Talent Acquisition & People Operations Specialist

As a Talent Acquisition & People Operations Specialist at Clair, your key responsibilities will include leading full-cycle recruitment, managing candidate pipelines, and formulating tailored strategies to meet the needs of hiring managers. You'll also support HR operations, contribute to employee engagement initiatives, and collaborate on creating a positive workplace culture.

To apply for the Talent Acquisition & People Operations Specialist position at Clair, you should have at least 3 years of experience in talent acquisition, particularly focusing on Product and Engineering roles. Familiarity with HRIS/PEO platforms, applicant tracking systems like Greenhouse, and a strong understanding of recruiting metrics are essential. Your organizational, multitasking, and problem-solving skills will be crucial for thriving in this role.

The recruitment process for the Talent Acquisition & People Operations Specialist at Clair involves leading efforts in sourcing candidates, interviewing, and managing the candidate experience from initial contact through to onboarding. You will collaborate with hiring managers to develop effective recruitment strategies tailored to their specific needs.

As a Talent Acquisition & People Operations Specialist at Clair, you can expect a vibrant and inclusive office culture that values engagement and collaboration. You will be expected to promote this culture by serving as a Culture Champion and assisting in planning team events that foster a positive workplace environment.

Clair offers a competitive total compensation package for the Talent Acquisition & People Operations Specialist role, which includes medical, dental, and vision coverage, unlimited vacation for salaried roles, fully-paid parental leave, and a company-sponsored 401k plan. Additionally, you'll have access to your earnings daily and a supportive work-from-home setup.

When answering this question, highlight your previous roles where you managed the recruitment process from start to finish. Discuss specific challenges you faced, such as finding niche talent, and how you developed creative sourcing strategies to build diverse pipelines. Provide metrics on your success to quantify your impact.

In your response, share a specific example from your experience where you encountered a challenging hiring manager. Discuss how you built rapport, set clear communication expectations, and found collaborative solutions that met both the hiring manager's needs and the company's goals.

Be prepared to discuss the specific tools you use, such as Greenhouse or Excel, to track key metrics like time-to-hire and candidate satisfaction. Emphasize how this data informs your recruiting strategies and leads to continuous improvement in the hiring process.

Detail the steps you implement to ensure a seamless candidate experience from initial contact through onboarding. This could involve prompt communication, personalized engagement, and feedback collection, all focusing on candidate comfort and clarity throughout the process.

Discuss the resources you rely on, such as professional organizations, webinars, and online courses, to stay informed about the latest in talent acquisition. Highlight any specific certifications or training that enhance your knowledge and skills within the industry.

Share an example of an onboarding process you've designed or improved, focusing on how you tailored the experience to help new hires integrate smoothly into the company culture. Mention feedback you gathered during the onboarding phase to assess and refine the experience.

In your response, explain the various sourcing techniques you employ, such as attending networking events, utilizing social media outreach, or partnering with organizations focused on underrepresented groups. Share success stories where these strategies led to tangible results.

Talk about how you assess urgency and importance when managing your recruitment tasks. You can mention using project management tools, setting clear deadlines, and keeping open communication with hiring managers to ensure recruitment timelines are met.

Emphasize how data informs your hiring decisions by analyzing recruitment metrics and candidate performance, guiding your sourcing strategies, and predicting hiring needs. Discuss how you leverage this data to enhance your overall hiring process.

When addressing this question, outline the procedures you follow to stay compliant with HR policies. Discuss collaborating with legal and compliance teams to develop clear guidelines and ensure that recruitment practices align with state and federal regulations.