Senior Talent Acquisition Partner

Tyree and D'Angelo Partners•Chicago, IL

About The Position

The Senior Talent Acquisition Partner owns full-cycle veterinarian recruitment, from requisition intake through sourcing, assessment, interview coordination, offer negotiation, hiring, and onboarding. The role develops targeted recruiting strategies, builds candidate pipelines, and partners with hospital leaders to meet hiring needs while providing an exceptional candidate experience. In collaboration with the Director of Talent Acquisition, this position monitors recruiting activity, reports on hiring progress, and identifies ways to improve recruitment effectiveness. The Senior Talent Acquisition Partner also serves as a recruiting resource for hiring leaders and Talent Acquisition Partners, sharing market insights, mentorship, practical guidance, and best practices. The role supports consistent recruiting processes and team collaboration, strengthens the employer brand and talent networks, and represents Veterinarian Partners at career fairs, conferences, and campus recruiting events. The position is based in Chicago, Illinois, and requires national travel up to 25% of the time.

Requirements

Bachelor’s degree in Business, Human Resources, Communications, or a related field.
At least 5 years of veterinary, veterinarian, physician, or specialized healthcare recruitment experience.
Experience tracking recruiting metrics, maintaining applicant tracking system data, and using data to inform strategy.
Strong written and verbal communication and relationship-building skills.
Proven ability to mentor, coach, or guide other recruiting professionals.
Highly organized, with the ability to manage multiple searches and time-sensitive priorities.
Proficiency in Microsoft Office, applicant tracking systems, and recruitment technology.
Ability to travel nationally up to 25% of the time.

Responsibilities

Own full-cycle veterinarian recruitment from requisition intake through onboarding.
Lead intake sessions with hospital leaders to establish hiring priorities, define candidate profiles, set timelines, and develop search strategies.
Execute proactive sourcing through professional networks, referrals, social media, industry associations, and direct outreach.
Build and maintain candidate pipelines for immediate hiring needs and long-term workforce requirements across assigned markets.
Evaluate and qualify candidates based on clinical experience, career aspirations, motivations, and alignment with hospital needs.
Present qualified candidates with actionable insights to support hiring managers’ decisions.
Manage interview scheduling, travel, and communications while providing an engaging candidate experience.
Lead offer development and negotiations, address candidate concerns, and secure offer acceptance.
Prepare Employment Agreement Letters in accordance with state guidelines and Veterinarian Partners’ standard terms and conditions.
Coordinate pre-employment requirements and new-hire readiness with the Director of Talent Acquisition and Operations.
Advise hospital leaders on talent availability, competitive compensation, market dynamics, and effective recruitment approaches.
Create recruitment messaging for job postings, candidate outreach, social media, and recruitment campaigns.
Develop targeted campaigns and talent attraction strategies to increase visibility in the veterinary market.
Partner with Marketing and Operations to develop authentic employer-brand content communicating organizational culture, career opportunities, and employee value proposition.
Cultivate relationships with veterinary schools, professional associations, and industry partners.
Represent Veterinarian Partners at career fairs, conferences, and campus recruiting events.
Mentor Talent Acquisition Partners and share effective sourcing, screening, and candidate-engagement practices.
Maintain accurate applicant tracking system records, monitor recruiting metrics, and communicate hiring progress, risks, and outcomes.
Use recruiting analytics to identify pipeline gaps, adjust sourcing strategies, improve time-to-fill and conversion rates, and strengthen the candidate experience.