Talent Acquisition Specialist

The Specialist, Talent Acquisition (Supply Chain) is responsible for full-cycle recruiting for Domino's supply chain centers, driving attraction, assessment, selection and candidate experience for high-volume hourly, skilled, driver and leadership roles. The role builds strong relationships with center leaders, hiring managers and candidates, and champions Domino's brand, mission and values.What You'll DoManage Full Cycle Recruiting Process  Manage the full-cycle recruiting process for high-volume hourly, skilled, driver and leadership roles across assigned supply chain centers: sourcing, screening, interviewing, selection, negotiating, closing and pipelining.Recruit commercial drivers (CDL-A) and other hard-to-fill roles through creative sourcing, local community, school and driver-training partnerships, and strong closing conversations.Work from real staffing need, not requisition counts: partner with center leaders to understand gaps by location and role family, and keep requisitions accurate, correctly flagged and closed when no longer needed.Manage the applicant tracking system for assigned roles, including timely review of every applicant, accurate dispositions and clean data.Manage external channels (job boards, schools, associations and approved agencies) within agreed guidelines; agencies are an approved exception.Give every candidate timely feedback, and manage pre-hire steps (offers, background and DOT or medical clearance, onboarding handoff) so candidates start on time.Ensure recruiting practices comply with company policies and with federal, state and local employment laws.Work diligently to meet recruitment metrics, including time to fill, center staffing coverage, applicant response time, new-hire retention, candidate and hiring-team satisfaction, and diversity.Enable Center Leaders and Hiring TeamsServe as a consultant and trusted advisor to center leaders and hiring managers, coaching them on interviewing, selection and onboarding best practices and delivering training on the process and tools.Build strong relationships with center leadership, and set clear expectations on who does what at each step of the hiring process.Support new-hire retention: set realistic expectations before hire, support the first week onboarding.Data, Automation and Continuous ImprovementTrack and analyze your own recruiting metrics, share insights with TA leadership and center leaders, and act on what the data shows.Participate in special projects such as EVP, HR technology enhancements, and automation and AI in the recruiting funnel, including testing new tools and sharing field feedback.Follow TA standards and playbooks, be held accountable to the TA scorecard and KPIs, and keep dispositions, reason codes and requisition data complete and current so reporting can be trusted.