Key Responsibilities and Required Skills for Regional Talent Acquisition Specialist

🎯 Role Definition

The Regional Talent Acquisition Specialist is a hands-on recruiting professional responsible for sourcing, screening, and hiring high-quality talent across multiple locations within a designated region. This role partners closely with hiring managers and HR business partners to build scalable pipelines, improve candidate experience, and deliver against hiring targets while aligning with employer branding, diversity & inclusion goals, and regional workforce plans. The ideal candidate combines tactical full-cycle recruiting expertise, market intelligence, stakeholder consulting, and data-driven decision making to drive timely, cost-effective hires for technical and non-technical roles.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior Recruiter / Corporate Recruiter
Talent Acquisition Coordinator or Sourcer
HR Generalist with recruiting experience

Advancement To:

Regional Talent Acquisition Lead / Manager
Senior Talent Partner / TA Business Partner
Head of Talent Acquisition for a function or region

Lateral Moves:

Employer Brand / Recruitment Marketing Specialist
HR Business Partner
Talent Operations / Recruiting Program Manager

Core Responsibilities

Primary Functions

Lead full-cycle recruiting for assigned region: define role requirements with hiring managers, build and execute sourcing strategies, screen candidates, coordinate interviews, manage offer processes, and ensure a smooth hand-off to onboarding teams — meeting time-to-hire and quality-of-hire targets.
Develop and maintain talent pipelines for critical roles through proactive sourcing, talent mapping, Boolean and X-ray search, LinkedIn Recruiter outreach, and targeted candidate engagement to reduce time to fill and agency spend.
Act as the primary recruitment partner for assigned business units and hiring managers, providing consultative guidance on hiring priorities, role design, interview best practices, candidate assessment, and hiring decision calibration.
Use applicant tracking systems (ATS) and candidate relationship management (CRM) tools to track requisitions, manage candidate workflows, maintain accurate data, and provide regular status updates to stakeholders.
Source and recruit diverse talent by designing inclusive sourcing campaigns, leveraging diversity job boards and networks, and partnering with employee resource groups to meet D&I hiring goals and create equitable candidate experiences.
Conduct structured phone and video interviews, technical screening (where applicable), and competency-based assessments to evaluate candidate fit against role-specific and cultural criteria.
Negotiate offers and close candidates with sensitivity to internal pay bands, market benchmarks, relocation needs, and counter-offer mitigation, ensuring timely acceptance and compliance with regional compensation policies.
Drive candidate experience improvements by owning timely communications, feedback loops, interview scheduling efficiency, and post-offer onboarding coordination to maintain employer brand reputation.
Build strong relationships with external recruiting partners, staffing agencies, and campus relations teams; manage agency performance, SLAs, and budgets to optimize cost-per-hire and quality metrics.
Partner with Talent Acquisition leadership to forecast hiring needs, translate headcount plans into requisitions, and prioritize recruitment efforts against business-critical roles and seasonal peaks.
Provide market and competitive intelligence including talent availability, role-level compensation benchmarking, skills scarcity, and competitor hiring activity to inform workforce planning and compensation discussions.
Implement recruitment marketing strategies in collaboration with employer branding to amplify job campaigns across social channels, targeted ads, community events, and employee referral programs to increase applicant flow and improve funnel conversion rates.
Establish and report on key recruitment metrics (time-to-fill, time-to-source, offer acceptance rate, pipeline conversion rates, source-of-hire) and present insights to regional leaders to drive process improvements and hiring cadence.
Lead and facilitate interview training and calibration sessions for hiring managers on structured interviewing, unconscious bias awareness, and legal compliance to improve hiring quality and reduce selection risk.
Manage complex and high-volume requisitions simultaneously while maintaining a high level of organization, applicant tracking hygiene, and communication with candidates and stakeholders.
Coordinate early talent programs, campus recruitment (when applicable), internships, and graduate hiring initiatives to nurture long-term pipelines and support future talent needs in the region.
Support relocation, visa/immigration discussions, and coordination with global mobility/HR operations to ensure compliant, timely starts for international candidates.
Drive continuous improvement of recruiting processes and playbooks by identifying bottlenecks, implementing automation opportunities, and enabling best practices across the regional TA function.
Serve as a subject matter expert on local employment law, background checks, and hiring compliance for the region, ensuring screening and selection processes adhere to relevant regulations and company policies.
Lead sourcing and recruitment efforts for contingent, contract, and temporary workforce needs in partnership with workforce planning and procurement to balance capacity and cost.
Maintain and enhance relationships with universities, professional associations, and local communities to support employer brand presence and long-term talent pipelines.
Support cross-functional initiatives such as workforce planning, succession planning, and strategic hiring projects (e.g., new market launches, product expansions) by providing recruiting expertise and capacity planning input.
Manage requisition prioritization and recruiter workload in alignment with business priorities, ensuring high-impact roles receive appropriate attention and resources.
Evaluate, pilot, and implement recruitment technologies and tools (sourcing tools, interview platforms, skills assessments) in partnership with talent operations to increase recruiter productivity and candidate engagement.

Secondary Functions

Create and maintain job postings and role profiles optimized for SEO, inclusivity, and conversion across job boards and career sites.
Track and reconcile recruiting budgets, agency invoices, and recruiting vendor spend for the region.
Support ad-hoc workforce analytics requests and generate dashboards to inform hiring managers about pipeline status and hiring velocity.
Contribute to the regional talent strategy by identifying skills gaps and recommending talent development or external hire strategies.
Coach hiring managers on candidate selection, offer structuring, and negotiating for finalists to improve offer acceptance and reduce ramp time.
Participate in employer branding events, career fairs, and virtual hiring events to source passive candidates and build brand awareness.
Maintain candidate records and ensure accurate data entry and reporting compliance within the ATS and HRIS.
Assist with internal mobility and redeployment initiatives by identifying internal talent matches and coordinating interviews with hiring managers.

Required Skills & Competencies

Hard Skills (Technical)

Expert full-cycle recruiting and candidate sourcing (Boolean search, X-ray, LinkedIn Recruiter).
Proficiency with Applicant Tracking Systems (ATS) such as Greenhouse, Lever, iCIMS, or Workday Recruiting and CRMs for talent pipeline management.
Recruitment analytics and reporting — ability to build and interpret dashboards (time-to-fill, funnel metrics, source-of-hire) using Excel, Google Sheets, or BI tools.
Experience with recruitment marketing and job post optimization for SEO, including social media campaigns (LinkedIn, Facebook, Twitter, GitHub for technical roles).
Compensation benchmarking and offer structuring knowledge across region-specific salary ranges and benefits.
Familiarity with interview and assessment tools (structured interviewing, skills tests, coding screens, behavioral assessments).
Vendor and agency management, including negotiation of SLAs and cost controls.
Knowledge of local employment law, background checks, immigration/visa processes, and compliance requirements in the assigned region.
Experience managing high-volume recruiting and juggling multiple requisitions with strong time management and prioritization.
Proficiency in candidate engagement tools (email automation, scheduling tools like Calendly, video interviewing platforms like HireVue or Zoom).
Basic HRIS knowledge and experience coordinating with onboarding, payroll, and mobility systems.

Soft Skills

Strong stakeholder management and consultative partnering with hiring managers and business leaders.
Excellent verbal and written communication skills tailored for both candidate-facing and leadership updates.
High emotional intelligence, including active listening, candidate empathy, and negotiation finesse.
Resilience and bias for action in a fast-paced hiring environment with competing priorities.
Problem-solving and critical thinking to calibrate hiring strategies against market constraints.
Strong organizational skills with meticulous attention to detail and data hygiene.
Coaching and training ability to upskill hiring managers on interviewing and selection best practices.
Influencing skills to drive change, adopt new tools, and gain buy-in for process improvements.
Cultural sensitivity and ability to recruit across diverse geographies and populations.
Time management and project coordination skills to deliver on recruitment SLAs and critical launch timelines.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or related field.

Preferred Education:

Master's degree in Human Resources, Organizational Psychology, Business, or an HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR, AIRS Certification).

Relevant Fields of Study:

Human Resources Management
Industrial/Organizational Psychology
Business Administration
Communications
Talent Management / Organizational Development

Experience Requirements

Typical Experience Range: 3–7 years of full-cycle recruiting with at least 2 years focused on regional or multi-location hiring.

Preferred:

5+ years of progressive talent acquisition experience supporting multiple locations or countries, with demonstrable success in reducing time-to-fill, improving quality-of-hire, and driving diversity hiring outcomes.
Proven track record using modern ATS/CRM tools, sourcing technologies, and recruitment analytics.
Prior experience working with cross-functional stakeholders (HRBPs, hiring managers, finance, legal) and managing agency/vendor relationships.