Talent Acquisition Partner

About the role

The Talent Acquisition Partner (TAP) serves as a strategic, full-cycle recruiting partner responsible for both high-volume and niche hiring. This role focuses primarily on high-volume recruitment for a class-based call center environment, while also carrying niche recruiting responsibilities for specialized and harder-to-fill roles. Success in this role requires someone who can flex between the speed and scale of high-volume hiring and the relationship-driven, proactive sourcing that niche recruiting demands.

Responsibilities

• High Volume Recruiting Build and maintain proactive talent pipelines for recurring roles so candidate pools are ready before requisitions open.
• Execute class-based and cohort hiring campaigns, coordinating high-volume screening, scheduling, and selection cycles with defined start dates and headcount targets.
• Partner with business stakeholders on intake and pipeline strategy, translating sourcing output into qualified candidate slates.
• Conduct high-volume phone screens, rapidly assessing soft skills, basic qualifications, and cultural alignment for core hiring categories .
• Keep hiring managers updated throughout the full recruiting cycle - from pipeline status to candidate progression to offer stage.
• Set and reset expectations proactively, communicating talent availability, timeline risks, and market realities before they become surprises.
• Present qualified candidate slates with clear, concise summaries that help hiring managers make faster, better decisions.
• Maintain accurate, up-to-date candidate records in Workday and Phenom - including disposition notes, pipeline status, and offer details - at every stage of the process.
• Identify bottlenecks and inefficiencies in high-volume workflows and recommend process improvements or automation opportunities.
• Niche Recruiting Manage full-cycle recruitment for various roles across all lines of business in the insurance industry
• Heavy sourcing of passive insurance candidates through networking, cold-calling, and utilizing a variety of databases: internal HRIS system (Workday), ATS (Phenom), LinkedIn Recruiter, Indeed Resume, Handshake, social media, and other online databases
• Conduct candidate phone screens, provide feedback, schedule interviews, review assessment results, and collaborate with team on hiring decisions. Drive the hiring process and decisions with an emphasis on providing positive candidate experience and hiring the best talent for the role
• Successfully build and maintain robust candidate pipelines for current and future job requisitions
• Build strong relationships, acting as a trusted advisor and business partner providing consultative recruitment services to guide the talent strategy
• Successfully manage multiple competing priorities and simultaneous requisitions with aggressive timelines
• Involvement in strategic initiatives, internal projects and ongoing process improvements
• WHAT YOU BRING TO THE TABLE:
• 5+ years of full-cycle recruiting experience using various interview and evaluation methods
• Highly organized : You can juggle a large requisition load and still know exactly where every candidate stands. Nothing falls through the cracks.
• A strong communicator : Hiring managers never wonder what's going on with their requisitions. You set expectations early and update proactively.
• A Process Change Agent : You notice what's slowing things down and you say something. You recommend automation, flag inefficiencies, and help make the team better - one workflow at a time.
• Pipeline-minded : You think ahead. Class-ready and niche talent pools don't build themselves, and you know that proactive pipelining is what separates reactive from strategic.
• Prior Insurance industry experience is a plus but not required
• Excellent communication skills and the ability to interact effectively with all levels of the organization, including senior leadership
• Strong organizational skills and attention to detail
• Demonstrated success meeting deadlines and delivering results in a fast-paced environment
• Proven ability to attract passive candidates as well as build proactive and inclusive pipelines through cold calling, networking and other advanced sourcing tools and techniques
• Experience with MS Office, ATS platforms, LinkedIn Recruiter, and other recruiting technologies (Workday and Phenom strongly preferred)
• Ability to work autonomously while remaining highly collaborative
• A genuine passion for recruiting
• Ability to travel occasionally as needed for job fairs, trainings, team meetings, etc. (less than 10%)
• ABOUT HUB INTERNATIONAL:
• HUB International Limited ("HUB") is one of the largest global insurance and employee benefits broker, providing a broa

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