Talent Acquisition Specialist (Recruiter)

### Description *Position at MTA Headquarters* | JOB TITLE: | Recruiter | | --- | --- | | DEPT/DIV: | People – Talent Acquisition | | WORK LOCATION: | 420 Lexington Ave | | FULL/PART-TIME | FULL | | SALARY RANGE: | $70,285 - $87,857 | | DEADLINE: | Until filled | This position is eligible for teleworking, which is currently one day per week. New hires are eligible to apply 30 days after their effective hire date. Opening: The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation’s largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities. Position Objective: The Recruiter is responsible for sourcing, attracting, and hiring qualified candidates to meet the organization’s staffing needs. This role manages the end-to-end recruitment process, ensuring a positive candidate experience while partnering with hiring managers to deliver timely and effective talent solutions. Responsibilities: - Develops and executes a targeted sourcing strategy to identify qualified candidates. This includes leveraging multiple channels such as LinkedIn, job boards, applicant tracking system (ATS), referrals, and professional networks, while crafting personalized outreach to engage both active and passive talent. Candidates are tracked and managed in the ATS to ensure transparency and timely follow-up. These efforts result in strong, qualified pipelines that address critical hiring needs, reduce time-to-fill, and improve hiring manager satisfaction. - Proactively builds and maintains pipelines across all agencies to address hiring needs. This includes multi-channel sourcing and ongoing management of talent pools segmented by skill. These practices strengthen qualified candidate pools and reduce sourcing time for repeat and high-demand roles. As a result, candidate pipelines are strengthened, and sourcing timelines for repeat roles are shortened. - Leads structured intake sessions to translate business needs into clear, measurable role criteria and identify ideal candidate qualifications. This includes defining must-haves versus nice-to-haves, aligning on competencies and timelines, and coaching interview teams on structured evaluation. As a result, relevant candidates are identified, interview consistency improves, decisions are made faster, and failed searches are reduced. - Assesses candidate fit against defined role criteria and organizational needs before presenting candidates to hiring managers. This includes resume review for core competencies, structured phone screens, and clear documentation in the ATS to support transparency and decision-making. As a result, candidate profiles are stronger, hiring manager interview time is reduced, and first-round pass-through rates improve. - Responsible for preparing candidates for interview panels and ensuring hiring managers provide feedback post-interview. The Recruiter provides candidates with detailed logistics, role expectations, and coaching on behavioral and competency-based questions to boost confidence and performance. After interviews, they conduct debrief sessions, consolidate feedback, and document next steps in the ATS. These actions result in faster, more consistent decision-making and reduced time-to-hire while improving the overall candidate experience. - Manages the offer process to ensure competitiveness, equity, and compliance. Partner with Compensation on salary ranges, secure approvals, and document decisions in ATS. - Initiates and tracks background clearances and medical assessments where applicable. These efforts improve offer acceptance rates and maintain audit integrity. - Monitors recruitment m…