Recruitment & Talent Acquisition Specialist

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Remove boilerplate. Must preserve all substantive info. We need to parse the posting. Key info: - Title: Recruitment & Talent Acquisition Specialist - Endeavor DDD Services Full-Time | Exempt Salary Salary Range: $47,000–$60,000 annually (DOE) Schedule: Monday–Friday, Full-Time Primary Location: Mesa Travel: Phoenix and Prescott Valley Offices Reports To: Division Manager, Endeavor DDD Services - About: Serve Boldly... mission etc. - What You Will Own: bullet list of duties. - Job Advertising for Open Roles: bullet list. - Hiring Events: bullet. - Compliance & Confidentiality: bullet. - Operational Accountability: bullet. - Required: list of qualifications. - What Makes You a Great Fit: bullet list. - Strongly Preferred: bullet list. - Why This Role Matters: paragraph. - What We Offer: bullet list: Competitive salary with performance bonuses; leadership team; mission-driven work; stability, culture, chance to grow. - Apply Today: paragraph (application instruction) - we should remove application instructions per rule: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should drop the "Apply Today" paragraph. Also need to include Pay and Schedule sections if posting actually states them. Yes: Salary Range: $47,000–$60,000 annually (DOE). Schedule: Monday–Friday, Full-Time. So we need Pay and Schedule sections. Benefits: "What We Offer" includes benefits like competitive salary with performance bonuses, leadership team, mission-driven work, stability, culture, chance to grow. Those are benefits. So we can include Benefits section. We need to decide headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to map content. About the role: mission statement, description of role purpose. Could be the "Serve Boldly..." paragraph and maybe the "What You Will Own" is responsibilities. So About the role: the introductory paragraph about mission and need. Responsibilities: list of duties: Full-Cycle Recruitment, Job Advertising, Hiring Events, Compliance & Confidentiality, Operational Accountability. Could combine into bullet list. Requirements: maybe the "Required What Makes You a Great Fit" includes required qualifications: Bilingual, proven success in high-volume recruitment, etc. Also Level One Fingerprint Clearance Card, ability to travel. So we can put those under Requirements. Qualifications: maybe the "Strongly Preferred" list. Skills: maybe tech proficiency, communication skills, etc. Could be part of Requirements but we need to decide. Since we have both Requirements and Qualifications sections, we can split: Requirements = mandatory items; Qualifications = preferred items; Skills = specific abilities like communication, tech proficiency, pipeline management, etc. But we need to avoid duplication. Let's think. The posting includes: - Required What Makes You a Great Fit: bullet list: - Bilingual (English/Spanish) - Proven success in high-volume recruitment, with experience recruiting DSPs, caregivers, or similar direct-care professionals within DDD, HCBS, behavioral health, disability services, or home and community-based care. - Exceptional pipeline management and tracking skills, with the ability to maintain accurate applicant status, follow-up activity, hiring outcomes, and recruiting metrics across multiple locations. - Strong communication skills (in-person, email, phone, text) and the ability to self-manage a full workload - Tech proficiency (Google Workspace, Microsoft, ATS/CRM systems) - Comfort speaking with families, DSPs, and applicants professionally - Level One Fingerprint Clearance Card (or ability to obtain before start) - Ability to travel between offices as needed - Strongly Preferred: - Experience in DDD, HCBS, caregiving, social services, or disability services - Experience representing an employer at hiring events or job fairs - Recruitment marketing or social media advertising experience Thus we can map: Requirements: the bullet list under "Required What Makes You a Great Fit" (mandatory). Qualifications: the "Strongly Preferred" list. Skills: maybe we could extract communication skills, tech proficiency, pipeline management as skills, but they are already in Requirements. Could also create a Skills section for things like "Tech proficiency (Google Workspace, Microsoft, ATS/CRM systems)", "Strong communication skills", "Exceptional pipeline management and tracking skills". But that would duplicate. Perhaps better to put those under Requirements and not have a separate Skills section unless there is distinct skill content not covered. The instruction: "Prefer a few substantive sections over many thin ones." So we might omit Skills if it's thin. But we need to include sections only when posting has real specific content. We have content for Skills (communication, tech proficiency, pipeline management). Could combine into Requirements though. But we have both Requirements and Qualifications already. Adding Skills might be redundant. However the instruction says to use those headings if there is content. It doesn't forbid overlap but we should avoid thin sections. Perhaps we can include Skills as a subsection of Requirements? But we must follow headings exactly. Let's see typical job postings: they often have Requirements (education/experience) and Skills (abilities). Here we have both experience and skills mixed. We could split: Requirements = education/experience/certifications (Bilingual, Fingerprint Card, ability to travel). Qualifications = preferred experience. Skills = pipeline management, communication, tech proficiency. That seems reasonable. Thus: - Requirements: Bilingual (English/Spanish); Level One Fingerprint Clearance Card (or ability to obtain before start); Ability to travel between offices as needed. - Qualifications (Preferred): Experience in DDD, HCBS, caregiving, social services, or disability services; Experience representing an employer at hiring events or job fairs; Recruitment marketing or social media advertising experience. - Skills: Proven success in high-volume recruitment, with experience recruiting DSPs, caregivers, or similar direct-care professionals within DDD, HCBS, behavioral health, disability services, or home and community-based care; Exceptional pipeline management and tracking skills, with the ability to maintain accurate applicant status, follow-up activity, hiring outcomes, and recruiting metrics across multiple locations; Strong communication skills (in-person, email, phone, text) and the ability to self-manage a full workload; Tech proficiency (Google Workspace, Microsoft, ATS/CRM systems); Comfort speaking with families, DSPs, and applicants professionally. But note that "Proven success in high-volume recruitment..." is more experience than skill, but okay. Now About the role: The introductory paragraph: "Serve Boldly. Recruit Purposefully. At Endeavor DDD Services, we believe in dignity, opportunity, and wholehearted service. Our mission is simple: empower individuals with developmental disabilities to live meaningful, supported lives. To fulfill that mission, we need a steady, high-quality pipeline of compassionate Direct Support Providers (DSPs). We are seeking a full-time Recruitment & Talent Acquisition Specialist to lead high-volume DSP recruitment for our three-office division. This is not a clerical role - it is a professional operations role responsible for building and sustaining the hiring pipeline that allows Endeavor to grow, serve more families, and support our community with excellence. If you are a high-energy problem-solver with a passion for people, organization, and community impact, this is where you can make a real difference." We can put that as About the role. Responsibilities: The bullet lists under "What You Will Own", "Job Advertising for Open Roles", "Hiring Events", "Compliance & Confidentiality", "Operational Accountability". Combine into a single bullet list under Responsibilities. We need to preserve all substantive info. Let's extract each bullet: From "What You Will Own": - Full-Cycle Recruitment for All Three Offices: Source, screen, interview, and manage the DSP hiring pipeline from first touch to hire - Same-day outreach to new applicants and rapid response to inquiries - Motivate candidates to attend in-person interviews in Mesa, Phoenix, or Prescott Valley - Schedule interviews and maintain accurate, audit-ready digital records - Complete 5-Day and 90-Day new-hire surveys and report on retention trends From "Job Advertising for Open Roles": - Post and manage job ads for open DSP positions across Indeed, iSolved, social media, and local networks - Refresh and adjust postings to keep a steady flow of qualified applicants - Track which sources produce the best hires and adjust where jobs are advertised From "Hiring Events": - Coordinate and attend hiring events across the three offices as needed to drive applicant flow From "Compliance & Confidentiality": - Maintain HIPAA-compliant, confidential hiring processes for applicant and member information - Hold and maintain an active Level One Fingerprint Clearance Card From "Operational Accountability": - Own and report weekly recruiting metrics, including applicant volume, contacts, interviews scheduled, show rates, qualified candidates, hires, hiring source, and results by branch. - Maintain an ATS/CRM with accurate, detailed documentation - Identify recruitment gaps and propose strategic solutions - Keep offices stocked with walk-in applicant packets and recruitment materials We should keep these as bullet points under Responsibilities. Now Benefits: "What We Offer": bullet list: - Competitive salary with performance bonuses - A leadership team that values your voice, ideas, and impact - Mission-driven work that transforms lives and communities - Stability, culture, and the chance to grow with a rapidly expanding division We could also include maybe other benefits not listed. That's fine. Pay: Salary Range: $47,000–$60,000 annually (DOE). So we put that. Schedule: Monday–Friday, Full-Time. Now we need to output HTML fragment with

headings and

• for lists,

  for prose. We must not include any extra text outside HTML. We must not include markdown fences. Let's craft. Structure:

  About the role

  Serve Boldly. Recruit Purposefully. At Endeavor DDD Services, we believe in dignity, opportunity, and wholehearted service. Our mission is simple: empower individuals with developmental disabilities to live meaningful, supported lives. To fulfill that mission, we need a steady, high-quality pipeline of compassionate Direct Support Providers (DSPs). We are seeking a full-time Recruitment & Talent Acquisition Specialist to lead high-volume DSP recruitment for our three-office division. This is not a clerical role - it is a professional operations role responsible for building and sustaining the hiring pipeline that allows Endeavor to grow, serve more families, and support our community with excellence. If you are a high-energy problem-solver with a passion for people, organization, and community impact, this is where you can make a real difference.

  Responsibilities

  • Full-Cycle Recruitment for All Three Offices: Source, screen, interview, and manage the DSP hiring pipeline from first touch to hire
  • Same-day outreach to new applicants and rapid response to inquiries
  • Motivate candidates to attend in-person interviews in Mesa, Phoenix, or Prescott Valley
  • Schedule interviews and maintain accurate, audit-ready digital records
  • Complete 5-Day and 90-Day new-hire surveys and report on retention trends
  • Post and manage job ads for open DSP positions across Indeed, iSolved, social media, and local networks
  • Refresh and adjust postings to keep a steady flow of qualified applicants
  • Track which sources produce the best hires and adjust where jobs are advertised