Senior Talent Acquisition Partner

Coreforce•Atlanta, GA

3d•$100,000 - $110,000•Onsite

About The Position

We’re looking for a Senior Talent Acquisition Partner who is passionate about finding great talent and helping build great teams. This role goes beyond filling open positions—we’re looking for someone who can serve as a trusted talent advisor to our hiring managers and HR leadership while helping us continue to strengthen and evolve our recruiting function. If you’re an experienced recruiter who enjoys being hands-on but also wants the opportunity to influence recruiting strategy, advise leaders, improve processes and help shape a growing Talent Acquisition function, we’d love to speak with you!

Requirements

Bachelor's degree in Human Resources, Business Administration or a related field.
At least 7 years of progressive full-cycle recruiting or talent acquisition experience, including experience recruiting for professional, technical and leadership positions.
Extensive experience recruiting for sales and engineering positions is required.
Demonstrated success developing sourcing strategies and engaging passive candidates for difficult-to-fill roles.
Strong consultative and relationship-building skills with the ability to influence and advise hiring managers and business leaders.
Working knowledge of employment laws and recruiting practices applicable to candidate sourcing, interviewing, selection and hiring.
Experience using applicant tracking systems, LinkedIn Recruiter, sourcing platforms and recruiting metrics/reporting tools.
Excellent written and verbal communication, organization, prioritization, and follow-through skills; ability to manage multiple searches and competing priorities in a fast-paced environment.

Responsibilities

Leads full-cycle recruiting for assigned positions, including complex, senior-level and hard-to-fill roles, from intake through offer acceptance.
Conducts comprehensive intake meetings with hiring managers to understand business needs, position requirements, preferred qualifications, team dynamics and hiring priorities; reviews job descriptions and recommends updates as appropriate.
Develops and executes tailored recruiting strategies for each opening, leveraging direct sourcing, professional networks, job boards, referrals, recruiting partners and other channels to build diverse and qualified candidate pipelines.
Proactively sources passive candidates using LinkedIn Recruiter, talent databases, networking, referrals and other sourcing tools and techniques and builds and maintains talent pipelines for recurring and anticipated hiring needs.
Partners with hiring managers and business leaders as a consultative advisor, providing guidance on talent availability, market conditions, compensation considerations, interview strategy and realistic hiring timelines.
Conducts detailed candidate screens and evaluates experience, qualifications, competencies, organizational fit, motivation and alignment with position requirements.
Creates engaging and well written job descriptions and job postings that clearly communicate the purpose of the role, key responsibilities and qualifications.
Presents qualified candidates to hiring managers with clear recommendations and relevant market context.
Partners with hiring teams to develop effective interview plans, questions and selection criteria that support consistent and objective hiring decisions.
Drives the interview and selection process, maintains momentum with hiring teams, identifies potential delays and recommends solutions to keep searches moving forward.
Maintains consistent communication with candidates throughout the recruiting process and delivers a professional, responsive and positive candidate experience.
Leads compensation recommendation discussions with hiring managers, using market data, candidate experience, internal ranges and business needs to support competitive and appropriate offers.
Partners with HR leadership to help maintain internal equity across new hires, promotions and compensation decisions, identifying potential pay compression or inconsistencies and recommending appropriate adjustments.
Partners with Human Resources and hiring leaders on offer strategy; extends approved verbal offers, manages candidate negotiations within approved parameters and secures verbal acceptance.
Coordinates offer letter requests and pre-employment activities with HR colleagues to support an efficient transition from candidate to new hire.
Uses recruiting data and metrics to monitor pipeline health, time to fill, source effectiveness, candidate activity, and other key indicators; provides regular recruiting updates and market insights to hiring managers and HR leadership.
Coaches and trains hiring managers on interviewing, candidate evaluation, recruiting processes and effective hiring practices.
Ensures recruiting activities and selection practices comply with applicable federal, state and local employment laws, regulations and company policies.
Contributes to continuous improvement of talent acquisition processes, tools, templates, reporting, employer branding and candidate experience initiatives.
Maintains a strong understanding of the external talent market and competitive hiring landscape, including competitor hiring activity, layoffs, workforce trends, compensation trends and other market developments that may impact Coreforce’s ability to attract and retain talent.
Develops and facilitates interview training for hiring managers, including effective interviewing techniques, candidate evaluation, structured interviewing, appropriate interview questions and consistent selection practices.
Drives efforts to reduce reliance on external recruiting agencies by strengthening direct sourcing strategies, building talent pipelines, leveraging employee referrals and identifying other cost-effective recruiting channels.
Manages relationships with approved recruiting agencies and search partners, including establishing expectations, monitoring performance, coordinating searches and ensuring agency resources are used strategically and cost-effectively.
Serves as a mentor and resource to Talent Acquisition team members, providing guidance on recruiting strategy, candidate evaluation, stakeholder management and best practices.
Schedules and facilitates 90-day review meetings with new hires to gather feedback, identify any concerns and support a positive new-hire experience and successful transition into the organization.
Infrequent travel (up to 10%) may be required for recruiting events, career fairs, or business meetings.
Performs other related duties as assigned by management.