Talent Acquisition Specialist II

Mercury Insurance

Talent Acquisition Specialist managing full-cycle recruiting activities at Mercury Insurance. Attracting, engaging, and hiring top talent across various positions in a remote capacity.

Posted 7/29/2026full-timeRemote • Alabama, Alaska, Arizona, Colorado, Connecticut, Florida, Hawaii, Idaho, Illinois, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Minnesota, Mississippi, Missouri, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, Wyoming • 🇺🇸 United StatesMid-LevelSenior💰 $63,410 - $117,348 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in full-cycle recruiting, including high-volume and professional roles, while leveraging AI-enabled recruiting tools to enhance sourcing and candidate assessment. Strong ability to collaborate with business leaders on talent acquisition strategies and build effective talent pipelines.

Highest-signal resume keywords

Full-Cycle RecruitingHigh-Volume RecruitingAI-Enabled Recruiting ToolsTalent Acquisition StrategyApplicant Tracking Systems

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Full-Cycle RecruitingHigh-Volume RecruitingPipeline DevelopmentCandidate ScreeningInterviewingNegotiationSourcing StrategiesData AnalysisTalent AssessmentWorkforce Planning

Soft Skills

CollaborationConsultative GuidanceCandidate ExperienceStrategic ThinkingRelationship Building

Tools & Technologies

Applicant Tracking SystemsSourcing PlatformsAI-Enabled Recruiting ToolsJob BoardsSocial Media

Certifications & Qualifications

PHRSPHRSHRM-CPSHRM-SCP

Industry Keywords

Property & Casualty InsuranceTalent AcquisitionEmployer BrandingDiversity and InclusionWorkforce Planning

About the role

Key responsibilities & impact

Manage full-cycle recruiting across a range of roles, including high-volume entry-level positions, professional roles, and manager-level openings
Serve as a strategic thought partner and advisor to business leaders on all talent acquisition matters by identifying current and future talent needs, aligning recruiting strategies, and developing hiring plans that support business growth
Collaborate with the Talent Acquisition Manager to drive continuous improvement, increase recruiting efficiency, support long-term workforce planning, and identify process gaps with a growth mindset
Design and execute proactive sourcing strategies to identify, engage, and nurture both active and passive candidates
Build and maintain strong talent pipelines for current openings, projected hiring needs, and critical skill areas
Leverage AI-enabled recruiting tools and technology to streamline workflows, improve sourcing outcomes, efficiently assess talent, and identify top candidates
Screen, assess, and interview candidates to evaluate their experience, skills, competencies, and overall fit for role requirements and organizational needs
Present qualified candidate slates to hiring managers and provide consultative guidance throughout the selection process
Extend employment offers, including negotiating within approved authority levels
Deliver a seamless, positive, and engaging candidate experience from initial outreach through onboarding
Effectively utilize multiple sourcing channels, including applicant tracking systems, job boards, social media, employee referrals, networking, events, community partnerships, and other talent attraction resources
Represent Mercury’s brand, culture, and employee value proposition at recruiting events and in the marketplace
Use recruiting data, market insights, talent trends, and industry benchmarks to inform hiring strategies, improve outcomes, enhance talent acquisition processes, and support decision-making
Prioritize recruiting efforts in alignment with key talent initiatives, including employer branding, diversity and inclusion, internal mobility, and workforce planning
Build and maintain strong partnerships with hiring leaders, People Business Partners, and external partners to drive hiring success

Requirements

What you’ll need

Minimum: Bachelor’s degree in Human Resources, Business, Communications or related field of study
Preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP certification
Minimum: 4-6 years of directly related recruiting experience in recruiting
Experience managing full-cycle recruiting across multiple job levels and requisition types
Experience supporting high-volume recruiting and pipeline development
Experience using applicant tracking systems, sourcing platforms, and AI-enabled recruiting tools
Preferred: Experience recruiting within the Property & Casualty Insurance industry
Preferred: Experience recruiting for both high-volume entry-level roles and professional or manager-level positions
Preferred: Experience partnering with business leaders on talent strategy and/or proactive hiring initiatives

Benefits

Comp & perks

Competitive compensation
Flexibility to work from anywhere in the United States for most positions
Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
Medical, dental, vision, life, and pet insurance
401 (k) retirement savings plan with company match
Engaging work environment
Promotional opportunities
Education assistance
Professional and personal development opportunities
Company recognition program
Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more