Talent Acquisition Specialist

Austin, Texas, United States

People & HR Team reporting to Human Resources Manager

Full-time, in office

Capital Factory is building the most ambitious talent engine in tech–and we’re looking for a Talent Acquisition Specialist who is motivated to hunt, build, and cultivate recruitment efforts across state lines. This role sits at the frontlines of our talent strategy, pipeline generation, and culture. From elite fellowships and universities to emerging leaders in tech, startups, venture, and non-profits, you’ll help shape who joins our team.

In this you will transition the recruitment function from a shared HR responsibility into a dedicated, strategic powerhouse. You will own the end-to-end recruitment lifecycle, building the pipelines and processes necessary to scale our team with high-caliber talent across Capital Factory and our STATION entities.

What you will do…

Full-Cycle & Multi-Entity Recruiting: Lead the end-to-end search for full-time, part-time, contractor, and internship roles across Capital Factory and all STATION 501c3 entities (DC, Austin, and Northwest Arkansas).

Strategic Pipeline Development: Research and build targeted talent pools across universities, fellowships, startups, and referral networks to ensure a steady flow of high-quality candidates.

Structured Assessment & Interviewing: Conduct all initial screenings and coordinate the interview process, providing hiring managers with clear, well-reasoned perspectives on candidate fit and technical alignment.

Stakeholder Partnership: Collaborate with internal leaders to understand departmental priorities, anticipate future headcount needs, and adjust sourcing strategies in real-time.

Data-Driven Recruitment Operations: Manage the ATS and track key KPIs—such as time-to-fill and pipeline conversion—using data to identify bottlenecks and document best practices that compound over time.

AI-Enabled Sourcing & Engagement: Leverage AI-driven tools to automate candidate sourcing, personalize outreach at scale, and identify high-potential talent within our database and external networks.

Employer Brand & Outreach: Craft thoughtful outreach and contribute to LinkedIn and career page initiatives that reflect our unique voice and values to increase inbound candidate quality.

Candidate Experience & Integrity: Ensure 100% data accuracy within our systems while maintaining a consistent, high-touch experience for every candidate from first contact through the offer stage.

Internship Program Ownership: Assist with the strategy and execution of the internship program across all locations, ensuring a meaningful experience for students and a talent pipeline for the firm.

Cross-Functional Collaboration: Work closely with the People & HR team and other company verticals to ensure recruitment efforts are efficient, impactful, and aligned with overall company goals.

You'll know you're successful if....

Pipeline Readiness & Velocity: Priority roles across Capital Factory and STATION entities are supported by active, high-quality pipelines rather than last-minute scrambling, with cycles moving with both quality and haste.

Scalable Sourcing Channels: We have repeatable, well-documented sourcing channels (universities, fellowships, referrals) that show measurable improvement in candidate quality over time.

Human-Centric Candidate Experience: Candidates consistently describe their recruiting journey as clear, professional, and human, regardless of the final hiring decision.

Multi-Entity Impact: You can point to successful hires, professional relationships, and talent pipelines that span multiple states and entities (STATION DC, Austin, and Northwest Arkansas).

Brand Consistency & Credibility: Our employer brands show up with consistency—outreach "sounds like us," interviews feel aligned with our values, and follow-through is 100% reliable.

Internal Talent Development: Current staff benefit from your recruitment expertise through career development training, internal mobility support, and growth opportunities.

Recruitment Efficiency Metrics: Average time-to-fill remains under 45 days for standard roles, and you can provide data showing consistent improvement in pipeline conversion efficiency.

High Offer Acceptance: Offer acceptance rates exceed 85%, reflecting strong candidate engagement, effective closing strategies, and competitive positioning.