Talent Acquisition Specialist

WEX Inc. is hiring a Talent Acquisition Specialist to own full life-cycle recruiting for Sales and non-technical business roles. This remote position supports hiring managers end to end, from intake and sourcing through offer management and onboarding, using ATS and recruiting CRM tools.

Responsibilities

• Own the complete recruiting lifecycle for assigned sales and non-technical business functions, from intake call through offer acceptance.
• Run intake meetings to define role requirements, align on candidate profiles, set realistic hiring timelines, and coach managers on effective interview techniques.
• Screen resumes, conduct initial phone interviews, and assess candidates for functional competencies, sales aptitude where applicable, and culture alignment.
• Partner with HR and business leaders to shape competitive offer packages, manage counter-offers, handle negotiations, and extend offers through onboarding.
• Use creative and proactive sourcing methods to attract top talent.
• Build and maintain talent pools for sales and corporate roles using Phenom (CRM) to support future hiring needs.
• Provide a transparent, highly responsive candidate experience by keeping applicants informed throughout the recruiting pipeline.
• Maintain real-time accuracy within Workday ATS and Phenom CRM to support compliance and data-driven recruiting metrics.
• Follow EEO, ADA, affirmative action guidelines, and internal Talent Acquisition Standard Operating Procedures (SOPs).
• Spot recruitment funnel bottlenecks and recommend streamlined approaches to reduce time-to-fill.

Requirements

• Minimum 2+ years of full life-cycle recruiting experience, ideally in a corporate environment or a high-volume agency setting.
• Track record recruiting for Sales roles (Account Executives, SDRs, Account Managers) and/or Non-Technical Business Operations roles (Marketing, Customer Service, Finance, HR).
• Experience using Applicant Tracking Systems including Workday and a recruitment CRM including Phenom for candidate management and engagement.
• Proficiency with LinkedIn Recruiter, GSuite, and modern sourcing tools.
• AI affinity: comfort with AI tools (examples include ChatGPT, Gemini, AppScripts, Co-Pilot, Claude) and the critical thinking needed to evaluate AI-generated input and inform decisions responsibly; exposure to AI-enabled platforms or workflow optimization tools is beneficial.
• Stakeholder management: ability to advise, influence, and build trust with cross-functional hiring managers.
• Communication and negotiation: strong written and verbal communication, with ability to articulate company value and negotiate offers.
• Analytical acumen: ability to use data to monitor funnel metrics, identify trends, and refine sourcing strategies.
• Adaptability and time management: capability to manage multiple requisitions and reprioritize in a fast-paced, high-growth environment.

Technologies

• Workday ATS, Phenom CRM, Workday, Phenom
• LinkedIn Recruiter
• GSuite
• ChatGPT, Gemini, AppScripts, Co-Pilot, Claude

Compensation

USD 64,000 - 78,100 per year.

Benefits

• Health, dental, and vision insurance
• Retirement savings plan
• Paid time off
• Health savings account
• Flexible spending accounts
• Life insurance
• Disability insurance
• Tuition reimbursement
• Most sales positions are eligible for commission under the terms of an applicable plan
• Non-sales roles are typically eligible for a quarterly or annual bonus based on their role and applicable plan

About the Team / Role

WEX Inc.’s Global Talent Acquisition team focuses on attracting, sourcing, and hiring talent that supports business growth. The organization emphasizes a best-in-class candidate and hiring team experience, combining high performance with a collaborative culture. This is an intermediate-level role suited for an agile recruiter seeking to expand impact within a fast-paced global environment.

GTA Guiding Principles & Behaviors

• Be authentically transparent by building trust through open, honest communication with candidates and managers.
• Seek and hire the best talent by keeping standards high across every team engaged.
• Innovate and simplify by finding smarter, more streamlined ways of working to reduce friction for recruiters and candidates.
• Take ownership by owning the outcome from initial kickoff to successful candidate onboarding.
• Learn and be curious by continuously improving sourcing strategies, understanding business functions, and tracking market trends.