Senior Talent Acquisition Partner

Acceleration Partners•Tampa, FL

5h•$90,000 - $115,000•Remote

About The Position

Acceleration Partners is seeking a Senior Talent Acquisition Partner to serve as a true talent partner, identifying the best candidates for hiring managers and creating efficiency in their day. This role involves conducting consultative job intakes to deeply understand roles and teams, proactively sourcing passive candidates via LinkedIn Recruiter, and filtering talent through screening to present a high-conviction slate of top candidates. The position owns talent acquisition end-to-end, reporting to a Senior Director but operating with significant autonomy. This is a high-volume, in-house corporate recruiting role with a global scope, covering roles in the US, Europe, and Asia, often with language fluency requirements. The role requires running multiple searches and conducting multiple candidate interviews daily. Beyond active recruiting, the position involves strategic initiatives such as building interviewer training, designing interview processes, creating scorecards, and leveraging AI to improve efficiency while ensuring a high-touch, human candidate experience. The ideal candidate will embody Acceleration Partners' core values: Own It, Embrace Relationships, and Excel & Improve.

Requirements

5+ years of progressive full-cycle recruiting experience, with meaningful time spent in an in-house/corporate talent acquisition function (not agency- or staffing-only).
Experience recruiting for senior, executive, or otherwise high-stakes roles preferred.
Experience recruiting marketing professionals preferred.
Proven sourcing expertise, including hands-on experience using LinkedIn Recruiter to proactively identify and engage passive candidates (not just managing inbound applicants).
Experience recruiting across multiple geographies (US, Europe, and/or Asia) preferred, not required
Hands-on experience with Greenhouse ATS strongly preferred.
Demonstrated experience building interview scorecards, standardized question templates, or interviewer training programs.
Comfort and enthusiasm for managing a high-volume pipeline and conducting several candidate interviews per day.
Practical experience using AI tools to support recruiting workflows (e.g., job descriptions, interview guides, sourcing outreach), paired with sound judgment to keep the candidate experience personal and human.
Bachelor's degree or equivalent experience.
Excellent written and verbal communication skills and strong attention to detail.

Nice To Haves

Deep in-house/corporate recruiting experience. Agency or staffing-only backgrounds are not a fit for this role.
Love sourcing - you're energized by finding passive candidates through LinkedIn Recruiter and crafting outreach that earns a response, rather than waiting for applications to arrive.
Excited by recruiting globally across the US, Europe, and at times Asia, including roles that require language fluency, and can adapt your approach to different markets.
Experience recruiting for senior or executive-level roles and bring that same rigor to every search.
Genuinely enjoy high-volume recruiting and conducting multiple interviews a day, day after day - this is a consistent, ongoing part of the role, not a temporary ramp-up.
Naturally consultative and curious. You ask the right questions in job intake and push hiring managers to be specific about what they actually need.
Think strategically about the recruiting function while staying hands-on with the tactical, day-to-day work of sourcing, screening, and scheduling.
Have a track record of building tools like interview scorecards, structured question sets, or interviewer training that other people actually use.
Comfortable using AI tools to work more efficiently, while making sure candidates never feel it. You treat AI as a behind-the-scenes accelerator, never a replacement for human judgment, and you deliver a high-touch, human experience to every candidate.
Excellent judgment, resourcefulness, and the confidence to advise and influence hiring managers at every level.
Thrive working independently and remotely, with strong ownership and follow-through.

Responsibilities

Partner with hiring managers through effective, consultative job intakes that go deep on the role, the team, and what “great” actually looks like, so you can act as a true filter rather than a pass-through.
Guide hiring managers and interviewers in creating accurate, up-to-date job descriptions, developing the right interview questions and scorecards, and following a standardized interview process for fair and accurate candidate assessment.
Run hiring committees and bring a genuine point of view and a stake in every hiring decision.
Execute a proactive sourcing strategy focused on finding top talent, not waiting for it to apply.
Use LinkedIn Recruiter and other online resources, keyword search techniques, target company lists, and competitor research to identify passive candidates, and reach out with effective, personalized messaging.
Build deep knowledge of the industries and talent markets we hire from, and keep job posts on our website and job boards current.
Conduct multiple candidate interviews every day for roles across the US, Europe, and at times Asia, including roles with language fluency requirements, while maintaining a high standard for talent.
Review resumes daily and vet required qualifications for a high volume of applicants.
Screen as deeply as needed, to present only the strongest candidates for the role, and give candidates timely feedback.
Run an efficient process and leverage AI behind the scenes, while candidates always receive a high-touch, human experience.
Maintain accurate, up-to-date candidate and requisition data in our Applicant Tracking System (Greenhouse) and ensure data integrity.
Maintain the master recruiting dashboard and weekly candidate pipeline reports, and use recruiting data to give stakeholders reliable insight into pipeline health and hiring progress.
Between searches, lead projects that make our hiring processes more efficient and effective, such as building and delivering interviewer training for hiring managers, conducting due diligence on AI tools and implementing the right ones, strengthening our employer brand, and proposing topics and content for ongoing recruiter and hiring manager enablement.