Senior Talent Acquisition Partner

Boulder Care

1d • $90,000 - $100,000 • Remote

About The Position

The Senior Talent Acquisition Partner serves as a primary recruiting partner for leaders across Boulder Care, owning full-cycle hiring while helping shape hiring strategies, improve decision making, and strengthen our hiring practices. This role primarily supports Corporate and G&A hiring, while also supporting Product and Software Engineering recruiting as part of its broader responsibilities. Success in this role requires the judgment, business acumen, and confidence to build trusted partnerships and influence hiring decisions in a fast-moving startup environment. The ideal candidate brings experience recruiting within high-growth startup environments and understands how hiring evolves as organizations scale. They recognize hiring challenges before they become organizational problems and recommend practical solutions informed by previous experience.

Requirements

• 6 or more years of progressive full-cycle recruiting experience, including significant experience supporting Corporate and G&A functions within Series B, Series C, or later-stage high-growth startup environments
• Demonstrated success partnering with Directors, Vice Presidents, and executive leaders on hiring strategy, workforce planning, and complex talent decisions
• Experience leading high-priority or business-critical searches that require thoughtful stakeholder management, strategic sourcing, and strong hiring judgment
• Demonstrated experience recruiting for Product and Software Engineering roles
• Proven ability to influence hiring decisions through structured candidate evaluation, market expertise, and sound business judgment
• Strong sourcing capabilities with a track record of building proactive pipelines and engaging passive talent across multiple functions
• Advanced proficiency with Applicant Tracking Systems (ATS), including reporting, workflow management, and maintaining high standards of data integrity
• Strong negotiation and closing skills, with a track record of creating positive outcomes for both candidates and hiring teams
• Exceptional written and verbal communication skills with the ability to build credibility, influence stakeholders, and navigate difficult conversations with confidence
• Demonstrated problem-solving and analytical skills, with the ability to use recruiting data and market insights to inform hiring strategy
• High degree of adaptability and sound judgment, with the ability to thrive in a fast-paced, ambiguous, and evolving startup environment
• Consistently models high ethical standards, professionalism, and composure under pressure

Nice To Haves

• Experience recruiting within digital health, healthcare technology, or telehealth organizations
• Healthcare recruiting experience, including exposure to clinical recruiting
• Familiarity with the substance use disorder (SUD) treatment space
• Advanced proficiency with Excel or Google Sheets, including pivot tables, formulas, and data analysis. Experience building recruiting dashboards or custom reporting is a plus

Responsibilities

• Lead Full-Cycle Recruiting: Own full-cycle recruiting across assigned business functions from role definition through offer acceptance
• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent
• Develop proactive talent pipelines aligned to current and anticipated hiring needs
• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer
• Manage multiple concurrent searches while balancing competing priorities and evolving business needs
• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience
• Partner with Business Leaders: Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process
• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines
• Advise hiring managers on market conditions, compensation positioning, and candidate availability
• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes
• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution
• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities
• Improve Recruiting Operations: Identify opportunities to improve recruiting processes, interview quality, and operational efficiency
• Independently design, implement, and operationalize recruiting process improvements from concept through execution
• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions
• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making
• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows
• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire
• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments
• Deliver an Exceptional Candidate Experience: Create a thoughtful, responsive, and transparent experience for every candidate
• Represent Boulder Care's mission and values throughout the hiring process
• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

Benefits

• Comprehensive medical, dental, vision, and short-term disability benefits designed to take care of our employees and their families
• Mental Health Services via insurance coverage, including Talkspace and EAP for continuous care
• 4 weeks of vacation accrued per calendar year with a tenured increase to 5 weeks at 2 years of employment
• Sick leave accrued at 1 hr for every 30 hrs paid
• 9 Paid Holidays per year
• 12 weeks of 100% paid parental leave for the birth or adoption of a child (after 6 months of employment)
• 401(k) retirement savings
• Remote friendly with hardware provided to complete your work duties

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed