Talent Acquisition Specialist

We need to output HTML fragment with sections: About the role (maybe "About The Role" heading), Responsibilities, Requirements (or Qualifications), Skills maybe, Benefits, Pay, Schedule. Must include only sections with real specific content. The posting includes About Bask & Lather Co. (company description) but we should not repeat job title as heading. We can include a section "About the Company"? Not listed as allowed heading; allowed headings are About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map content accordingly. We have "About The Role" content: description of role. Use

About The Role

then

with prose. Responsibilities: list of duties. We have "Key Responsibilities" with sub-sections: Talent Acquisition, Recruiting Systems & Reporting, Preboarding & Onboarding, Equipment & New-Hire Readiness, New-Hire Reporting & State Registration, HR Systems & Employee Records, People Operations & Office Support. We need to output a

• list. Should we preserve subheadings? Probably just list each bullet as a duty. Could combine multiple lines. We'll extract each bullet point as a list item. Requirements/Qualifications: There's "Required Qualifications" and "Preferred Experience". We can combine into Requirements (maybe Required Qualifications) and maybe Skills? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have both Requirements and Qualifications sections if content exists. We have Required Qualifications (list) and Preferred Experience (list). Could put Required Qualifications under Requirements heading, and Preferred Experience under Qualifications heading, or combine. We'll follow: Requirements heading for required qualifications; Qualifications heading for preferred experience. Skills: Not explicitly listed; maybe we can infer from required qualifications: strong organization, written and verbal communication, follow-up, judgment, attention to detail. Could put under Skills. But we should only include if posting actually states them. It does state those under Required Qualifications. So we can create Skills section with those. Benefits: Not mentioned. No benefits details. So omit Benefits. Pay: The posting includes "Hourly Rate: $30-$37 per hour". That's pay info. So we need Pay section. Schedule: Not explicitly mentioned besides "Full-Time, Non-Exempt". Could be schedule: Full-Time. That's schedule info. So we can include Schedule section with "Full-Time, Non-Exempt". It's specific. Location: Yonkers, NY, Onsite. Could be part of About the role? Not a heading. Could include in About the role paragraph. We must not include boilerplate like EEO, etc. We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format as HTML. We need to ensure we don't repeat job title as heading. The job title is Talent Acquisition Specialist. Not to be used as heading. We need to output only HTML fragment, no /, no markdown fences. Let's craft. Structure:

  About The Role

  ... (prose)

  Responsibilities

  • ...
  ...

  Requirements

  • At least three years of recruiting experience, including recruiting within the CPG industry, beauty, consumer products, retail, or another inventory-intensive business.
  • Experience managing multiple searches and actively sourcing candidates, including outreach through LinkedIn or similar channels.
  • Experience screening and interviewing candidates and partnering with hiring managers throughout the hiring process.
  • Experience supporting onboarding and maintaining confidential employee or candidate records.
  • Experience using an applicant tracking system and recruiting platforms.
  • Strong organization, written and verbal communication, follow-up, judgment, and attention to detail.
  • Ability to manage recruiting priorities alongside recurring, time-sensitive People Operations responsibilities.
  • Willingness to participate in hiring events and provide essential office coverage when needed.
  • Ability to work fully onsite in Yonkers, New York.

  Qualifications

  • Recruiting experience in beauty, haircare, wellness, or another consumer brand.
  • Experience filling marketing, creative, digital, commercial, and operations roles.
  • Experience using LinkedIn Recruiter, BambooHR, or comparable systems.
  • Experience coordinating Form I-9 requirements, new-hire reporting, or state employer registrations.
  • Experience developing sourcing pipelines, recruiting reports, interview tools, or recruiting processes.

  Skills

  • Strong organization
  • Written and verbal communication
  • Follow-up
  • Judgment
  • Attention to detail
  But note that "Strong organization, written and verbal communication, follow-up, judgment, and attention to detail." already appears in Requirements; we might duplicate. Better to not duplicate; maybe we should not create Skills if it's just same as part of Requirements. However the instruction: Prefer a few substantive sections over many thin ones. Could combine Skills into Requirements. But we already have Requirements and Qualifications; Skills could be omitted. However we need to include all substantive info; we already included those bullet points in Requirements. So we can drop Skills section to avoid duplication. The instruction says we can use Skills heading if there is real specific content. The content exists but we already placed it under Requirements. It's okay to not duplicate. Let's omit Skills. Pay:

  Pay

  Hourly rate: $30‑$37 per hour.

  Schedule:

  Schedule

  Full‑time, non‑exempt.

  We also need to include location and onsite maybe in About The Role paragraph. Let's craft About The Role paragraph: combine description from "About The Role" plus location. Original About The Role paragraph: "Bask & Lather is seeking a Talent Acquisition Specialist to own day-to-day recruiting for assigned positions and support employees from accepted offer through onboarding. This person will partner with hiring managers, actively source candidates, conduct interviews, manage candidate pipelines, and keep searches moving. The role also owns assigned onboarding workflows and provides administrative support for employee records, HR systems, new-hire reporting, and company property returns. When the Office Administrator is unavailable, this position provides coverage for essential office operations. The ideal candidate has recruiting experience within the CPG, beauty, consumer products, retail, or another inventory-intensive business industry and can manage multiple searches while maintaining accurate, timely People Operations workflows. They are comfortable reaching out to prospective candidates on LinkedIn, participating in hiring events, and working fully onsite in a growing business." Add location: Yonkers, NY, Onsite (already mentioned). We'll include. Now Responsibilities: need to capture all bullet points from the "Key Responsibilities" sections. Let's extract each bullet: Under Talent Acquisition: - Manage assigned searches from approved requisition through accepted offer. - Conduct intake meetings with hiring managers to confirm requirements, priorities, interview stages, and timelines. - Post approved openings and keep job postings current. - Review applications and identify candidates who meet established position requirements. - Proactively identify and contact prospective candidates through LinkedIn and other approved sourcing channels, using personalized outreach to build pipelines for current and future openings. - Recruit across marketing, creative, e-commerce, operations, commercial, and other business functions. - Conduct initial and structured interviews using approved questions and evaluation criteria. - Recommend candidates for advancement and communicate the reasons for those recommendations. - Coordinate interviews, collect feedback, and follow up with hiring managers on outstanding evaluations and decisions. - Maintain timely, professional communication with candidates throughout the hiring process. - Coordinate approved offer steps, reference checks, background checks, drug screenings, and other pre-employment requirements. - Participate in career fairs, hiring events, networking opportunities, and recruiting partnerships. - Escalate compensation questions, offer exceptions, sensitive candidate matters, and stalled decisions to the Senior People Operations Manager. Recruiting Systems & Reporting: - Maintain accurate requisition, applicant, interview, and pipeline records in BambooHR and approved trackers. - Provide regular updates on open searches, sourcing activity, upcoming interviews, pipeline risks, and next steps. - Track recruiting measures such as time-to-fill, candidate sources, interview progression, and offer acceptance. - Identify weak or stalled pipelines and recommend adjustments to sourcing or interview processes. - Support the use and improvement of job description templates, interview questions, scorecards, and evaluation rubrics. - Maintain organized recruiting records and protect confidential candidate information. Preboarding & Onboarding: - Own assigned preboarding and onboarding workflows after a candidate formally accepts an approved offer. - Send approved welcome communications and serve as the new hire’s primary People Operations contact during onboarding. - Track required forms, pre-employment steps, first-day information, and outstanding items. - Coordinate Form I-9 completion and employment eligibility verification under established procedures. - Create and update new-hire records in BambooHR and other approved systems. - Coordinate orientation, introductory meetings, first-day schedules, and assigned onboarding activities. - Request system access and follow up with the responsible internal stakeholders. - Follow up with managers on incomplete or overdue onboarding tasks. - Review onboarding records for outstanding documents, access, equipment, and orientation activities. - Escalate delays, missing documents, employee concerns, and process exceptions. Equipment & New-Hire Readiness: - Partner with the Office Administrator to confirm each new hire’s equipment and office requirements. - Track whether laptops and other required equipment are prepared, shipped, or distributed before the start date. - Maintain equipment assignment and delivery records in established systems. - Follow up on readiness issues and escalate delays that may affect a new hire’s start. New-Hire Reporting & State Registration: - Complete assigned new-hire reporting for employees hired in New York and other applicable states. - Maintain a tracker of employee work states and assigned employer registration statuses. - Support administrative steps for state unemployment insurance registration when the company hires its first employee in a new state. - Coordinate assigned registration tasks with the Senior People Operations Manager, Finance, the Office Administrator, or outside vendors. - Retain submission confirmations and supporting records. - Notify the Senior People Operations Manager of proposed hires in new states before their start dates. - Monitor deadlines, notices, and registration issues, escalating matters requiring review or a decision. HR Systems & Employee Records: - Maintain accurate employee records, personnel files, HR trackers, and approved BambooHR information. - Collect, organize, and file required employee documentation. - Monitor recruitment, onboarding, employee lifecycle, and equipment workflows for missing information or overdue tasks. - Follow up with employees and managers regarding incomplete forms, policy acknowledgments, training, and assigned administrative tasks. - Prepare routine recruiting, onboarding, and workflow status reports. - Use approved templates for routine HR correspondence and reminders. - Monitor designated HR inboxes and respond to routine administrative questions. - Maintain strict confidentiality of candidate, employee, compensation, and company information. - Escalate questions involving payroll, benefits, policies, performance, employee relations, accommodations, complaints, or other sensitive matters. People Operations & Office Support: - Support employee communications, training sessions, recognition activities, engagement initiatives, and People Operations meetings. - Assist with routine audits of employee files, onboarding records, and HR systems. - Help maintain HR forms, templates, checklists, and standard operating procedures. - Identify recurring process gaps and recommend improvements to the Senior People Operations Manager. - Provide coverage for essential office operations when the Office Administrator is unavailable, including welcoming visitors, receiving deliveries, monitoring supplies, supporting meetings, and escalating facility or vendor concerns. We need to include all these as list items. That's many items; but we must preserve all substantive information. So we will include them. We could group them under sub