Senior Talent Acquisition Partner

Elite ISI•Los Angeles, CA

About The Position

Elite Interactive Solutions is seeking an experienced Senior Recruiter – Talent Acquisition & Development to manage full-cycle recruiting and support the employee lifecycle from hiring through development and offboarding. This hands-on, in-house role will partner with HR, executives, and managers to identify hiring needs, create job descriptions, and recruit across all levels of the organization, including entry-level and hourly employees, skilled technical and operational positions, professional and corporate roles, managers and directors, and executive-level leadership. The Senior Recruiter will also ensure new hires have clear expectations and structured 30/60/90-day plans, oversee onboarding, support employee training and development, track growth and progression, and coordinate offboarding. The ideal candidate understands the business, can recruit high-level and specialized talent, and brings strong ownership, organization, and follow-through to the entire employee lifecycle.

Requirements

7+ years of progressive recruiting or talent acquisition experience, with strong in-house/corporate recruiting experience required.
Demonstrated experience recruiting across multiple levels, including management, director, VP, executive, professional, technical, and operational positions.
Proven ability to source passive candidates and successfully fill specialized and difficult-to-fill positions.
Experience creating and maintaining job descriptions in partnership with department leadership.
Experience supporting onboarding, 30/60/90-day plans, employee training, development, and offboarding.
Experience working directly with executives and senior leadership throughout the hiring process.
Strong interviewing and candidate assessment skills.
Ability to manage multiple searches and employee lifecycle responsibilities without losing follow-through or attention to detail.
Strong understanding of compensation, market positioning, and offer negotiation.
Experience working with ATS and HRIS platforms; Paylocity experience is a plus.
Experience recruiting within security, technology, field services, construction/low-voltage, operations, or another fast-paced service organization is strongly preferred.
Bachelor’s degree in Human Resources, Business Administration, or related field preferred, or equivalent professional experience.

Nice To Haves

Paylocity experience is a plus.
Experience recruiting within security, technology, field services, construction/low-voltage, operations, or another fast-paced service organization is strongly preferred.
Bachelor’s degree in Human Resources, Business Administration, or related field preferred, or equivalent professional experience.

Responsibilities

Own the full recruiting lifecycle, including sourcing, screening, interviewing, candidate evaluation, offer coordination, onboarding, and offboarding.
Recruit across all levels of the organization, including hourly and entry-level employees, skilled technical and operational positions, professional and corporate roles, managers, directors, and executive-level leadership.
Recruit across multiple areas of the business, including Operations, Security, Technical/Field Operations, Accounting & Finance, Sales, IT, Corporate, and leadership positions.
Manage senior-level, executive, specialized, and difficult-to-fill searches requiring targeted sourcing and direct candidate outreach.
Partner with department leaders to understand the business need behind each position and establish clear qualifications and expectations before recruiting begins.
Create and maintain job descriptions in partnership with HR and department managers, ensuring responsibilities, qualifications, reporting structure, and expectations accurately reflect the position.
Develop sourcing strategies and maintain an active pipeline of qualified candidates for critical and recurring positions.
Conduct initial interviews and provide HR and hiring managers with clear, objective candidate assessments.
Evaluate candidates for experience, leadership ability, communication, accountability, adaptability, and overall alignment with Elite.
Coordinate the onboarding process and ensure new employees have a consistent and organized experience from accepted offer through their first day and introductory period.
Partner with managers to ensure every new hire has a structured 30/60/90-day plan with clear expectations, training requirements, and measurable goals.
Track 30/60/90-day progress and follow up with managers to identify training needs, performance concerns, and development opportunities.
Support employee training, development, and career growth throughout their time with Elite, including internal advancement and continued skill development.
Coordinate employee offboarding, including required documentation, internal notifications, company property, system access, and separation requirements.
Manage recruiting and employee lifecycle activity through the company’s ATS/HRIS and maintain accurate documentation.
Track recruiting metrics, including time-to-fill, candidate pipeline, source effectiveness, offer acceptance, and hiring trends.
Coordinate with outside recruiting agencies when needed while maintaining ownership of the overall search.
Partner with HR to ensure compensation, organizational structure, job descriptions, and hiring expectations are aligned before an offer is made.
Identify gaps or inefficiencies throughout the recruiting and employee lifecycle process and recommend improvements as Elite continues to grow.