The Associate Talent Acquisition Specialist is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman & Hoffman's employer brand and talent supply chain across all four companies.

TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT

Build and own Hoffman & Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades
Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates for HMS and HBT
Coordinate with the HMS T&D Manager on apprenticeship pipeline development — identifying candidates from technical school partnerships for Hoffman & Hoffman HMS Apprenticeship Program
Establish Hoffman & Hoffman as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement
Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs
Attend and coordinate trade school career events, skills competitions, and industry showcases

UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT

Own and manage Hoffman & Hoffman's relationships with university career centers, department heads, and faculty across all partner institutions
Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans
Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies
Build faculty and advisor relationships to position Hoffman & Hoffman as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines
Collaborate with the HHY T&D Manager on university partnerships supporting the HHY internship program and future talent pipeline
Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history

END-TO-END INTERNSHIP PROGRAM MANAGEMENT

Own and manage the Hoffman & Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies
Collaborate with each company lead on internship program logistics, curriculum, and participant experience
Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations
Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric
Coordinate intern accommodations, travel, and logistics for out-of-area participants
Build the internship program into a recognized entry point for early-career talent across all Hoffman & Hoffman companies
Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually

PIPELINE ANALYTICS & ROI REPORTING

Own and manage enterprise-wide TA pipeline analytics — tracking source quality, time-to-fill, cost-per-hire, offer acceptance rates, and pipeline conversion across all four companies
Build and maintain recruiting dashboards and reporting frameworks that provide actionable insights to the TA Manager and HR Director
Measure and report on the ROI of all pipeline development activities — university partnerships, trade school programs, internships, and career fairs — to demonstrate business value and inform investment decisions
Analyze workforce trends, turnover data, and hiring forecasts to identify future talent gaps and recommend proactive pipeline strategies
Track and report on diversity pipeline metrics and sourcing channel effectiveness
Develop quarterly and annual TA performance reports for leadership presentations

QUALIFICATIONS

Bachelor's degree in Human Resources, Business, Communications, or related field required
3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development
Demonstrated experience building university or trade school partnerships and managing campus recruiting programs
Experience with internship program design and management preferred
Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership
Proficiency with ATS platforms, Excel/data tools, and recruiting technology
Excellent relationship-building, communication, and presentation skills
Comfortable representing the company at external events, career fairs, and campus visits
Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus

EOE/Vets/Disabled

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