Talent Acquisition Consultant - Creative & Media (Temp)

Horizon Media, founded in 1989 by Bill Koenigsberg, is recognized as one of the most innovative marketing and advertising firms. We are headquartered in New York City, with offices in Los Angeles and Toronto. A leader in driving business solutions for marketers, Horizon is known for its highly personal approach to client service.  Renowned for its incredible culture, Horizon is consistently named to all the prestigious annual Best Places to Work lists published by Fortune, AdAge, Crain’s New York Business and Los Angeles Business Journal. Together we are building a place of belonging.

At Horizon, we understand the value that different perspectives can bring to our clients and culture, so we strive for an environment where our employees feel welcomed, safe and empowered. We value YOU and believe that your authentic voice and unique perspective allows us to create a more rewarding culture, and experience, together.

Our simple recipe for success? We hire talented people (thinkers, doers, dreamers, makers), challenge them and give them every opportunity to grow.

What You’ll Do
60% – Full Cycle Recruitment

• Manage and prioritize a high volume of job requisitions across functions and levels (e.g. Creative, Finance, Corporate, Analytics, Media Planning, Biddable Media, etc.)

  • Quickly learn team’s needs and expectations for any new roles, with limited oversight of manager

• Source and engage with active and passive candidates, both local and remote

• Utilize various job platforms including but not limited to Workday, LinkedIn, Indeed, and the Horizon Media Career Page

• Review employee referrals, partnering with other Talent Acquisition members, as needed, to identify appropriate next steps

• Guide candidates through recruitment process beginning with recruiter phone screens, educating them on interview best practices and overseeing interviews, ultimately leading to final stage negotiations and hiring

  • Navigate pre-close and offer conversations with candidates, mastering these delicate dialogues

• Partner with hiring teams to ensure timely candidate feedback is received, relaying sensitive and nuanced feedback with candidates when appropriate

• Prepare hiring team and candidates for interviews, educating both parties on interview strategy, legal and compliance factors, and overall timeline for hiring

• Influence and guide key stakeholders in nuanced and challenging conversations and situations with candidates, utilizing expertise in the recruitment landscape and candidate pool

• Maintain up to date candidate notes and details, ensuring accuracy and consistency across different platforms

• Proactively provide hiring teams with up to date statuses on open roles and candidates, anticipating questions and concerns they may have

40% – Relationship Management

• Ensure positive and streamlined candidate experience throughout the recruitment life cycle 

• Think strategically of ways to improve collaboration amongst greater Talent Acquisition team

• Work closely with Community Talent (HR Business Partners) on department staffing needs; partner with larger Human Resources team on HR initiatives and projects

• Influence partnership with hiring managers through effective communication to ensure streamlined strategy and processes

• Serve as a resource for other members of Talent Acquisition and larger Human Resources department

• Problem solve daily situations, coming to Talent Acquisition Director with possible solutions

• Open and receptive to feedback for improvement during their tenure with the company

• Maintain active communication with candidates, ensuring pipeline of talent for future use

Who You Are

• A strong, effective communicator, that can autonomously manage relationships with candidates and hiring managers

• A problem solver with the ability to develop creative solutions, recognizing when to elevate situations to manager

• Detail oriented with strong organizational skills

• An effective time manager, comfortable working on multiple requisitions at various stages

• Able to thrive in an agile environment, comfortable with changing candidate and hiring manager needs

• A helpful team player with business maturity in a professional setting, willing to roll up your sleeves and partner with team members based on bandwidth

• An active participant in teamwide meetings and conversations; eager to ask questions and provide thoughtful insight

• A self-starter, consistently motivated, proactive and resourceful, seeking feedback proactively

• A desire to stay on top of recruitment and industry trends

• A trusted advisor to hiring teams, TA leadership, and larger HR department

• A curious learner with a desire to take on more responsibility

• Confident in your expertise, with the ability to relay this to hiring teams

• An advocate for and supporter of Diversity, Equity and Inclusion

Preferred Skills & Experience

• 3+ years of full lifecycle recruitment experience at an advertising or media agency

  • If no experience within media, 5+ years of staffing agency experience

• Excellent written communication for emails in hybrid work environment

• Excellent written communication for bi weekly reporting market insights summaries

• Advanced knowledge in LinkedIn Recruiter for posting jobs, starting searches, sending InMail’s, maintaining projects, and keeping up to date candidate notes

• Workday familiarity

• At ease with negotiating candidate salaries, start dates, etc. when extending offers

• Experience with Applicant Tracking Systems is extremely beneficial, but not a must

• Familiar and comfortable using Microsoft Office Suite on a daily basis (i.e. Outlook, Word, Excel, Teams, etc.)

Certificates, Licenses and Registrations
N/A

Physical Activity and Work Environment

N/A

Salary Range: $1,700 to $2,200 a week. A successful applicant’s actual weekly or hourly rate may vary based upon, but not limited to, skill sets, experience and training, licensure/certifications, and equity.   

The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.