability to manage multiple requisitions simultaneously while meeting deadlines.

Knowledge, Skills, and Abilities

• Strong time management and prioritization skills.
• Ability to enforce timelines while maintaining positive manager relationships.
• High attention to detail and process discipline.
• Ability to manage confidential candidate information appropriately.
• Proficiency with Microsoft 365 and HRIS/ATS platforms.
• Ability to identify process gaps and drive structured improvements.
• Scope and Accountability
• Serves as the primary operational owner of the recruiting lifecycle.
• Accountable for adherence to defined SLAs and recruiting workflow integrity.
• Escalates stalled hiring actions appropriately.

Work Environment & Physical Demands

• Primarily office-based with frequent computer and phone/Teams use.
• High volume of communication with candidates and managers.
• Must be able to sit for extended periods and use standard office equipment.
• Occasional local travel may be required to support hiring events or multi-site needs.

Preferred Qualifications

• HR certification (SHRM-CP/SCP, PHR/SPHR).
• Experience recruiting in operational, service-line, or hourly workforce environments.
• Bilingual Spanish/English (preferred, not required).
• Experience building metrics dashboards or recruitment reporting tools.