Since 2011, General Assembly has transformed tens of thousands of careers through pioneering, experiential education in today’s most in-demand skills. As featured in The Economist, Wired, and The New York Times, GA offers training in web development, data, design, business, and more, both online and at campuses around the world. Our global professional community boasts 40,000 full- and part-time alumni — and counting.

In addition to fostering career growth for individuals, GA helps employers cultivate top tech talent and spur innovation by transforming their teams through strategic learning. More than 21,000 employees at elite companies worldwide have honed their digital fluency with our corporate training programs. GA has also been recognized as one of Deloitte’s Technology Fast 500, and Fast Company has dubbed us leaders in World-Changing Ideas as well as the #1 Most Innovative Company in Education.

General Assembly is looking for a Talent Acquisition Specialist to join our Talent and People team!  As our Talent Acquisition Specialist, you should be highly adept at full-cycle recruitment in a fast-paced and high-volume startup atmosphere.  You’ll be responsible for driving a positive candidate experience for all applicants, whether interviewed or not, while partnering with hiring teams on defining competencies, scoping interview process, sourcing, screening and making offers to new team members.  The Talent Acquisition Specialist will also be responsible for partnering with internal teams to build out pipelines, attend events and meetups in the community, and get the GA brand out there as a positive place to work across the globe.

RESPONSIBILITIES:

  • Partner with hiring managers to provide timely sourcing, screening, interviewing and selection of candidates who meet the requirements and competencies of GA teams.
  • Full life cycle recruiting – consultative requisition kickoffs, market analysis for competitive advantage, sourcing, interviewing, offer negotiations, etc.
  • Identify, develop and maintain a network of contacts and resources to generate qualified, diverse candidate pools for strategic needs in an effective manner.
  • Maintain accurate and concise records regarding the recruitment and selection process within our ATS (Greenhouse).
  • Manage the candidate experience as he/she goes through the recruitment process.
  • Build relationships with cross-functional departments (HR OP’s, HRBP’s, FP&A, Enterprise, Admissions, etc.).
  • Actively engage and initiate process improvements as needed.

EXPERIENCE AND SKILLS

  • 3+ years of experience recruiting for enterprise sales and sales leadership roles in a combination of corporate and staffing environments.
  • Proficiency in applicant tracking systems, preferably Greenhouse, and sourcing tools such as LinkedIn Recruiter, AngelList, etc.
  • Multi-state and international experience in recruiting strongly preferred.
  • Have a client-focused and customer-centric attitude and aptitude.
  • Experience using data to help influence and advise hiring managers and internal stakeholders in talent decisions.
  • Experience effectively hiring, nurturing and closing talent.
  • Significant experience with passive candidate sourcing.
  • Excellent communication, time management, and negotiation skills.

CORE COMPETENCIES

  • Hiring and Staffing You have a nose for talent and guide hiring the best people available from inside or outside.  You know how to structure an interview process and ask the right behavioral questions to discern strong candidates.
  • Process Management You’re good at figuring out the processes necessary to get things done and understand how to separate and combine tasks into efficient recruiting workflow.  You can see opportunities for synergy and integration where others often can't and you get more out of fewer resources (i.e. use every part of the buffalo). You’re systems and digitally savvy in all approaches to sourcing great talent, and are highly organized and metrics driven –you always know where the funnel is, ROI per source, and are creative at solving sourcing challenges.
  • Drive For Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
  • Composure: Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.
  • Dealing With Ambiguity Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
  • Business Acumen Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
  • Intellectual Horsepower Is bright and intelligent; deals with concepts and complexity comfortably; described as intellectually sharp, capable, and agile.

Apply for this Job

* Required

File   X
File   X
When autocomplete results are available use up and down arrows to review
+ Add Another Education


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at General Assembly are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.