Role Description The Talent Acquisition Specialist will play a pivotal role in identifying, attracting, and recruiting top talent to support our mission in emergency management. This individual will work closely with hiring managers and the Human Resources team to ensure critical roles are filled for immediate and future hiring needs. Tasks, Duties, and Responsibilities - Execute talent acquisition strategies to meet organization's hiring needs. - Source candidates for immediate hiring needs in a fast-paced environment. - Maintain and refine the applicant tracking system and recruitment metrics. - Manage the full recruitment lifecycle, ensuring a positive candidate experience from sourcing to onboarding. - Collaborate with department heads to determine staffing needs and develop job descriptions. - Review resumes and applications to identify qualified candidates. - Conduct interviews and coordinate hiring processes with department heads. - Build and maintain a talent pipeline for current and future hiring needs. - Utilize various recruiting platforms and tools to attract candidates. - Support onboarding processes for new hires to ensure smooth integration into the team. - Support the Human Resources team with any additional administrative needs. - Maintain accurate recruitment records and reports. - Participate in job fairs and recruitment events. - Perform other related duties as assigned. Qualifications - Strong verbal and written communication skills with the ability to build rapport with candidates and hiring managers. - Ability to manage multiple recruitment activities simultaneously in a fast-paced, remote work environment. - Excellent organizational and time management skills with the ability to prioritize multiple requisitions and competing deadlines. - Strong attention to detail and accuracy when maintaining candidate records and recruitment documentation. - Customer service skills with a professional, responsive, and candidate-focused approach. - Ability to conduct effective phone screens and assess candidate qualifications against job requirements. - Proficiency in Microsoft Office Suite (Outlook, Word, Excel, and Teams) and the ability to quickly learn new HR and recruiting software. - Strong internet research and candidate sourcing skills utilizing job boards, LinkedIn, and other recruiting resources. Requirements - Bachelor’s degree in human resources, Business Administration, or a related field. Years of experience can be substituted on a year for year basis. - 2+ years experience in talent acquisition and high-volume recruiting. - 1+ years experience with Applicant Tracking Systems (ATS) and other recruitment software. Experience/Education Preferred - Proven experience working in government or disaster response sectors. Knowledge of the emergency management field is a plus. - 2+ years experience in Human Resources. - 1+ years experience creating onboarding plans and experiences for new hires. - 1+ years experience in a fast-paced corporate, manufacturing, healthcare, or retail environment. - 1+ years experience in direct sourcing and building talent networks. Additional Qualifications - Must be 18 years of age or older. - Eligibility to work in the United States without employer sponsored visa is required. - Must pass company and any applicable client background check and reference check upon offer of employment. - Temporary positions are not benefits eligible except where required by law. EEO Statement AC Disaster Consulting is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender, gender identity, national origin, disability, or veteran status.

• Own the recruitment process end-to-end, from intake meetings through offer acceptance. • Partner with hiring managers to define role requirements, ideal candidate profiles, and hiring strategies. • Source, screen, interview, and manage candidates throughout the hiring process. • Coordinate assessments, interviews, and hiring decisions across multiple stakeholders. • Drive offer negotiations and closing efforts to secure top talent. • Maintain a strong focus on hiring A-Players who align with Telos Media's performance standards and culture. • Deliver a professional, engaging, and high-quality candidate experience. • Maintain clear communication and timely feedback throughout every stage of the hiring process. • Represent Telos Media positively and professionally in all candidate interactions. • Build and maintain relationships with high-potential candidates, even when no immediate opportunity exists. • Develop and nurture long-term talent pipelines for recurring and strategic roles. • Create talent maps and maintain active networks across creative and operational functions. • Re-engage passive candidates and previous applicants when relevant opportunities arise. • Maintain accurate ATS records and hiring documentation. • Track recruitment metrics and identify opportunities for process improvement. • Continuously optimize workflows to improve hiring speed, quality, and efficiency.

• Lead daily recruitment operations and develop the Talent Acquisition team. • Assign, distribute, and monitor open positions across the team while maintaining clear visibility over every search status. • Lead a team of three Recruiters, providing day-to-day guidance, coaching, regular performance feedback, and career development support. • Run the daily kickoff to align priorities and unblock the team. • Own candidate selection end to end, source, screen, and interview candidates. • Partner with clients and present candidates while aligning on profile requirements and search strategy. • Develop and maintain talent pipelines for recurring and high-demand roles and track key metrics.

• Develop and execute sourcing strategies across multiple channels (online platforms, communities, events, referrals) to identify top talent for Ford Racing roles. • Conduct initial candidate screens, review resumes and profiles, and provide clear, concise assessments of candidate fit, interest, and readiness. • Advocate for strong candidates and avoid wasting stakeholder time by presenting only well-qualified, thoughtfully evaluated talent. • Join recruiter and stakeholder calls to discuss search progress, pipeline quality, and market feedback, and to refine role requirements or search focus as needed. • Identify where searches are getting stuck, surface search challenges early, and propose out-of-the-box sourcing approaches and new talent channels. • Maintain organized candidate pipelines, trackers, and documentation in the applicant tracking system and Sustainable Talent tools, ensuring visibility into top-of-funnel and screened candidates. • Partner closely with the Senior Recruiter to align sourcing priorities, calibrate profiles, and ensure smooth handoffs into the interview process.