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About the role
We are seeking a driven, resourceful Talent Acquisition Partner who combines strong recruiting expertise with business judgment, critical thinking, and a bias for action. This person will do more than manage requisitions—they will take ownership of hiring outcomes, advise and challenge leaders, solve problems, and continually raise the bar for talent.
What they're looking for
- Demonstrated full-cycle recruiting experience across multiple functions and organizational levels
- Strong business acumen and the ability to connect talent decisions to broader business needs
- A track record of building credibility and productive relationships with hiring managers and senior leaders
- An ownership mindset—you identify what needs to happen, remove obstacles, and drive work through completion
- Strong critical-thinking and problem-solving skills, with the ability to navigate ambiguity and recommend practical solutions
- Sound judgment and the confidence to bring a point of view, ask difficult questions, and challenge thinking when appropriate
More about this role
We are seeking a driven, resourceful Talent Acquisition Partner who combines strong recruiting expertise with business judgment, critical thinking, and a bias for action. This person will do more than manage requisitions—they will take ownership of hiring outcomes, advise and challenge leaders, solve problems, and continually raise the bar for talent.
The ideal candidate is equally comfortable developing a recruiting strategy, influencing a hiring decision, sourcing candidates, and improving a process. They move with urgency, build strong relationships, and measure success by the quality and impact of the people hired—not simply the number of positions filled.
- Own the full recruiting lifecycle, from intake and sourcing strategy through candidate assessment, offer acceptance, and transition to onboarding.
- Build trusted relationships with hiring leaders and develop a strong understanding of their business, teams, and current and future talent needs.
- Lead thoughtful intake discussions to clarify the business need, define the ideal candidate profile, establish selection criteria, and align on roles, timelines, and expectations.
- Advise hiring managers on role design, candidate...
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