Senior Corporate Talent Acquisition Partner

American Food & Vending ⏐ American Dining Creations•Remote Work, NY

14h•$90,000 - $120,000•Remote

About The Position

The Senior Corporate Talent Acquisition Partner leads complex, high-impact searches for sales, executive, and regional leadership positions across the organization. The role partners directly with senior leaders and HR to identify and attract exceptional talent, and requires a consultative executive recruiter who can conduct confidential searches, engage passive candidates, advise senior stakeholders, and deliver strong candidates in competitive markets. The position manages full-cycle recruitment for commercial, executive, and senior leadership roles, from search intake and sourcing through interviews, offers, acceptance, and pre-onboarding. It develops customized search strategies, builds targeted pipelines, provides market and competitor intelligence, advises on hiring decisions and compensation, and supports a professional, responsive candidate experience. The partner also tracks recruiting metrics, maintains accurate ATS records, and identifies improvements to recruiting processes and tools.

Requirements

At least 5 years of progressive full-cycle recruiting experience focused on sales, senior leadership, and hard-to-fill professional searches.
Demonstrated success completing executive searches, including VP-level and above positions.
Proven ability to identify, engage, and close passive executive talent through direct sourcing, research, networking, and relationship development.
Experience partnering with C-suite executives and senior business leaders in a consultative, credible, and highly confidential manner.
Experience working with and managing RPO relationships.
Strong executive interviewing, candidate assessment, written presentation, stakeholder management, and offer negotiation skills.
Proficiency with Microsoft Office Suite, LinkedIn Recruiter, applicant tracking systems, market research tools, and AI-enabled recruiting strategies.
Ability to independently manage multiple complex searches, shifting priorities, and nationwide hiring needs in a fast-paced environment.
Willingness to travel approximately 20% as business needs require.

Nice To Haves

Bachelor’s degree in human resources, Business Administration, Communications, or a related field; equivalent professional experience will be considered.

Responsibilities

Advise executive leaders, HR partners, and hiring managers on search strategy, candidate profiles, market conditions, and hiring decisions.
Lead intake and calibration meetings to define leadership competencies, business priorities, success measures, and organizational fit.
Develop search plans, timelines, sourcing strategies, and communication cadences for high-priority and confidential searches.
Provide market feedback, competitive intelligence, and data-based recommendations on talent availability, compensation, location, and search risk.
Handle confidential organizational information, succession-related hiring, and sensitive candidate conversations with discretion.
Manage full-cycle recruitment for sales, business development, account management, client retention, and related commercial roles.
Develop sourcing strategies and build sales candidate pipelines using LinkedIn Recruiter, industry networks, employee referrals, associations, job boards, and direct outreach.
Screen sales candidates for qualifications, compensation expectations, location, travel requirements, motivation, and fit; assess individual contributions to results.
Present qualified candidates to hiring leaders with summaries of accomplishments, strengths, concerns, compensation, and recommended next steps.
Coordinate interviews, maintain timely communication, and partner with leaders to create efficient and consistent interview processes.
Support offer development and negotiations for sales roles, including salary, commissions, incentives, guarantees, start dates, travel, and relocation.
Maintain accurate candidate and requisition information in the applicant tracking system and develop pipelines for recurring or difficult-to-fill sales roles.
Own full-cycle recruitment for executive and senior leadership positions.
Build targeted pipelines of passive executive talent through direct sourcing, professional networks, referrals, industry associations, and market research.
Conduct in-depth executive interviews assessing leadership capability, functional expertise, business impact, cultural alignment, and motivation for change.
Prepare candidate profiles and evidence-based recommendations for executive hiring teams.
Coordinate complex executive interview processes with timely communication, confidentiality, and a high-touch experience.
Guide senior-level offer development and negotiation, including base compensation, incentive plans, relocation, and other executive-level considerations.
Use advanced sourcing techniques, LinkedIn Recruiter, professional networks, referrals, ATS data, and AI-enabled tools to identify and engage hard-to-reach talent.
Develop talent maps and competitor intelligence for critical leadership functions, geographic markets, and succession-sensitive roles.
Create executive outreach campaigns that communicate the company value proposition and engage passive candidates.
Maintain long-term relationships with executive and sales talent to support future hiring and strategic pipelines.
Manage searches from intake through offer acceptance and pre-onboarding, ensuring accurate ATS documentation and compliance with company hiring practices.
Track and communicate search progress, pipeline quality, time-to-fill, source effectiveness, candidate diversity, and other recruiting metrics.
Deliver a professional, responsive, high-touch experience for executive and senior-level candidates.
Identify opportunities to improve executive recruiting processes, assessment practices, sourcing tools, and stakeholder communication.