Talent Acquisition Specialist

About the role

This position strengthens talent pipelines for the Global Studios team by sourcing and hiring creative and marketing professionals. The role serves as the initial and ongoing contact for candidates, guiding their experience through each stage. It represents DEPT®® culture and values from first interaction to offer acceptance.

People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.

Key facts

What you'll do

Handle resumes for creative and marketing functions, including design, copywriting, strategy, and client services, to build a relevant talent pool.

Evaluate skills and experience through phone screenings to identify suitable candidates for open positions.

Support candidates at every recruitment stage, providing timely updates, feedback, and guidance to ensure a clear process.

Translate hiring needs with managers and align candidate backgrounds to role requirements for effective matching.

Oversee job postings, sourcing, screening, interviewing, and offer coordination to complete recruitment cycles independently.

Develop a pool of passive candidates to support future hiring demands and reduce time-to-fill for critical roles.

Maintain candidate records and documentation within applicant tracking systems to ensure accuracy and compliance.

Requirements

Demonstrate English proficiency to collaborate effectively with global teams and international candidates.

Bring prior recruitment or talent acquisition experience, with a history of placing creative and digital talent.

Show a track record of hiring for design, copywriting, strategy, and client services roles within creative or digital contexts.

Proven ability to conduct thorough phone screenings that assess candidate fit and role suitability.

Manage relationships with internal and external stakeholders to support a smooth and professional hiring process.

Use strong interpersonal skills when working with hiring managers and operational directors to clarify needs and expectations.

Organize multiple priorities with attention to detail to sustain an efficient and structured recruitment workflow.

Use applicant tracking systems and recruitment tools to manage candidate data and streamline end-to-end processes.

Nice to have

Experience in a Growth Invention company or B Corp environment.

Practical notes

Open to local candidates based in Buenos Aires offices in Villa Crespo or Mar del Plata.

Reimbursements are available for groceries, Wi-Fi, electricity, training, and English classes.

Sportclub membership is fully covered by the company.

A flexible vacation policy applies, and office refreshments are provided throughout the week.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

Roles in this field rely on strong interpersonal communication and organizational discipline to manage competing demands.

Digital tools support candidate management, collaboration, and data tracking across distributed teams and workflows.

Consistent feedback helps candidates understand progress and next steps at each stage of the process.

Clear documentation ensures accurate hiring records, compliance, and continuity within recruitment practices.

A steady pipeline benefits both urgent hiring needs and long-term team growth and stability.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.