Role Description Wilson is seeking a motivated and knowledgeable Talent Administrator & Coordinator to join our collaborative, dynamic and forward-thinking team. Someone that will play an integral part in the recruitment team. Does this sound like you? The Talent Administrator & Coordinator would be responsible for working with the Recruiting Team to support the recruitment process and supplement other full life cycle recruitment activities. The main duties include but are not limited to: - Coordinates and schedules candidates for a range of selection process activities such as assessments, interviews, onsite visits, etc. - Owning pre-employment processing of employees, ensuring proper completion of paperwork. - Preparation of offer letters, facilitation background checks and reference checks. - Maintains files and documentation on candidates to maintain compliance. - Leads auxiliary postings for internal recruitment team and collaborates with the team on requirements for open requisitions. - Prepares daily, weekly and monthly reports and coordinating schedules and meetings. - Generates reports on candidate and recruiter activity daily. - Tracks candidate activity and dispositions candidates in applicant tracking systems. - General office duties (such as answering any candidate/recruiter queries, filing, copying, data entry, etc.). Qualifications - Shown customer service mentality with a "can do" attitude. - 1-2 years office administration experience preferably in an HR or staffing capacity. - Superior organization skills and dedication to completing projects in a timely manner. - Excellent communication with the ability to work in a team environment. - Deep understanding and dedication to the requirements of confidentiality. - Ability to analyze and revise operating practices to improve efficiency. Requirements - Salary for this position is anticipated to range between 37k to 50k annually. - This range is a good-faith estimate, based on the qualifications necessary for the position, including experience, skills, training, and other considerations permitted by law. - Factors that may be used when making an offer may include, but are not limited to, a candidate’s skills, experience and geographic location, the expected quality and quantity of work, and any client specific specifications. - Most candidates will start at the bottom half of the pay range. - The upper end of the range will generally be reserved for candidates with extensive experience and skills and who live in geographic markets commanding a higher starting pay. - An employee’s pay history will not be a contributing factor where prohibited by local law. Benefits - Bonus/commission programs. - Competitive benefits package, including health insurance coverage. - Retirement plan. - Employee wellness program. - Life and disability insurance. - Unlimited PTO.