Job Title: Talent Acquisition & Recruiting Specialist
Company: Valvoline Global
Location: U.S. (location varies by division)
Type: Full-time
Salary: Not listed
Requirements:
Experience in recruiting or human resources
Strong interpersonal, communication, and organizational skills
Ability to manage multiple open positions and candidate pipelines
Proficiency with applicant tracking systems and recruiting tools
Ability to coordinate with hiring managers and support diverse teams
Responsibilities:
Coordinate end-to-end recruitment processes
Post job openings, screen candidates, and schedule interviews
Build and manage candidate pipelines for various job categories
Collaborate with HR and hiring managers to identify talent needs
Support diversity, equity, and inclusion efforts in hiring strategies
Click here for more job details and a link to apply.
—
Would You Take It?
This is an opportunity to shape hiring strategies at scale in a recognizable brand. Fast-paced work, lots of interaction, and measurable impact—but also comes with tight deadlines, expectations from leadership, and high volume.
I’d ask what “manage multiple open positions” translates to in numbers - last time I didn’t, it meant 42 reqs across three regions with same‑day SLAs. Also confirm the ATS and support model; Workday with no coordinator support turned into three hours a day of scheduling instead of sourcing.
I’d want clarity on actual req load, ATS/CRM, and whether it’s truly full‑cycle or more sourcing-heavy — multi-division setups can swing HM ratios and SLAs a lot; anyone know their usual req range and tech stack?
@tevans69 is right about SLAs, but the killer for me was offer approvals; in a multi-division org I waited 8 days for comp sign-off and lost two finalists — . I’d ask for a 60/90-day req aging report and to see the offer approval chain, and confirm if there’s coordinator support or you’re self-scheduling — when “salary not listed,” doing all the bookings too is where you bleed time.