• Own end-to-end recruiting execution for BT and RBT roles, including sourcing, phone screening, coordinating interviews, offer delivery, and closing. • Manage high-volume requisitions aligned to forecasted clinic needs and hiring timelines. • Maintain accountability for hiring outcomes, including time-to-fill and offer acceptance rates; escalate risks as needed. • Partner with onboarding operations to ensure accurate and timely candidate handoff following accepted offers, particularly in time-sensitive hiring situations. • Build and maintain sustainable BT and RBT candidate pipelines using job boards, referrals, community outreach, and direct candidate engagement. • Adjust sourcing and outreach tactics based on clinic demand, candidate availability, and market conditions. • Partner with the Manager – Talent Acquisition to share pipeline insights, execution challenges, and hiring risks. • Conduct structured phone screens to assess qualifications, schedule reliability, and alignment with role requirements. • Coordinate on-site interviews with Clinic Directors and ensure timely scheduling and candidate preparation. • Provide professional, timely communication to candidates throughout the hiring process. • Extend and explain BT and RBT employment offers within established compensation frameworks and approval guidelines. • Address candidate questions and objections, driving timely acceptance while maintaining equity and consistency. • Escalate exceptions, delays, or competitive challenges to the Manager – Talent Acquisition. • Identify candidates interested in pursuing BCBA credentialing and appropriately refer eligible individuals to Fieldwork Program leadership for consideration. • Partner closely with Clinic Directors and operational leaders to align on hiring needs, priorities, and timelines. • Maintain accurate documentation and pipeline data within the applicant tracking system (ATS). • Collaborate with recruiting operations or coordination support, when available, while retaining accountability for hiring outcomes.

Job Description Summary MUSC Community Physicians (MCP) is an entity within the Medical University of South Carolina that provides healthcare to patients within the rural health network throughout the state of South Carolina. The Talent Acquisition Consultant II identifies and recruits qualified applicants for assigned positions utilizing active and passive recruitment strategies. Entity MUSC Community Physicians (MCP) Worker Type Employee Worker Sub-Type​ Regular Cost Center CC004520 MCP - Human Resources Pay Rate Type Salary Pay Grade Health-28 Scheduled Weekly Hours 40 Work Shift Job Description The Talent Acquisition Consultant II manages the end-to-end recruitment process, proactively sourcing, attracting, and hiring top talent to meet long-term organizational goals. This role establishes and maintains relationships with operational leaders functioning as the primary contact for assigned leaders to address all recruitment needs. This position partners with leaders to ensure they are aware of strategies that will enhance their ability to identify the most qualified candidate, including behavioral interviewing techniques, recommendations for peer, group or stakeholder interviews; and partners with leader to identify recruitment barriers, opportunities and provides recommended solutions. Key Responsibilities · Full-Cycle Recruiting: Managing the entire hiring process from sourcing to onboarding. · Proactive Sourcing: Building pipelines of passive talent using social media, networks, and databases. · Stakeholder Collaboration: Partnering with hiring managers to define roles, criteria, and interview strategies · Candidate Experience: Ensuring a positive, professional experience for all candidates. · Data Management: Utilizing Workday (ATS) to track metrics, analyze results, and improve strategies. · Employer Branding: Promoting the company as a great place to work. Required Skills and Qualifications · Experience: 2–4+ years in recruitment or human resources. · Communication: Excellent interpersonal skills for building relationships and interviewing. · Technical Skills: Proficiency in Workday and LinkedIn Recruiter. · Knowledge: Familiarity with labor laws and sourcing techniques. · Education: Bachelor’s degree in HR, Business, or related field preferred. Additional Job Description Bachelor’s degree in Human Resources Management, Business Administration or related field from an accredited college or university and at least one year of full cycle recruitment experience and working knowledge of applicant tracking software required (WorkDay preferred), or at least two years of College Recruitment, Marketing, Project Management, Sales and Agency Staffing work experience. PHR or SHRM-CP certification may be substituted for one year of related work experience. Ability to work in a fast-paced work environment. If you like working with energetic enthusiastic individuals, you will enjoy your career with us! The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need. Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees

• Coordinate interview scheduling with candidates and hiring teams • Manage candidate interview confirmations, follow-ups, and background check tracking • Support recruiters by creating and posting LinkedIn welcome posts for new hires • Help monitor candidate pipelines and keep recruiting trackers up to date • Help maintain the onboarding tracker and hiring dashboard • Attend onboarding meetings and capture notes, follow-ups, and next steps • Track background check completion and other compliance milestones • Assist with welcome gifts, Day-1 readiness steps, and coordination with HR Operations and hiring managers • Learn about sourcing, resume screening, and the full recruitment lifecycle • Build and maintain simple LinkedIn sourcing projects • Assist with basic candidate research and talent pipeline organization • Help refresh offer letter templates, new hire welcome assets, etc. to our new brand guidelines • Support social media content for hiring campaigns, spotlight posts, or employee stories • Help draft internal communications such as reminders, onboarding messages, or simple updates for new hires • Support virtual learning sessions by preparing materials, organizing links, and capturing notes during meetings

• Manage and develop a team of recruiters and talent acquisition coordinators. • Establish clear hiring targets, activity benchmarks, and performance expectations. • Coach recruiters on sourcing strategy, stakeholder management, and candidate experience. • Build structured processes for feedback, accountability, and performance improvement. • Strengthen partnerships between recruiting and hiring managers. • Oversee full-cycle recruiting across multiple international markets. • Adapt recruiting strategies to fit regional talent markets. • Ensure compliance with local hiring practices and regulations. • Support workforce planning and hiring prioritization with business leaders. • Define and track KPIs such as time-to-fill, funnel conversion, source effectiveness, and recruiter productivity. • Use data to identify bottlenecks and implement process improvements. • Provide consistent recruiting performance reporting to leadership. • Improve hiring forecasting and recruiting predictability. • Refine recruiting workflows and optimize ATS usage. • Ensure a consistent and high-quality candidate experience globally. • Partner on employer branding initiatives as needed. • Standardize recruiting best practices while allowing for regional nuance.