Talent Acquisition Coordinator

Scope: The Talent Acquisition Coordinator supports the district’s full-cycle recruiting and talent acquisition activities, from workforce planning and job posting through candidate selection and pre-boarding. The coordinator partners closely with hiring managers and reports directly to the Employee Development Manager to attract, assess, and secure qualified talent while delivering a consistent and professional candidate experience. The role also helps maintain recruiting data, strengthen talent pipelines, support employment branding, and ensure recruiting practices align with company policies and applicable requirements.

Responsibilities and Duties

• Manages the SmartRecruiters process from job requisition and posting through candidate disposition and job advertisement closure.

• Partners with the Employee Development Manager and hiring managers to clarify staffing needs, role requirements, selection criteria, and recruiting timelines.

• Drafts and posts clear, accurate, and engaging job advertisements using approved job descriptions and employment-branding standards.

• Proactively sources candidates through internal talent pools, referrals, career sites, professional networks, recruiting events, and other approved channels.

• Reviews applications and resumes, conducts initial screening interviews, and presents qualified candidate slates to hiring managers.

• Coordinates interviews, assessments, candidate communications, scheduling, and interview-team logistics from beginning to end.

• Provides hiring managers with interview guides, selection tools, and process support to promote consistent and effective candidate evaluation.

• Conducts interviews as requested and supports structured, job-related selection practices.

• Maintains timely, professional communication with candidates and ensures a positive candidate experience throughout the recruiting process.

• Coordinates offer-preparation activities, required approvals, pre-employment steps, and handoff to onboarding stakeholders.

• Builds and maintains talent pipelines for recurring, high-volume, and hard-to-fill positions.

• Supports university, community, referral, internship, and recruiting-event strategies based on district hiring needs.

• Tracks recruiting activity and metrics, including applicant flow, time to fill, source effectiveness, offer acceptance, and open-position status.

• Maintains accurate recruiting records and protects candidate confidentiality in accordance with company policy and applicable requirements.

• Identifies opportunities to improve recruiting workflows, tools, templates, candidate outreach, and hiring-manager service.

• Partners with the Employee Development Manager to support workforce planning, internal mobility, succession pipelines, and inclusive access to career opportunities.

• Coordinates a smooth transition from accepted offer to pre-boarding and onboarding, ensuring information is provided timely to the appropriate stakeholders.

Physical Demands

Use of standard office equipment - computer with keyboard and mouse, phone, fax/copy/scan machine, etc.

Write with pencil/pen/marker.

Functions performed primarily while seated at a desk.

Stand or move for varying periods of time while attending recruiting events, interviews, or meetings.

 

Expeditors Core Competencies

• Exceptional Customer Service:

Exceeds customer expectations by anticipating, understanding and meeting needs. Is proactive and when issues arise, is timely and resolute in solving problems, including escalating to management when necessary. Builds rapport and exhibits empathy during interactions, and consistently strives to improve customer satisfaction with customers. (This skill expectation applies both externally (customers, service providers) and internally (other Expeditors offices/employees).

• Job Execution:

Consistently completes quality work that matches job expectations.  Is committed to operational excellence and continuous improvement for own job function and across the network.  All activities are compliant with company policies/procedures and code of business conduct and with government regulations.

• Reliability:

Consistently meets deadlines. Is punctual and can be relied on for planning purposes. Is organized, manages own time effectively and can prioritize.

• Collaboration:

Displays a willingness to accomplish not only his/her own job responsibilities without the need for constant prodding but is willing, without request, to aid and assist others to the benefit of the company and/or customers. Works in harmony with superiors and fellow workers without incident or delay.

• Communication:

Effectively listens to others and communicates (verbal and written) in a professional manner, both internally and externally. Provides relevant and timely information to co-workers, customers and service providers.  Answers phone calls and responds to voicemails, emails and other communication according to Expeditors' standards.

• Culture:

Exhibits and promotes the company’s 10 cultural attributes: Appearance, Attitude, Confidence, Curiosity, Excellence, Integrity, Pride, Resolute, Sense of Humor, and Visionary. 

• Personal Growth and Development:

Participates in training within the company’s guidelines, completing at least 52 hours of relevant training per year. Completes required training in a timely manner with minimal reminders. Pursues professional development goals for self, including participating in a development plan as appropriate.

 

Talent Acquisition Coordinator Job-Specific Competencies

The core business-critical skills, knowledge, and behaviors applicable to the Talent Acquisition Coordinator.

• Coordinates Full-Cycle Recruiting

Coordinates recruiting activities from approved requisition through accepted offer and pre-boarding handoff. Maintains accurate job postings, applicant status, interview schedules, candidate communications, and recruiting documentation while keeping the Employee Development Manager and hiring managers informed of progress and risks.

• Delivers a Strong Candidate Experience

Provides timely, respectful, and professional communication at every stage of the hiring process. Sets clear expectations, follows through on commitments, protects confidentiality, and represents Expeditors’ culture and employment brand consistently.

• Builds Qualified Talent Pipelines

Uses approved sourcing channels, employee referrals, internal talent pools, recruiting events, and professional networks to identify qualified candidates. Develops pipelines for recurring and hard-to-fill roles and adjusts sourcing activity based on hiring needs and results.

• Supports Effective Candidate Selection

Conducts consistent resume reviews and initial screenings, coordinates structured interviews, and provides hiring managers with practical selection tools. Promotes job-related, fair, and well-documented hiring decisions aligned with company practices.

• Uses Recruiting Data and Systems Effectively

Maintains accurate information in SmartRecruiters and related systems. Tracks open positions, candidate flow, time to fill, source effectiveness, offer acceptance, and other relevant measures to identify trends and support continuous improvement.

• Partners with Hiring Managers

Builds productive relationships with the Employee Development Manager and district hiring managers. Clarifies role requirements, establishes recruiting timelines, provides responsive process support, and escalates barriers that could affect hiring outcomes.