Talent Acquisition Specialist

As Talent Acquisition Specialist, you will be GridUnity’s sourcing engine: finding top talent, getting them genuinely interested, and keeping every search moving. Once a role is approved, you’ll run it from intake through the offer stage. You’ll work directly with the Director of People, who owns hiring strategy and supports you on leveling, offers, and tough calls.

This is a hands-on role for someone who loves the hunt and is just as organized as they are persistent. Beyond recruiting, you may get exposure to the broader People function and have the chance to take on projects across HR.

As GridUnity scales, there is a real opportunity to grow with the company.

Primary Responsibilities

Recruiting

• Source and engage top candidates, including passive candidates, across technical and non-technical roles using multiple channels.
• Build and maintain talent pipelines for current and upcoming openings rather than relying on inbound applicants alone.
• Craft personalized, persistent outreach that represents GridUnity’s mission and earns responses.
• Once a requisition is approved, meet with the hiring manager to align on the role, interview plan, and timeline.
• Conduct phone screens and share clear, honest written summaries of each candidate.
• Own scheduling and interview coordination, keeping candidates and interviewers informed and every search moving.
• Own the offer stage: extend offers, handle negotiation within the approved compensation range, and keep candidates engaged through acceptance.
• Escalate questions about leveling, offers outside the approved range, borderline candidates, or hiring manager expectations to the Director of People.

People Team Projects

• Support HR projects beyond recruiting, such as onboarding and orientation, process documentation, and maintaining an accurate job description library.
• Share market feedback from the field, such as candidate response rates, compensation signals, and timeline realities, so the People team can adjust.

Recruiting Operations

• Keep Ashby accurate and current, including candidate stages, notes, and requisition status.
• Follow and help improve documented recruiting processes and templates.
• Maintain regular pipeline reporting, including open roles, candidates by stage, sources, and time-to-fill.

Employer Brand

• Support GridUnity’s employer brand through outreach, job postings, and candidate touchpoints.
• Help identify talent communities and networks worth engaging, particularly for technical disciplines.

What Great Looks Like

You will thrive in this role if you:

• Have 3-5 years of recruiting experience, with experience in the energy industry, SaaS, or ideally both.
• Love sourcing, and are relentless and creative about finding and winning over candidates who aren’t looking.
• Have experience recruiting technical talent and are comfortable learning the details of unfamiliar roles.
• Are highly organized and can juggle multiple searches while keeping every candidate and interviewer informed.
• Have strong follow-through, a sense of urgency, and a bias toward action.
• Communicate clearly and candidly, and raise concerns early rather than letting them sit.
• Care deeply about the experience of both candidates and hiring managers, and understand that every interaction shapes GridUnity’s reputation.
• Are comfortable in a fast-moving environment where priorities change and processes are still taking shape.
• Enjoy researching unfamiliar disciplines, testing different sourcing approaches, and persisting when initial efforts do not produce qualified candidates.

What Will Set You Apart

• Experience in energy, utilities, climate technology, or another complex technical industry.
• Experience recruiting engineering, product, data, AI, or other highly technical roles.
• Deep experience with proactive sourcing and passive candidate outreach.
• Hands-on experience with Ashby or another modern ATS.
• Curiosity about the broader HR function and interest in taking on projects beyond recruiting.
• Prior exposure to HR areas such as onboarding, employee programs, or HR operations.