Professional Certificate in Talent Acquisition

What you will be able to do

• Forecast hiring demand and partner with finance on headcount
• Build an employer brand and fix the candidate journey with evidence
• Design structured hiring loops and assessments that measure the right things
• Run inclusive, compliant hiring including the duty to audit hiring tools
• Report talent acquisition results to executives with real analytics

What is inside

6 modules, 30 lessons. Each module ends in a graded quiz and most carry an assignment.

1. 01

   Talent Acquisition as a Strategic Function

   How talent acquisition differs from reactive recruiting, and how to run it like a business function: workforce planning, beginner-friendly demand forecasting, partnering with finance on headcount, choosing a TA operating model, earning credibility with executives, and building the annual TA calendar. Taught through Meridian Health Technologies, a 900-employee healthcare software company scaling to 1,200.

   5 lessons · 15 quiz questions

2. 02

   Employer Brand and the Candidate Journey

   What employer brand actually is and who owns it, how to build an employee value proposition that survives contact with reality, how to write a careers page and job posts that convert, how to map the candidate journey and repair its worst moments, how to handle reviews and reputation channels professionally, and how to measure brand through application rates, quality of applicant, and offer acceptance. Taught through the scale-up of Meridian Health Technologies from 900 to 1,200 employees.

   5 lessons · 15 quiz questions

3. 03

   Structured Hiring and Assessment Design

   How to replace gut-feel interviewing with a structured hiring system: success profiles and competencies built per role family, interview loops where every stage measures something different, work samples run ethically, calibrated debriefs, and a final decision made on evidence. Taught through the scale-up of Meridian Health Technologies from 900 to 1,200 employees.

   5 lessons · 15 quiz questions

4. 04

   Inclusive and Compliant Hiring

   Why diverse slates and fair process are both the right thing and the effective thing, where bias enters each stage of the funnel and the specific countermeasure for each, the equal employment opportunity concepts every talent acquisition professional must know, accessibility across the whole hiring experience, the emerging duty to audit artificial intelligence hiring tools, and documentation that protects candidates and the company alike. Taught through the scale-up of Meridian Health Technologies from 900 to 1,200 employees.

   5 lessons · 15 quiz questions

5. 05

   TA Analytics, Technology and AI

   How the talent acquisition tech stack fits together, how to run funnel analytics that diagnose problems instead of decorating slides, how to model recruiter capacity honestly, how to build dashboards leaders actually read, and how to use artificial intelligence, usually shortened to AI, in sourcing and screening while keeping a human decision and treating candidate data with care.

   5 lessons · 15 quiz questions

6. 06

   Leading Talent Acquisition: Stakeholders, SLAs and the Capstone

   How to lead a talent acquisition function rather than merely run searches: the hiring manager partnership contract and the service level agreements that make it real, escalation that fixes problems without burning relationships, quarterly business reviews that earn budget, agency and vendor management that controls spend and risk, and board-level reporting that survives hard questions. The module closes with the course capstone, in which you build Meridian Health Technologies a talent acquisition playbook for scaling from 900 to 1,200 employees.

   5 lessons · 15 quiz questions · assignment