Lead Talent Advisor

Logic20/20 Inc.•Seattle, WA

2h•$125,000 - $140,000

About The Position

The Lead Talent Advisor is a strategic recruiting partner responsible for identifying, engaging, assessing, and hiring high-impact talent across key areas of the business. This role owns the full recruiting lifecycle and serves as a trusted advisor to business leaders and hiring managers on talent strategy, market conditions, candidate quality, and hiring decisions. Combining strong recruiting fundamentals with modern sourcing, analytics, and AI-enabled practices, the Talent Acquisition Lead recruits for complex and specialized roles, builds strong talent pipelines in competitive markets, and leverages technology and data to improve hiring outcomes and the candidate experience.

Requirements

7+ years of progressive full lifecycle recruiting or talent acquisition experience, preferably within consulting, technology, utilities/energy, professional services, or another complex business environment.
Demonstrated success recruiting specialized professional and leadership talent.
Demonstrated proficiency with generative AI tools and AI-enabled recruiting technology, with the ability to incorporate AI effectively and responsibly into daily recruiting workflows
Experience recruiting across one or more relevant disciplines such as digital strategy/technology consulting, electric utility or grid operations, engineering, energy, or B2B/professional services sales.
Strong sourcing capabilities with demonstrated success identifying and engaging passive candidates.
Proven ability to advise and influence senior hiring managers and business leaders.
Strong interviewing, candidate assessment, negotiation, and closing skills.
Strong analytical skills and ability to translate recruiting data and market intelligence into recommendations.
Excellent written and verbal communication skills.
Ability to manage multiple searches and competing priorities while maintaining attention to detail and a strong candidate experience.

Responsibilities

Own the end-to-end recruiting process for positions across Digital Strategy, Grid Operations, and Commercial Operations, and other priority business functions.
Partner with hiring managers to develop recruiting strategies, clarify role requirements, define candidate profiles, and establish effective interview and selection processes.
Develop and execute sourcing strategies for specialized, difficult-to-fill, and high-impact roles.
Proactively identify and engage passive candidates through LinkedIn, professional networks, referrals, industry communities, events, AI-enabled sourcing tools, and other channels.
Conduct candidate screening and assessment to evaluate technical or functional capabilities, leadership competencies, business acumen, and alignment with organizational needs.
Manage candidates throughout the recruiting process, providing a high-quality, responsive, and transparent candidate experience.
Facilitate interview processes, candidate debriefs, selection decisions, and offer development and negotiation.
Build and maintain pipelines of qualified talent for current and anticipated hiring needs.
Serve as a trusted talent advisor to hiring managers and business leaders rather than solely as a recruiting process owner.
Translate business priorities and workforce needs into actionable recruiting and talent strategies.
Provide hiring leaders with insights regarding talent availability, market competitiveness, compensation considerations, sourcing challenges, and candidate expectations.
Challenge and refine hiring requirements when appropriate to improve candidate quality, speed, and access to talent.
Use recruiting data and market intelligence to influence hiring decisions and set realistic expectations.
Build strong relationships across business functions and develop a deep understanding of the capabilities required within Digital Strategy, Grid Operations, and Sales.
Demonstrate proficiency using generative AI and AI-enabled recruiting technologies to improve recruiting effectiveness, productivity, and candidate engagement.
Apply AI responsibly throughout the recruiting lifecycle, including talent research, sourcing strategy development, candidate outreach, job description development, interview preparation, market analysis, and recruiting communications.
Use AI to accelerate research and identify talent pools, skills adjacencies, competitor organizations, and emerging sources of qualified candidates.
Develop effective prompts and workflows that improve the quality and efficiency of recruiting activities.
Stay current on emerging AI capabilities and identify opportunities to incorporate new tools and practices into the talent acquisition function.
Share effective AI practices, prompts, and workflows with recruiting colleagues and hiring partners to increase broader team capability.
Track and manage recruiting activity and pipeline health through the applicant tracking system and other recruiting platforms.
Use recruiting metrics—including time to fill, pipeline conversion, source effectiveness, candidate quality, and offer acceptance—to identify opportunities for improvement.
Maintain accurate, timely recruiting documentation and candidate records.
Identify process improvements that increase recruiting speed, quality, scalability, and candidate experience.
Contribute to talent acquisition initiatives, workforce planning efforts, employer branding, and recruiting programs as needed.