Talent Acquisition Recruiter

Job Description: The Opportunity We are seeking a driven, resourceful Talent Acquisition Partner who combines strong recruiting expertise with business judgment, critical thinking, and a bias for action. This person will do more than manage requisitions—they will take ownership of hiring outcomes, advise and challenge leaders, solve problems, and continually raise the bar for talent. The ideal candidate is equally comfortable developing a recruiting strategy, influencing a hiring decision, sourcing candidates, and improving a process. They move with urgency, build strong relationships, and measure success by the quality and impact of the people hired—not simply the number of positions filled. Key Responsibilities Own the full recruiting lifecycle, from intake and sourcing strategy through candidate assessment, offer acceptance, and transition to onboarding. Build trusted relationships with hiring leaders and develop a strong understanding of their business, teams, and current and future talent needs. Lead thoughtful intake discussions to clarify the business need, define the ideal candidate profile, establish selection criteria, and align on roles, timelines, and expectations. Advise hiring managers on role design, candidate requirements, market conditions, interview strategy, compensation considerations, and hiring decisions. Develop proactive and creative sourcing strategies that attract strong, diverse talent through direct outreach, referrals, networking, market research, and targeted recruiting events. Assess candidates for experience, capabilities, behaviors, motivation, and alignment with organizational needs. Lead structured, efficient interview and selection processes that promote consistency, reduce bias, and enable timely, evidence-based decisions. Partner with hiring leaders, Compensation, and People Team colleagues to develop competitive and equitable offers. Maintain strong candidate engagement and deliver a professional, responsive, and transparent experience throughout the hiring process. Identify and implement improvements that increase quality of hire, reduce cycle time, strengthen accountability, and improve the hiring manager and candidate experience. Use recruiting data and market insights to evaluate effectiveness, identify risks, and recommend solutions. Support the effective use and continuous improvement of the Applicant Tracking System and related recruiting tools. Ensure recruiting practices comply with applicable employment laws, regulations, and company policies. What You Bring Demonstrated full-cycle recruiting experience across multiple functions and organizational levels. Strong business acumen and the ability to connect talent decisions to broader business needs. A track record of building credibility and productive relationships with hiring managers and senior leaders. An ownership mindset—you identify what needs to happen, remove obstacles, and drive work through completion. Strong critical-thinking and problem-solving skills, with the ability to navigate ambiguity and recommend practical solutions. Sound judgment and the confidence to bring a point of view, ask difficult questions, and challenge thinking when appropriate. Strong sourcing, interviewing, assessment, negotiation, and candidate-management capabilities. The ability to balance multiple priorities while operating with urgency, discipline, and attention to detail. Excellent communication, consultation, and influencing skills. Experience using applicant tracking systems, recruiting technology, market data, and talent metrics. Working knowledge of employment laws and recruiting compliance requirements. A commitment to maintaining a high talent bar and delivering an inclusive, high-quality candidate experience. What Success Looks Like Hiring leaders view you as a trusted advisor—not an order taker. Searches begin with clear expectations and strong recruiting strategies. Candidates move through the process efficiently and receive an excellent experience. Hiring decisions are thoughtful, timely, and aligned with the organization’s talent standards. Through your work, recruiting processes become stronger, simpler, and more effective. EDUCATION AND EXPERIENCE Bachelor’s degree in human resources or related field, or equivalent work experience, required. At least three - five years managing all phases of the recruitment and hiring process highly preferred. SHRM-CP or SHRM-SCP preferred. SHRM’s Talent Acquisition Specialty Credential a plus. Experience with Workday Applicant Tracking System preferred Proficient with LinkedIn Recruiter, SharePoint, Excel, PowerPoint CORE VALUES At Wheels, we believe in fostering a culture that is built on our Core Values and Guiding Principles. We cultivate a culture of excellence and innovation by upholding these values, driving our collective success and growth. Integrity – Always act with integrity and honesty. One Team – Treat others with dignity and respect; act as a cohesive, inclusive and accountable team that is making a difference. Innovation – Drive continuous improvement, spark creativity and embrace next generation thinking. Customer Success – Ensure that customer and driver success is at the heart of everything we do. CULTURAL ATTRIBUTES At Wheels, our culture guides us how we work every day, and we look for team members who show these behaviors: Discipline Drives Quality – Plan the Trip: Think proactively, hold a high bar, follow through by leveraging experience and systems. To produce quality outcomes, we must be intentional and deliberate in everything we do, from big bets to daily execution. Intellectually Curious – Fuel Your Minds: Be bold, challenge assumptions, think differently, look outside the box. Strive to unlock your own thinking and create new possibilities. Commit and Deliver – Own It: Take responsibility for your work, from start to finish, and be accountable for the