Talent Acquisition Coordinator at ECS4KIDS

Jacksonville, Florida, United States -

Full Time

Start Date

Immediate

Expiry Date

22 Jul, 26

Salary

82000.0

Posted On

23 Apr, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Recruitment strategy, Talent sourcing, Applicant tracking systems, Boolean search, Candidate screening, Credentialing, Compliance management, Data analysis, Relationship management, Communication skills, Time management, Microsoft office suite, Networking, Strategic planning, Interviewing techniques

Industry

Non-profit Organizations

Description

Description GENERAL DESCRIPTION: The Talent Acquisition Coordinator serves as the strategic owner of recruitment across ECS4Kids’ Florida and Georgia operations. This role requires a proactive, resourceful recruiting professional who actively seeks out and engages qualified candidates, builds lasting talent pipelines, and owns end-to-end recruitment strategy for the agency. Operating in a high-turnover, highly-regulated child services environment with over 1,100 employees across 20+ counties and two states, the Coordinator will manage approximately 20–30 active requisitions at any given time — a load that reflects the credentialing complexity, screening depth, and pipeline development rigor required in this sector. An additional 20% of this role is dedicated to proactive talent pipeline development through educational partnerships, community engagement, and relationship-based sourcing. The ideal candidate is a strategic talent scout who uses both traditional and non-traditional sourcing methods to identify great people long before they’re browsing job boards. This person will be a trusted strategic partner to HR leadership, hiring managers, and agency leadership, and will reflect the ECS4Kids C.A.R.E.S. values in every candidate and community interaction. KEY RESPONSIBILITIES: Recruitment Strategy & Ownership (Primary Focus) Own and drive the agency-wide recruitment strategy, including developing sourcing models, setting priorities, and advising HR leadership on talent market conditions. Post and manage all agency job openings across relevant platforms, optimizing descriptions, visibility, and advertising spend to attract high-quality candidates. Lead recruitment for the agency’s most critical and difficult-to-fill positions, including lead teachers, directors, credentialed early childhood specialists, and multi-county management roles. Establish a structured intake process with hiring managers to ensure clear role requirements, timelines, and candidate profiles before sourcing begins. Set and manage expectations with hiring managers, ensuring alignment on recruitment timelines, candidate quality, and offer parameters. Proactive Sourcing (20% Dedicated Focus) This role is expected to actively seek out talent — not wait for applications. Dedicated time will be allocated to: Build and sustain talent pipelines through proactive outreach, including direct sourcing, networking, and identifying passive candidates. Develop and manage formal partnerships with high schools, community colleges, and universities offering Early Childhood Education (ECE) programs, including Valencia College, St. Johns River State College, and other regional institutions. Engage with ECE professional associations, state licensing networks, and childcare resource and referral agencies to develop pre-qualified candidate relationships. Map competitor talent pools and develop strategies to ethically engage candidates considering transitions. Build referral program relationships and activate employee networks as sourcing channels. Represent ECS4Kids at career fairs, community hiring events, high school career days, and college workforce panels. 2. Candidate Pipeline Management & Screening Maintain active, organized pipelines for high-turnover roles including teachers, assistant teachers, primary caregivers, and center support specialists. Conduct structured screening calls that assess qualifications, compliance readiness (credentialing, background check eligibility), retention risk, and cultural alignment. Screen for DCF and government compliance requirements at the earliest stage, disqualifying or flagging candidates before downstream delays occur. Maintain timely candidate follow-up and communication to prevent offer loss to competing employers — childcare candidates accept first reasonable offers. 3. Compliance-Aware Recruiting Maintain deep knowledge of credentialing requirements, background screening standards, and licensing prerequisites relevant to childcare workforce hiring. Screen candidates for credential readiness by role type and county — qualifications vary across the two-state footprint. Ensure all recruitment practices comply with federal, state, and funder-specific hiring regulations. Support background check and credentialing workflows in coordination with regional HR support partners. 4. ATS Management & Recruiting Analytics Maintain complete, accurate, and timely documentation in the applicant tracking system (ATS) for all active roles and candidate records. Track and report key recruiting metrics including time-to-fill by role type, source-of-hire, applicant volume, offer acceptance rates, and 90-day retention. Provide weekly pipeline status updates to HR leadership and hiring managers. Identify and surface recruiting bottlenecks, sourcing gaps, and pipeline risks proactively to the AVP of HR. Recommend strategy adjustments based on data trends and market feedback. 5. Employer Brand & Community Engagement Ensure all job postings and recruitment communications reflect ECS4Kids branding, C.A.R.E.S. values, and mission. Develop targeted recruitment campaigns for chronically difficult-to-fill roles and underserved geographic markets. Cultivate long-term community relationships that position ECS4Kids as an employer of choice in the early childhood education sector. 6. Collaboration & Team Support Partner with Employee Experience Specialists (EES) to ensure seamless handoff at offer acceptance through onboarding. Train and coach EES and hiring managers on basic interviewing techniques, screening standards, and ATS compliance. Collaborate with HR leadership on workforce planning, seasonal hiring surges, and enrollment-driven staffing needs. (These job functions are not to be construed as a complete statement of duties. Employees will be required to perform other related duties as required.) Requirements QUALIFICATIONS: Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent combination of education and experience will be considered. Minimum 3–5 years of progressive recruiting experience, with demonstrated success in high-volume, multi-location environments. Proven experience as a proactive sourcer, ability to identify and engage passive candidates through direct outreach, networking, and non-traditional channels. Experience recruiting in regulated industries (childcare, healthcare, education, government-contracted services) strongly preferred. Familiarity with Florida DCF credentialing, background screening, and licensing requirements is a significant differentiating asset. Experience managing 20–30+ concurrent requisitions with discipline, accuracy, and urgency. SKILLS, KNOWLEDGE, AND ABILITIES: Elite sourcing skills — proficiency in LinkedIn Recruiter, Indeed, ATS-integrated sourcing tools, Boolean search, and direct outreach strategies. Strong ability to evaluate candidate quality, compliance readiness, and retention risk during structured screening conversations. Excellent verbal and written communication skills; ability to represent the agency professionally to candidates, community partners, and educational institutions. Ability to operate with urgency and discipline simultaneously — fast response times without sacrificing screening quality. Data-driven mindset with ability to track, interpret, and act on recruiting metrics. Proficiency with ATS platforms, job boards, and Microsoft Office Suite. Strong organizational and time-management skills with the ability to triage competing priorities across a multi-county footprint. Ability to influence without authority — credibility with hiring managers is built through expertise and results, not org chart position. Demonstrated alignment with ECS4Kids C.A.R.E.S. values and commitment to mission-driven work. CERTIFICATIONS: Valid Driver’s License and automobile insurance required for travel to sites, hiring events, and community partnerships. Applicants must successfully pass a drug screen and Level II background check as a condition of employment. Certificates of acknowledgement required upon hire: Conflict of Interest, Code of Ethics, Confidentiality, IT Systems and Security, Anti-Fraud, and HR Employee Acknowledgement. Minimum 10 hours of annual professional development required; additional training in SHRM, ATD, or TA-specific certifications encouraged and may be supported by the agency. PHR, SHRM-CP, or sourcing certification is a plus but not required. ENVIRONMENTAL CONDITIONS: Primarily works in an office environment with regular travel to agency sites, community partners, schools, and hiring events. Occasional evening or weekend availability may be required for career fairs and community events. ESSENTIAL PHYSICAL SKILLS: Normal range of hearing and vision. Ability to communicate clearly in person, by phone, and via video conference. Prolonged sitting; some bending, stooping, and stretching. Manual dexterity to operate computers and standard office equipment. (Reasonable accommodation will be made for qualified individuals with disabilities.)

Responsibilities

The Talent Acquisition Coordinator is responsible for driving the agency-wide recruitment strategy and managing end-to-end hiring for over 1,100 employees. This role involves proactive talent pipeline development, conducting structured candidate screenings, and ensuring compliance with state and federal hiring regulations.