Talent Acquisition Specialist at CrossBoundary

Job Description

CrossBoundary is recruiting a full-time Talent Acquisition Specialist to join our People Team. As a Talent Acquisition Specialist, you will work to build upon our strong employer brand and support our teams globally across 26 countries to hire exceptional talent. As a Talent Acquisition Specialist, you will oversee the recruitment lifecycle, including sourcing, screening, and interviewing top-tier, diverse talent for our firm. This role reports directly to our Chief People Officer.

Who We Are

The CrossBoundary team is a unique group of people who are genuinely excited by the opportunity to make a difference in some of the most challenging and exciting markets in the world. Team members come from diverse backgrounds but share several qualities: curiosity, humility, integrity, a drive for excellence, and a bias for action.

Who You Are

• Self-starter who is passionate about creating lasting change in underserved markets
• Willing to take on new types of work, even without prior experience or direct supervision
• High tolerance for ambiguity; able to operate effectively in a changing context
• Ability to build strong relationships at all levels
• Outstanding presentation skills: the ability to communicate clearly and effectively with diverse audiences
• Humble
• Excellent organizational skills and follow-through
• Sense of ownership and ability to lead projects
• Familiarity and comfort with Microsoft PowerPoint and Excel
• Proficiency in JazzHR preferred
• Measurable results in recruiting top-tier talent from junior to executive-level roles
• Hands-on experience with full-cycle recruitment using various interview techniques and evaluation methods
• Experience with multiple outreach sourcing strategies to proactively source candidates
• 5+ years of experience in talent acquisition, recruitment, or similar; strong preference for experience in the financial services or impact investment space
• Bachelor’s degree required

Primary Responsibilities

• Working with the Chief People Officer (CPO)  and other members of the Talent team to ensure we have a Talent Strategy in place
• Ensuring our firm’s commitment to diversity and inclusion is front and center in our recruitment process
• Partnering closely with our CPO and Communications team to ensure we have a strong employer brand and then sharing that brand on our website, social media, etc.
  • Mission, values, benefits, sharing stories of team members online, highlighting our culture through storytelling, etc.

Supporting our teams in the planning phase

• Reviewing job descriptions for inclusivity
• Uploading final job descriptions
• Reviewing hiring plan forms
• Developing application questionnaires and posting them
• Designing the interview process and ensuring the hiring team is diverse
• Creating evaluation scorecards and uploading them
• Brainstorming and finalizing sourcing lists
• Provide hiring managers with hiring metrics
• Ensuring the hiring team has any needed templates for their personal outreach

Sourcing candidates

• Posting jobs
• Diversifying our outreach and sourcing strategies, especially in challenging-to-hire markets
• Targeting passive candidates through networking, tailored outreach, our strong employer brand, and more
• Hosting networking events, relevant industry affinity groups, MBA (Master of Business Administration) information sessions, career fairs, etc.
• Managing and owning relationships with industry-relevant groups and posting jobs to relevant job boards
• Managing MBA school relationships and posting jobs to relevant schools
• Growing and nurturing a diverse talent pipeline for all business units

Screening and delivering the hiring team’s top-tier candidates to interview

• Assessing, evaluating, and pre-screening candidates via CV reviews, calls, or emails
• Producing a short-list of diverse, top-tier applicants for teams to interview

Interviewing support

• Strengthening our unbiased hiring practices and educating our teams
• Building upon our current interview processes to ensure they are scalable
• Ensuring our application processes are consistent across teams and platforms, as applicable
• Streamlining a method to reject candidates who are not selected to move forward and owning that process
• Organizing and scheduling all technical interviews (e.g., case and financial models)
• Training new team members who join our technical interview teams
• Working closely with the Administration team to coordinate gifts
• Maintaining a standard and relevant template for reference calls; ensuring team members are trained in best practices for conducting calls
• Drafting and sharing offer letters with hiring managers

Tracking centrally

• Ensuring teams are moving candidates through the process quickly
• Tracking referrals and incentivizing team members

Other

• Working with our People team to ensure all data is accurate and feeds centrally into our People Dashboard
• Owning and managing relationships with external recruiters, as needed
• Running our MBA Associate program
• Consistently auditing and improving our interview processes, templates, screening, and sourcing strategies
• Ad hoc projects, as assigned by CPO