Principal Talent Acquisition Technology Partner

Hyland•,

2d•$155,000 - $171,000

About The Position

The Principal Talent Acquisition Technology Partner is the functional owner of the talent acquisition technology ecosystem responsible for platform strategy, advanced operations, compliance, governance, and innovation in partnership with TA leadership. This role serves as the functional owner and primary administrator of the ATS and recruiting technology ecosystem, driving strategic initiatives that leverage emerging talent acquisition tools—including AI-powered sourcing, talent intelligence platforms, advanced interview and assessment technologies, and integrated vendor solutions—to enhance hiring velocity, quality, and candidate experience. Working at the intersection of technology, operations, and business strategy, this partner ensures that talent acquisition systems are scalable, efficient, compliant, and directly aligned with organizational workforce objectives and innovation initiatives. The position is a trusted advisor to TA leadership, IT/HRIS partners, and external technology vendors, responsible for maintaining and evolving a scalable talent acquisition infrastructure.

Requirements

Bachelor's degree or equivalent professional experience in talent acquisition, human resources, or related discipline.
12+ years of progressive experience in Talent Acquisition Operations, Recruiting Technology, ATS Administration, Recruiting Operations, or related domains.
Advanced expertise in enterprise ATS platform administration and configuration, including iCIMS, Workable, or equivalent ATS platforms; demonstrated proficiency with Talent Acquisition sourcing, assessment, and interview platforms such as LinkedIn Recruiter, Naukri, HackerRank, and I9 Platform; hands-on experience with background check vendor platforms and Honeit; proficiency in custom configuration, workflow design, user management, and vendor administration.
Deep expertise in ATS implementation methodologies, including requirements gathering, configuration management, system testing, data migration, and go-live coordination.
Proven experience managing I-9 verification compliance programs, background check auditing, and recruiting compliance governance.
Demonstrated expertise in system integrations, including API configuration, data mapping, and multi-system orchestration.
Proven track record leading vendor relationships and managing Talent Acquisition technology vendors; experience with CSM engagement and contract negotiation.
Advanced capability in creating recruiting metrics dashboards, analytics, and operational reporting; experience with data visualization tools (Power BI, Tableau, Looker preferred).
Extensive experience leading process improvement initiatives and technology implementations in complex enterprise environments.
Strong project management skills with ability to manage complex cross-functional initiatives with multiple stakeholders.
Exceptional communication, stakeholder management, and change management capabilities.

Nice To Haves

Global talent acquisition operations experience across multiple geographies and regulatory environments.
Experience evaluating, piloting, and implementing innovative talent acquisition technologies, including LinkedIn Recruiter enhancements, HackerRank assessments, Honeit interview technology, and emerging AI-powered sourcing solutions.
Expertise in recruitment marketing technology, employer branding platforms, or candidate relationship management (CRM) systems.
Experience with workforce analytics and talent analytics platforms.
Knowledge of Fair Hiring Act, FCRA, EEOC compliance, and data privacy regulations (GDPR, CCPA).
Experience supporting executive recruiting, leadership development, and talent pipeline initiatives.
SQL and database query experience preferred.

Responsibilities

Develop and execute a strategic talent acquisition technology roadmap that optimizes existing platforms (LinkedIn Recruiter, Naukri, HackerRank, I9 Platform, Honeit, background check vendors) and evaluates emerging innovative tools and platforms, including AI-powered sourcing solutions, talent intelligence platforms, behavioral and technical interview tools, skills assessment platforms, and integrated candidate experience solutions.
Partner with TA leadership to identify emerging technologies that address key hiring challenges and align with workforce strategy, including talent predictability, inclusion objectives, time-to-fill improvements, and competitive technical recruiting capabilities.
Conduct competitive analysis and vendor evaluation of next-generation talent acquisition tools, assessing ROI, integration capabilities with existing platforms, compliance requirements, data privacy, and user adoption potential.
Lead proof-of-concept projects and pilots for innovative recruiting solutions, measuring effectiveness and making recommendations on enterprise adoption; manage integration with existing TA tool ecosystem.
Serve as the strategic advisor on talent acquisition technology trends, best practices, platform optimization, and opportunities to drive competitive advantage and recruiting efficiency.
Serve as the functional owner and primary administrator of the enterprise ATS and all Talent Acquisition tools, including LinkedIn Recruiter, Naukri, HackerRank, I9 Platform, Honeit, background check vendors, and related recruiting technology platforms; manage system configuration, security protocols, user roles, access controls, workflows, templates, and system enhancements.
Conduct advanced administration of all TA tools, including configuration optimization, custom field and workflow design, pipeline management, candidate engagement automation, user permission governance, and integration orchestration to support complex recruiting scenarios and compliance requirements.
Act as the primary administrator, functional owner, and liaison for all Talent Acquisition technology vendors and recruiting technology partners, including LinkedIn, Naukri, HackerRank, I9 Platform, Honeit, background check providers, and other TA platforms; manage vendor relationships, service delivery, support escalations, CSM engagement, contract negotiations, platform roadmap alignment, and vendor performance.
Partner with HRIS and IS teams on system integrations, API connectivity, data synchronization, single sign-on (SSO) implementation, system upgrades, testing protocols, troubleshooting, and release management across all TA tools to ensure seamless platform performance and unified candidate experience.
Ensure all recruiting systems and tools support compliance requirements, regulatory reporting, data governance, audit trails, candidate privacy protection, and operational requirements.
Serve as the compliance owner for I-9 verification processes, maintaining expertise in federal I-9 requirements, documentation standards, and audit procedures; establish protocols and documentation to ensure organizational compliance.
Lead background check auditing and compliance programs, working with background check vendors and HR partners to ensure proper procedures, vendor compliance, regulatory adherence (FCRA, EEOC, state/local requirements), and audit preparedness.
Partner with the Legal team to establish and maintain talent acquisition compliance governance frameworks, addressing FCRA compliance, EEOC reporting requirements, fair hiring practices, data privacy (GDPR, CCPA), and ATS audit trails; serve as the operational liaison between TA operations and Legal on all compliance matters.
Conduct periodic audits and assessments of recruiting processes, ATS configurations, and vendor performance to identify and remediate compliance risks.
Partner with Legal, Compliance, and HR leadership to ensure talent acquisition operations remain aligned with evolving regulatory requirements and organizational risk management standards.
Manage comprehensive vendor relationships across all Talent Acquisition tools and platforms, including LinkedIn Recruiter, Naukri, HackerRank, I9 Platform, Honeit, background check vendors, and other TA providers; establish performance metrics, service level agreements (SLAs), governance protocols, and compliance requirements.
Drive Customer Success Manager (CSM) engagement with all vendors, ensuring vendors deliver value, address organizational needs, support platform adoption initiatives, provide timely updates, and remain aligned with talent acquisition priorities and strategic goals.
Manage vendor contract renewals and performance reviews across all TA tools and support negotiation and pricing discussions in partnership with Procurement and TA leadership to ensure optimal value, service delivery, competitive capabilities, and risk mitigation.
Develop and execute comprehensive enablement programs for all recruiting technology platforms (LinkedIn, Naukri, HackerRank, I9 Platform, Honeit, background check systems), including user training, best practice documentation, ongoing coaching, certification programs, and support for recruiters, coordinators, and hiring managers.
Create and maintain detailed process documentation, user guides, system configuration documentation, training materials, video tutorials, FAQs, and operational runbooks for all TA tools to support recruiting excellence and user self-sufficiency.
Lead ATS integration strategy and implementation across all Talent Acquisition tools (LinkedIn Recruiter, Naukri, HackerRank, I9 Platform, Honeit, background check vendors) with HRIS, payroll, applicant tracking systems, and third-party recruiting platforms to create a unified, connected talent acquisition ecosystem.
Manage complex system integration projects, including requirements definition, API/data mapping, single sign-on implementation, data synchronization protocols, testing protocols, performance optimization, troubleshooting, and ongoing system monitoring.
Establish data governance standards for recruiting data across all TA tools, ensuring data quality, integrity, consistency, candidate privacy protection, and accurate reporting across integrated systems.
Lead operational excellence initiatives across the full recruiting lifecycle, identifying opportunities to streamline workflows, eliminate process bottlenecks, and enhance recruiter and hiring manager productivity.
Develop and maintain comprehensive recruiting process documentation, standard operating procedures (SOPs), governance standards, and best practice guides; ensure continuous documentation updates as processes evolve.
Design and implement new recruiting programs, initiatives, and capabilities in partnership with TA leadership; manage implementation timelines, stakeholder coordination, and change management.
Identify and recommend technology and process improvements that enhance hiring outcomes, candidate experience, recruiter efficiency, and quality-of-hire metrics.
Develop advanced recruiting dashboards, operational scorecards, and business intelligence solutions, providing TA leadership with actionable insights on recruiting performance, trends, and opportunities.
Analyze key recruiting funnel metrics, including source effectiveness, recruiter productivity, time-to-fill, quality-of-hire indicators, candidate experience scores, and inclusion metrics; deliver actionable insights and strategic recommendations.
Ensure data integrity across recruiting systems, establishing data quality standards, validation protocols, and ongoing monitoring.
Support workforce planning initiatives by providing recruiting analytics and insights that inform hiring strategy, capacity planning, and talent pipeline development.
Lead comprehensive change management and adoption programs for ATS enhancements, new recruiting technologies, and process improvements; develop change communication strategies that drive stakeholder buy-in and successful adoption.
Coach and support recruiters, coordinators, hiring managers, and internal stakeholders on system usage, operational best practices, and new tool capabilities; provide ongoing training and support to ensure proficiency.
Establish feedback mechanisms to gather user input on system performance and opportunities for improvement; use feedback to inform ongoing optimization initiatives.
Partner with TA leadership as a trusted strategic advisor on recruiting operations, technology strategy, process optimization, vendor management, and compliance governance.
Collaborate with HR, IT/HRIS, Legal, and Finance leadership to align talent acquisition initiatives with organizational strategy and enterprise priorities.
Operate as an innovative thought leader; contribute significantly to the overall growth and quality of the department through knowledge sharing and coaching on current best practices and market trends.