Talent Acquisition Specialist

The Elevator Pitch

We're looking for a Talent Acquisition Specialist to join our Talent Acquisition team and help us identify, engage, and hire exceptional talent as Evolv continues to grow.

In this role, you'll own full-cycle recruiting across a variety of functions, partnering closely with hiring managers to understand their needs, build thoughtful search strategies, identify and engage strong talent, and guide candidates through a high-quality hiring experience. You'll also support the day-to-day operations of Talent Acquisition and the broader People team, including interview coordination, onboarding, recruiting administration, and other projects that create a seamless experience for candidates and new hires.

You'll thrive here if you're someone who enjoys being close to the business, can quickly learn new roles and talent markets, and knows when to challenge, influence, or adjust a search strategy. This is a great opportunity for a recruiter who wants meaningful ownership while continuing to grow their craft within a collaborative Talent Acquisition team.

Success in the Role:

In the first 30 days, you will:

• Build relationships with hiring managers, Talent Acquisition partners, and the People Team.
• Learn Evolv's recruiting process, tools, employer story, and candidate experience expectations.
• Begin independently managing assigned requisitions and candidate pipelines.
• Learn the new hire experience process.

Within 3 months, you will:

• Develop and execute sourcing strategies for your searches.
• Establish strong operating rhythms with hiring managers.
• Demonstrate the ability to assess candidates consistently against defined competencies and role requirements.
• Proactively identify pipeline risks and recommend adjustments.
• Independently manage the new hire orientation process, engaging with hiring managers and other stakeholders to ensure new hires have a successful start at Evolv.

By the end of the first year, you will:

• Independently own a portfolio of searches from kickoff through close.
• Build healthy pipelines and consistently move qualified candidates through the process.
• Become a trusted advisor to hiring managers by bringing market intelligence, candidate insights, and recommendations rather than simply executing requests.
• Contribute ideas that improve recruiting efficiency, candidate & new hire experience, and the broader Talent Acquisition function.

The Work:

Full-Cycle Recruiting

• Manage searches from kickoff through offer across a variety of functions and levels.
• Partner with hiring managers to translate business needs into clear candidate profiles, interview strategies, and sourcing plans for both immediate and longer-term talent needs.
• Source and engage passive talent using LinkedIn, candidate databases, referrals, networking, and other creative sourcing channels, continuously identifying new talent pools and expanding searches when traditional approaches are not delivering results.
• Conduct recruiter screens that assess candidates against the key competencies and outcomes required for the role.
• Manage candidates throughout the interview process, ensuring they understand what to expect and remain engaged.
• Build and maintain relationships with strong prospective candidates, including talent who may be a fit for future opportunities.
• Maintain accurate and organized candidate and requisition data within the ATS.

Be a Trusted Partner to Hiring Managers

• Build strong relationships with hiring managers and develop a clear understanding of their teams, priorities, and current and future talent needs.
• Use market insights and candidate feedback to help hiring managers make informed decisions.
• Proactively identify when a search needs to be recalibrated and recommend changes to targeting, requirements, interview process, or sourcing strategy.
• Keep hiring teams informed through consistent, thoughtful updates on pipeline health, challenges, and next steps.

Deliver an Exceptional Candidate Experience

• Serve as a trusted point of contact for candidates throughout the recruiting process.
• Set clear expectations and communicate proactively throughout each stage of the interview process.
• Represent Evolv's mission, culture, and employee experience authentically to prospective candidates.
• Help create a hiring experience that is organized, thoughtful, inclusive, and reflective of how we want people to experience Evolv.

New Hire Orientation

• Lead and facilitate New Hire Orientation, delivering an engaging and welcoming introduction to the company's culture, values, policies, benefits, and employee resources.
• Coordinate the end-to-end onboarding experience, partnering with the People team, IT, hiring managers, and other stakeholders to ensure new hires have the information, tools, and support needed for a successful start.
• Manage and maintain required onboarding paperwork, including I-9s, policy acknowledgements & training, etc.
• Continuously enhance the new hire experience by gathering feedback, maintaining orientation materials, and identifying opportunities to improve engagement and effectiveness.

What is the leadership like for this role?

You'll join a small, highly collaborative People Team that works across every area of Evolv. Our size means you'll have meaningful ownership, broad exposure to the business, and the opportunity to build trusted partnerships with leaders and hiring teams across the organization.

This role reports to our Head of People, who leads with trust and gives the team space to own their work, bring forward ideas, and challenge thinking. As a team, we strive to reflect Evolv's values in how we work: putting people first, owning it, winning together, doing the right thing, and staying bold and curious.

Where is the role located?

This role is based out of Evolv's HQ in Waltham, Massachusetts, with limited flexibility for remote work up to 2 days per week.

Compensation and Transparency Statement

The base salary range for this full-time position is $79,000- $129,000. In addition to base salary, this role offers a competitive target bonus, equity, and a comprehensive benefits package. This range reflects our commitment to pay transparency and equity, in alignment with applicable state laws. Our compensation ranges are determined based on factors such as role, level, location, market benchmarks, and internal equity. The posted range represents the good-faith estimate of what we expect to pay for this role across U.S. locations. Actual compensation within the range will be based on the candidate's skills, experience, education, and geographic location.

In accordance with state and local pay transparency laws-including those in California, Colorado, Massachusetts, New York, New Jersey, and others-we disclose salary ranges in all job postings and provide additional information upon request.

During the hiring process, your recruiter will share:

• The specific salary range for your preferred location
• A general overview of our benefits and equity offerings
• Insights into how compensation decisions are made, including factors that influence starting pay

We are committed to fair pay practices, and we regularly review our compensation programs to ensure they are competitive, equitable, and aligned with our values.