Talent Acquisition Specialist Jobs

Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

The Talent Acquisition Specialist role is an exciting new position residing in central University Human Resources. This position will support the recruiting needs for a specific school or unit at Stanford. This is a newly created role in support of our Inclusive Talent Acquisition (ITA) initiative which is a multi-year effort to support and grow our diverse community by improving our candidate experience and talent pipeline through embedding fair and inclusive recruiting practices, relying on expert talent acquisition resources for recruiting support, actively sourcing for critical diverse talent pools, and optimizing partnerships to build a steady pipeline of diverse top talent. The Talent Acquisition Specialist will work closely with the Senior Recruiter, who is the primary point person for a school or unit. The Talent Acquisition Specialist will be responsible for ensuring a robust and diverse pipeline of talent for the individual schools or unit, and ensure that all candidates have an optimal experience.

We are open to a remote work arrangement (must be able to work Pacific Time Zone). The Talent Acquisition Specialist must be able to travel to Stanford University. The number of days may occasionally fluctuate subject to business need, but the expectation is that this position will be onsite a minimum of 2 days/quarter. The onsite work location is Stanford Redwood City Campus, 505 Broadway, Redwood City, California but travel to the Stanford main campus to meet with individuals in schools/units will be required at times.

CORE DUTIES:

• Develop diverse talent pipelines for future hiring needs
• Recruit from and/or conduct job fairs, as needed.
• Recruit potential candidates on social media and professional networks (e.g. LinkedIn and Indeed)
• Maintain candidate databases (e.g. via our Applicant Tracking System)
• Communicate with past applicants regarding new job opportunities
• Partner with senior recruiters, hiring managers and local HR staff to determine basic requirements and qualifications of positions to develop job postings, candidate profiles, and selection criteria.
• Identify opportunities for improving candidate experience and sourching efficiencies.
• Recruit, screen, interview, and recommend external and/or internal candidates for all levels of jobs, including support and hourly, professional and technical, and management positions.
• Identify qualified candidate profiles using various sourcing techniques (e.g. Boolean search) and build projects in LinkedIn Recruiter and our ATS system.
• Promote our employer brand online and offline
• Ensure accurate and complete documentation is maintained concerning all phases of the recruitment process, including equal employment opportunity statistics, and is in compliance with state and federal laws, contractual obligations, and university guidelines.
• Ask for referrals from current employees and external networks
• Measure conversion rates, including numbers of passive candidates who turn into applicants, get invited to interviews, get offers and get hired

This role is open to candidates anywhere in the United States. Stanford University has five Regional Pay Structures. The compensation for this position will be based on the location of the successful candidate. The expected pay range for this position is $87,000 to $123,000 per annum.
Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.