Spec Recruiting

ADUSA Distribution (Ahold Delhaize USA) — Salisbury, NC (2085 Harrison Road). Full-time Specialist II, Recruiting role supporting the supply chain network across Food Lion, Giant Food, The GIANT Company, Hannaford, and Stop & Shop.

About the role

As a Specialist II, Recruiting, you will serve as a strategic talent advisor to business leaders and HR partners, translating workforce needs into effective talent strategies. You will lead full-cycle recruiting, leverage market intelligence, proactively build talent pipelines, and champion inclusive hiring practices while delivering an exceptional candidate experience. This role requires a consultative mindset, strong business acumen, and a passion for shaping the future workforce.

Responsibilities

Partner as a Strategic Talent Advisor

• Build trusted relationships with hiring managers, HR Business Partners, and business leaders to understand workforce priorities and talent needs.
• Lead intake discussions to define role requirements, success profiles, sourcing strategies, assessment approaches, and hiring timelines.
• Advise leaders on talent availability, market conditions, compensation expectations, and recruiting strategies.
• Provide thoughtful recommendations and challenge assumptions when necessary to improve hiring outcomes.
• Deliver solutions-focused guidance throughout the hiring process.

Build Talent Pipelines for Today and Tomorrow

• Develop and execute proactive, multi-channel sourcing strategies to attract both active and passive candidates.
• Create and nurture talent pipelines and talent communities for critical, recurring, and hard-to-fill positions.
• Leverage professional networks, referrals, sourcing platforms, external partnerships, events, and emerging technologies to expand access to top talent.
• Identify transferable skills, emerging talent pools, and alternative candidate profiles to meet evolving business needs.

Turn Talent Market Insights into Action

• Utilize labor market intelligence, competitive insights, recruiting analytics, and talent pipeline data to support hiring decisions.
• Provide guidance on talent availability, geographic considerations, competitive hiring trends, compensation expectations, and sourcing feasibility.
• Monitor recruiting funnel health, identify barriers, and adjust strategies to improve hiring results.
• Translate recruiting data into clear, actionable recommendations for leaders and stakeholders.

Own the End-to-End Recruiting Process

• Manage the full recruiting lifecycle, including intake, sourcing, screening, interviewing, selection, offer management, and onboarding transition.
• Drive accountability and momentum through proactive stakeholder communication and pipeline management.
• Identify risks early, escalate concerns when appropriate, and recommend solutions that keep hiring priorities moving forward.
• Balance speed, quality, candidate experience, and business objectives to achieve successful hiring outcomes.

Elevate Assessment and Selection Practices

• Conduct thoughtful candidate assessments that evaluate experience, skills, leadership behaviors, motivation, and role fit.
• Partner with hiring teams to implement structured, consistent, and job-related interview processes.
• Prepare interview teams for effective evaluations and facilitate alignment during candidate selection.
• Make evidence-based hiring recommendations and provide clear perspectives on candidate quality.

Deliver an Outstanding Candidate Experience

• Create a transparent, engaging, and high-touch candidate journey from initial outreach through onboarding.
• Serve as a brand ambassador by communicating our culture, career opportunities, and employee value proposition.
• Ensure candidates receive timely communication and clear expectations throughout the hiring process.
• Build long-term relationships with talent to strengthen future hiring pipelines and employer reputation.

Drive Continuous Improvement

• Maintain accurate recruiting activity and candidate information within the applicant tracking system.
• Use recruiting metrics, feedback, and analytics to identify opportunities for process improvement.
• Adopt and leverage recruiting technologies, AI-enabled tools, and emerging industry practices to enhance productivity and talent intelligence.
• Share sourcing strategies, market insights, and best practices with Talent Acquisition team members to strengthen team capabilities.

Requirements

Required Qualifications

• Bachelor's degree required.
• 3–5 years of talent acquisition or recruiting experience.
• Experience managing full-cycle recruiting processes with a strong focus on delivering an exceptional candidate experience.
• Experience partnering with or advising business leaders on talent and workforce strategies.

Knowledge & Expertise

• Talent advisory and consultative recruiting practices.
• Workforce planning and build-versus-buy talent strategies.
• Candidate experience and employer branding.
• Sourcing strategy and talent market intelligence.
• Customer-focused approach with a strong sense of initiative.

Skills & Abilities

• Strong verbal and written communication skills with the ability to influence stakeholders at all levels.
• Excellent consultative, relationship-building, and partnership skills.
• Strong analytical and decision-making capabilities.
• Proven ability to source, engage, and develop long-term talent pipelines.
• Proficiency with applicant tracking systems and intermediate Microsoft Excel skills.
• Strong attention to detail and organizational skills.
• Effective negotiation and influencing abilities.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong interpersonal skills and ability to collaborate across functions.
• Ability to handle confidential information with professionalism and discretion.
• Self-starter mindset with adaptability and a positive, solutions-oriented