Sr Specialist, Technical Talent Acquisition

Full-time

Pay

$76,230.00/Yr. - $111,744.00/Yr.

Benefits

• Health, prescription, dental, and vision coverage
• Flexible and health spending accounts (FSA/HSA)
• Supplemental life insurance
• 401(k)
• Paid time off
• Paid sick time
• Short-term and long-term disability coverage (STD/LTD)
• Employee stock ownership (ESOP)
• Holiday pay for company designated holidays

Overview

At KeHE, we’re obsessed with creating solutions, unboxing potential, and serving others—and it all starts with you. As an employee-owned distributor of natural and organic, specialty, and fresh products, we’re committed to making a positive impact and scaling our success together. With a culture that fosters development and opportunity, you’ll be embarking on a career that’s moving forward. When you join KeHE, you’re becoming part of a team that is a force for good.

Responsibilities

• Own full-cycle recruiting (sourcing, screening, interview coordination, offer negotiation, and closing) for technical roles across IT, Shared Services, HRIS, and COE teams.
• Partner with hiring managers to build role scorecards, define competency requirements, and develop sourcing strategies tailored to niche technical skill sets.
• Proactively source passive candidates through LinkedIn Recruiter, GitHub, Boolean search, referrals, and technical community engagement (meetups, conferences, user groups).
• Conduct technical screening conversations to assess candidates' hands-on experience, technical depth, and role fit prior to hiring manager interviews.
• Manage a high-volume requisition load across multiple concurrent searches, prioritizing based on business criticality.
• Build and maintain talent pipelines for recurring/hard-to-fill roles (e.g., data engineers, cybersecurity analysts, ServiceNow developers).
• Provide market intelligence to hiring managers and the Director, TA on compensation benchmarks, talent availability, and competitive positioning.
• Ensure a strong candidate experience throughout the recruiting lifecycle.
• Track and report on pipeline metrics, time-to-fill, source effectiveness, and diversity of slate.
• Partner with HR Business Partners and Compensation on offer structuring and leveling.
• Maintain accurate and current data in the ATS; ensure compliance with OFCCP/EEO recordkeeping requirements.
• Support recruiting for other teams outside of technical scope as needed.
• Other duties and projects as assigned.

Requirements

• High school diploma or GED required.
• Bachelor’s degree in Human Resources or related field preferred.
• Minimum 4+ years of full-cycle technical recruiting experience, ideally in a corporate (in-house) environment supporting IT/Engineering organizations.
• Demonstrated experience recruiting for Data Engineering roles, with working knowledge of: AWS (or comparable cloud platforms), Python, SQL, PySpark, Data pipelines, ETL/ELT processes, and data warehousing concepts.
• Demonstrated experience recruiting for Software Engineering roles, with working knowledge of: Angular, .NET, C#, Modern SDLC practices (Agile/Scrum, CI/CD).
• Experience recruiting for Cybersecurity and IT Analyst roles across varying seniority levels.
• Experience recruiting for enterprise COE/platform roles such as: ServiceNow, Dayforce, Workday, Manhattan Associates (WMS).
• Prior experience recruiting within retail, logistics, or supply chain technology environments.
• Familiarity with HRIS implementations and recruiting for HR technology teams.
• Experience building recruiting strategy/playbooks for emerging or hard-to-source skill sets.
• AIRS, LinkedIn, or other sourcing certifications.
• Experience recruiting in a matrixed organization supporting multiple internal COEs.

Skills

• Strong Boolean search and passive sourcing skills; comfortable using LinkedIn Recruiter and other sourcing tools.
• Excellent stakeholder management skills; ability to influence and advise hiring managers as a talent advisor, not just an order-taker.
• Strong communication and negotiation skills, particularly around competitive offer structuring for hard-to-fill technical talent.
• Technical Fluency: Able to hold credible, informed conversations with engineers and technical hiring managers.
• Consultative Partnership: Acts as a trusted advisor to hiring managers on market conditions, role design, and candidate assessment.
• Sourcing Creativity: Goes beyond inbound applicants to proactively build pipelines for niche/competitive roles.
• Organization & Prioritization: Manages a high volume of concurrent searches without sacrificing candidate or hiring manager experience.
• Data-Driven: Uses metrics to inform sourcing strategy and report on pipeline health.

Physical Requirements

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job.