Talent Acquisition Specialist
Chicago, IL
Full Time
Entry Level
LOCATION Chicago · Hybrid (2 days in office)
REPORTS TO Head of HR
TYPE Full-time
About Aleysian
Aleysian is a B2B technology consulting firm that designs and builds the revenue foundation that connects selling, quoting, billing, and fulfillment into a single structural system. We work at the intersection of quote-to-cash and digital commerce, engaging at the C-suite level to architect around your revenue model, not just implement tools. The result is infrastructure built to hold under the weight of growth, across every channel, at scale.
About the role
This role sits between recruiting and HR operations. You'll own the execution layer of people at Aleysian: how candidates move through the pipeline, how new hires get onboarded, how compliance and benefits run day-to-day. You'll report to the Head of HR and work across every practice in the firm.
We created this role to do two things at once: cut our reliance on staffing agencies by building direct sourcing and a cleaner intake, and take coordinator-level work off the Head of HR so the HR function can operate at the altitude a fifty-person firm needs.
What you'll own
Recruiting: approximately 50% of the role
HR Operations: approximately 50% of the role
What a great first year looks like
What we're looking for
Nice to have
The practical details
REPORTS TO Head of HR
TYPE Full-time
About Aleysian
Aleysian is a B2B technology consulting firm that designs and builds the revenue foundation that connects selling, quoting, billing, and fulfillment into a single structural system. We work at the intersection of quote-to-cash and digital commerce, engaging at the C-suite level to architect around your revenue model, not just implement tools. The result is infrastructure built to hold under the weight of growth, across every channel, at scale.
About the role
This role sits between recruiting and HR operations. You'll own the execution layer of people at Aleysian: how candidates move through the pipeline, how new hires get onboarded, how compliance and benefits run day-to-day. You'll report to the Head of HR and work across every practice in the firm.
We created this role to do two things at once: cut our reliance on staffing agencies by building direct sourcing and a cleaner intake, and take coordinator-level work off the Head of HR so the HR function can operate at the altitude a fifty-person firm needs.
What you'll own
Recruiting: approximately 50% of the role
- The intake front door. Every open role enters through you after practice leaders identify the need.
- ATS ownership. Manage applicant tracking and candidate data hygiene. Fix what's not working in our current ATS or drive the move to something better.
- Direct sourcing. Build a direct candidate pipeline to reduce our dependence on staffing agencies. Manage the agency relationships we keep.
- Candidate experience. Own interview scheduling, candidate communications, and feedback collection. Make it a real experience, not a logistical chore.
- Employee referral program. Tracking, payouts, and awareness. Make sure people use it.
- Pipeline metrics. Time-to-fill, source-of-hire, cost-per-hire, offer accept rate. Report monthly to the leadership team.
HR Operations: approximately 50% of the role
- Onboarding and offboarding. From offer accept through day-30 check-in, and from notice through final pay.
- Benefits administration. Open enrollment, I-9 / E-Verify, day-to-day questions from employees.
- Handbook and policy. Keep the handbook current. Run rollouts for new or changing policies.
- Intern program operations. Summer cohort logistics, intern experience, return-offer tracking.
- HRIS hygiene. Employee data integrity and clean reporting for leadership.
What a great first year looks like
- Every open role moves through a single documented intake process. No more inconsistent handoffs.
- Direct sourcing produces at least one hire per quarter that didn't come through an agency.
- New hires say their onboarding was the best they've had.
- The Head of HR is spending real time on compensation strategy, leadership development, and org design, not scheduling interviews.
What we're looking for
- Three or more years in a recruiting coordinator, HR generalist, or blended people ops role. Ideally at a professional services or tech company under 200 people.
- Working knowledge of an ATS (JazzHR, Lever, Ashby, or similar) and a modern HRIS.
- Clear, direct written communication. Short over long. Specifics over vibes.
- A bias to documented process over ad hoc handoffs.
- Comfort operating independently in a fifty-person firm where there is no playbook waiting for you.
Nice to have
- Experience at a Salesforce partner or professional services firm.
- Benefits administration experience (medical, dental, vision, 401(k)).
- Experience running or scaling an employee referral program.
- SHRM-CP or PHR: not required. We care more about judgment than credentials.
The practical details
- Location. Chicago. Hybrid, two days in office.
- Reports to. Head of HR.
- Compensation. Base salary $80,000 to $90,000 commensurate with experience, plus performance-based bonus.
- Benefits. Medical, dental, vision, life, disability, PTO, paid holidays.
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