Associate Director, Talent Acquisition

Aveo Oncology•Boston, MA

About The Position

The Associate Director, Talent Acquisition leads and executes full-cycle recruitment to attract, assess, and hire talent in support of the company’s business objectives and growing pipeline. This hands-on role partners with hiring managers and business leaders to develop recruiting strategies, build talent pipelines, and provide a strong candidate experience. In a dynamic, growing biotech environment, the role manages multiple searches across functions and levels, using direct sourcing, LinkedIn and other recruitment channels, and Greenhouse. The Associate Director also improves recruiting processes, develops dashboards and hiring scorecards, and uses data to enhance recruitment effectiveness, efficiency, and quality of hire. The role supports recruiting for scientific, clinical, commercial, corporate, and leadership positions. It also manages external recruiting and executive search partners as needed, coordinates offers and negotiations, maintains recruitment-focused employer branding content, administers Greenhouse workflows and reporting, and collaborates with HR leadership on workforce planning and talent acquisition strategy. The position may also contribute to broader HR initiatives and cross-functional projects as business needs evolve.

Requirements

Bachelor’s degree in human resources, business, or a related field, or equivalent relevant experience.
Typically 5–8+ years of progressive talent acquisition or full-cycle recruiting experience; biotechnology, pharmaceuticals, life sciences, or another highly specialized industry is preferred.
Demonstrated success managing multiple concurrent requisitions across diverse functions, experience levels, and hiring priorities.
Hands-on experience with LinkedIn Recruiter and other sourcing platforms, tools, and professional networks.
Proficiency with Greenhouse or a comparable applicant tracking system, including reporting, dashboards, workflows, and hiring scorecards.
Experience preparing offer letters, managing offer approvals, and negotiating compensation packages with candidates.
Excellent communication, relationship-building, organizational, and project management skills.
Ability to influence and advise hiring managers while balancing business urgency, candidate quality, and candidate experience.
Ability to operate independently, manage competing priorities, and adapt in a fast-paced, growth-oriented environment.

Nice To Haves

Experience developing employer branding and recruitment marketing content for LinkedIn and other social media channels.
Familiarity with compensation benchmarking, talent market intelligence, and recruiting process analytics.

Responsibilities

Manage the full recruitment lifecycle, from intake meetings and sourcing through screening, interviewing, offer negotiation, and candidate close.
Develop and execute proactive sourcing strategies for qualified candidates across scientific, clinical, commercial, corporate, and leadership roles.
Conduct candidate outreach, resume reviews, initial screening interviews, and assessments of qualifications, experience, and role alignment.
Build and maintain talent pipelines using LinkedIn Recruiter, professional networks, industry contacts, and other sourcing tools.
Partner with hiring managers to define role requirements, priorities, candidate profiles, and recruitment plans.
Manage external recruitment firms and executive search partners as needed, including setting requirements, monitoring performance, coordinating submissions, and aligning activity with hiring priorities and budget.
Coordinate interviews, candidate communications, interview preparation, feedback collection, and timely follow-up.
Guide hiring managers and interview teams on structured interviewing, candidate evaluation, and consistent use of interview scorecards.
Deliver a professional, timely, and engaging candidate experience that reflects the company’s culture and employer brand.
Identify ways to streamline recruiting workflows, reduce time to fill, and improve hiring manager and candidate satisfaction.
Develop and communicate competitive offers in partnership with hiring managers and HR leadership, considering internal equity, compensation guidelines, and market data.
Negotiate offers with candidates, including base salary, annual bonus targets, sign-on bonuses, and other applicable compensation elements, within established approval parameters.
Prepare and coordinate offer letters and related documentation, ensuring accuracy, approvals, and compliance with company policies and applicable employment requirements.
Manage the company’s LinkedIn presence and relevant recruitment-focused social media content in partnership with HR and Marketing.
Develop and promote job postings, employee stories, company updates, and other content that strengthens the employer brand and attracts talent.
Expand the company’s visibility in the biotech talent market through targeted outreach, networking, and relevant industry channels.
Administer and optimize Greenhouse workflows, requisitions, candidate records, interview plans, templates, and hiring processes.
Build, maintain, and analyze recruiting dashboards and reports to provide visibility into hiring progress, recruiting activity, and workforce needs.
Develop and maintain hiring scorecards and standardized evaluation tools to support structured, consistent, data-informed hiring decisions.
Track and report recruiting metrics, including time to fill, time in stage, source of hire, pipeline conversion, offer acceptance rate, and requisition status.
Ensure data integrity, appropriate access, and consistent use of Greenhouse reporting and analytics capabilities.
Collaborate with HR leadership on workforce planning, hiring priorities, recruiting capacity, and talent acquisition strategy aligned with business growth and pipeline milestones.
Keep hiring managers and business leaders informed about search progress, candidate quality, market conditions, and potential hiring risks.
Evaluate external recruiting partners and executive search firms when specialized expertise or additional capacity is needed.
Monitor biotech talent market trends, sourcing techniques, and recruitment technology to improve hiring effectiveness.
Contribute to broader HR initiatives and occasional cross-functional HR projects, supporting HR programs, processes, and team priorities as business needs evolve.