Talent Advisor

The Talent Advisor serves as a strategic partner to hiring leaders, driving full-cycle recruitment while elevating the quality, consistency, and effectiveness of the hiring process. This role operates as a consultative advisor—aligning talent strategy with business objectives, workforce needs, and evolving skill requirements.

The Talent Advisor is accountable for delivering high-quality hiring outcomes through disciplined intake conversations, structured screening methodologies, proactive sourcing strategies, and data-informed decision making. This role emphasizes skills-based evaluation, digital fluency, and consistent selection practices to ensure strong long-term talent alignment.

In addition to full-cycle recruiting responsibilities, Talent Advisors develop a defined area of specialization aligned to both individual strengths and enterprise needs. This specialization enhances overall team capability while maintaining shared accountability for recruiting results.

 Key Responsibilities

Strategic Talent Partnership

• Partner with hiring leaders to define role requirements, success profiles, and critical skills needed for business impact
• Lead structured intake discussions to clarify technical competencies, digital requirements, and behavioral expectations
• Provide consultative guidance on market conditions, talent availability, compensation trends, and hiring strategy
• Align recruiting efforts with workforce planning priorities and evolving business objectives

Full-Cycle Recruitment

• Lead end-to-end recruitment including sourcing, screening, interviewing, selection, and offer extension
• Conduct structured pre-screens that evaluate technical capability, digital proficiency, soft skills, and role alignment
• Present qualified candidates with clear, data-informed assessments
• Manage candidate experience from initial engagement through onboarding transition

Sourcing & Market Intelligence

• Develop and execute targeted outreach strategies for active and passive talent
• Leverage LinkedIn, job boards, professional networks, university partnerships, and niche channels
• Build and maintain talent pipelines for critical and hard-to-fill segments
• Utilize market insights and hiring data to inform recruiting strategy and improve outcomes

Skills-Based Hiring Practices

• Apply structured interview guides and assessment tools to promote fair, consistent evaluation
• Translate candidate skills into internal opportunities across business units
• Identify pathways for nontraditional talent pools to address evolving workforce needs

Digital & Technical Proficiency

• Effectively leverage applicant tracking systems, HCM platforms, recruiting technologies, sourcing tools, and talent analytics
• Demonstrate strong digital fluency in managing candidate pipelines, reporting, workflow optimization, and system navigation
• Continuously adapt to emerging recruitment technologies, including AI-enabled tools

Specialization & Team Contribution

• Develop and maintain a defined specialty area that strengthens overall Talent Acquisition capability (examples may include digital sourcing strategy, assessment optimization, talent intelligence, early career programs, workforce planning support, or niche segment expertise)
• Share expertise and best practices to enhance overall team performance
• Demonstrate agility in adapting to shifting business priorities and evolving hiring demands

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (or equivalent experience)
• 2–5 years of experience in talent acquisition, recruiting, career coaching, or related discipline
• Demonstrated experience managing full-cycle recruitment across diverse job families 
• Strong demonstrated proficiency in using applicant tracking systems (ATS) and Human Capital Management (HCM) platforms to manage requisitions, candidate workflows, reporting, and compliance requirements
• Strong understanding of technical, digital, and behavioral competency evaluation
• Proven ability to build credibility and influence stakeholders through consultative partnership
• Strong analytical capability with ability to leverage hiring data to inform strategy and improve performance
• Excellent interpersonal, communication, and executive presence skills
• SHRM-CP or PHR certification preferred
• Ability to travel up to 25%