Sr. Talent Acquisition Specialist

The Johns Hopkins Center for Talented Youth is a nonprofit dedicated to identifying and developing the talents of academically advanced K-12 students around the world. We provide today’s brightest students with fun, challenging courses; a community of engaged learners; and a strong foundation for future success in college and their careers.

Want to join our team? We’re looking for mission-driven problem-solvers who can thrive in CTY’s diverse, collaborative, fast-paced, and results-driven work environment. We value innovation, creativity, integrity, and a shared commitment to the bright young people we serve.

The Ideal Candidate

We are seeking a Sr. Talent Aquisition Specialist. The ideal candidate for this role has a passion for interacting with candidates and internal stakeholder and aligning their needs and interests. They are extremely organized and able to define their work process and quickly establish an “operating rhythm” to support the high-volume nature of our recruitment efforts. They are systematic in approach and able to maintain a focus on quality/value and quantity/efficiency simultaneously.

Speaking to candidates is exciting to the ideal candidate. They are motivated and inspired by the work of CTY and can’t wait to share our opportunities with others

The primary purpose of this role is to perform the full life cycle recruiting process including screening, interviewing, making the selection/hiring decision and extending job offers for a subject area(s) and/or administrative/support area(s) to support our ability to hire the best staff to work with our highly gifted students.

This position will partner with hiring managers, CTY HR and Central University Talent Acquisition to actively recruit and interview positions including K-12 teachers, teaching assistants, resident assistants, curriculum writers, administrative and other staff. This position will be required to consistently use our applicant tracking system and other required tools to complete their work. Additionally, recruiters will engage in proactive relationships with hiring managers to fully understand their needs and establish credibility and trust to make hiring decisions on their behalf.

Specific Duties % Responsibilities

Recruiting & Interviewing

• Responsible for identifying top talent and converting prospects to active candidates and future employees. Conduct the screening and interviewing efforts to support high-volume hiring necessary to support seasonal and ongoing casual and limited hiring needs with focus on developing and maintaining a vetted pool of qualified candidates to meet the needs of CTY.
• Manage all aspects of the requisitions process for needs in your assigned area(s) including working with CTY HR to post positions, tracking the status of each candidate in compliance with University policies, closing requisitions and requesting and fulfilling offers of employment.
• Partner with CTY Sourcing team to build a qualified and robust pipeline of talent for roles in assigned areas.
• Screen, interview and evaluate candidates for positions in assigned areas. Make hiring decision and extend offers as applicable. Conduct an average 20 interviews per week.
  
• Assist with building and developing of all interview protocols with focus on eliminating bias and provide an equal opportunity aligned with our commitment to be an anti-racist organization.
  
• In compliance with University compensation guidelines, determine and calculate salary offers, offer positions to candidates and arrange start date.
  
• Manage multiple requirements, screen resumes and update candidate pipeline progress in CTY’s applicant tracking system. Manage passive candidate workflow and ensure positive candidate and hiring manager experience.

Client Relationship Management

• Cultivate effective business partnership with CTY leaders, managers, supervisors and staff. Partner with, educate and consult with hiring managers on recruiting process, candidate quality and expectations.
  
• Establish regular communications with the hiring managers, such as 1-1 meetings, team meetings with established agendas or other regular touch points.
  
• Maintain consistency in messaging to client’s regarding changes to recruiting and hiring philosophy/approach and processes.
  
• Showcase an extremely high level of understanding and become fully engrained in client areas to build trust and credibility in the centralized hiring team.
  
• Leverage partnership with hiring managers to assist leadership in anticipating and identifying the present and future staffing requirements of assigned departments, obtain appropriate data, interview department leaders and function as projec