The Talent Acquisition Specialist is an individual contributor responsible for owning the full-cycle recruiting process from intake through hire, while proactively partnering with internal stakeholders to deliver timely, high-quality talent outcomes. This role requires strong judgment, operational excellence, and the ability to act as a consultative advisor to hiring managers, candidates, and the People & Culture team. Responsibilities: Strategic Staffing & Recruitment Planning Collaborates with internal clients to identify current and future staffing needs. Assists in the development and implementation of recruitment strategies. Assists in the preparation, analysis and presentation of recruiting reports. Ensures internal client satisfaction with recruitment results and takes corrective action when necessary. Establishes and maintains effective and professional relationships with internal clients consistent with company values. Sourcing & Candidate Identification Develops and maintains a network of industry contacts to source qualified candidates. Ensure Jobs are posted with specific targets in various media (LinkedIn, Indeed, corporate Website, etc) Utilizes online recruiting resources to identify and engage candidates. Conduct sourcing technics across all platforms in order to engage with potentially qualified candidates for specific job openings. Develops and maintains contacts with colleges/universities, alumni groups, and other organizations to find and attract applicants. Candidate Management & Selection Owns Recruiting process and documentation regarding open roles, candidates and hires. Tracks applicants through the process to ensure continuous recording of information and provides users with access and support as needed. Manages and ensures effective communication with applicants on all platforms. Negotiate offers for hires against roles assigned. Qualifications:

• Source, screen, and recruit IT professionals for U.S.-based companies • Manage the full-cycle recruiting process, from job intake and candidate outreach to interview coordination and offer negotiation • Build and maintain strong talent pipelines using LinkedIn Recruiter, Workable, and other sourcing platforms • Develop and execute sourcing strategies tailored to technical roles (e.g., Software Engineers, DevOps, QA, Data Engineers, Product Managers, Cybersecurity, Cloud, etc.) • Conduct structured interviews to assess technical competencies, problem-solving skills, and cultural alignment • Partner with the People & Compliance team to ensure smooth onboarding and documentation • Track recruitment metrics and provide regular updates on hiring progress and pipeline health • Stay up to date on IT hiring trends, in-demand tech stacks, and compensation benchmarks.

• Identify and Source Talent: Utilize various sourcing strategies to identify and attract qualified veterans for automotive technician roles. • Develop and maintain a network of veteran organizations, job fairs, and military transition programs to source top talent. • Build Relationships: Establish and nurture relationships with veterans to understand their skills, experiences, and career aspirations. • Collaborate with military transition offices and veteran support organizations to build a strong pipeline of candidates. • Coordinate Recruitment Process: Work closely with Lead Recruiter and Program Manager to understand the technical requirements for automotive technician positions. • Coordinate and facilitate the recruitment process, from initial contact through onboarding. • Promote Employer Brand: Represent ERS at military career fairs, veteran-focused events, and online platforms to promote our commitment to hiring veterans. • Create and share compelling content that highlights the opportunities for veterans in the automotive industry. • Provide Support: Offer guidance and support to veterans throughout the application and onboarding process. • Collaborate with internal teams to ensure a positive candidate experience.

• Manage full cycle recruitment processes from sourcing to candidate engagement to closing top candidates • Find or create new sources of talent • Meet or exceed high standards for candidate experience • Manage 5-10 requisitions at any given time, consistently make 3+ hires/month • Leverage data and technology including AI and automation tools • Contribute to the Talent Acquisition team's AI transformation • Meet or exceed KPIs for time to hire, time to fill, and candidate NPS • Travel of 5% - 10% for company summits