Senior Talent Acquisition Partner

Nexamp•Boston, MA

2d•$105,000 - $120,000•Hybrid

About The Position

Nexamp is looking to hire a Senior Talent Acquisition Partner to build Nexamp's long-term talent capabilities by ensuring critical roles are clearly defined, effectively sourced, and filled with the right talent. This role partners with senior leaders and the People team to strengthen workforce planning, improve hiring decisions through data and structured processes, and deliver consistent, high-quality outcomes for candidates and hiring managers. This role will be hybrid out of their Chicago, IL or Boston, MA office, reporting to the Director, Talent Acquisition.

Requirements

4–7 years of progressive, full-cycle recruiting experience, including ownership of priority and/or hard-to-fill roles in a dynamic or high-growth environment.
Demonstrated success partnering directly with senior leaders and People or HR Business Partners to shape hiring strategies, challenge assumptions, and influence decisions.
Strong experience with an ATS, preferably Greenhouse, including requisition setup, structured interview plans, reporting, and data quality management.
Proven ability to use recruiting data and market insights—including time-to-fill, stage conversion, source effectiveness, offer outcomes, and talent market data—to diagnose issues and drive improvements.
Experience designing and running structured, competency-based interview processes, including building or using scorecards and coaching interviewers.
A track record of proactive sourcing through LinkedIn, talent mapping, networking, referrals, and other strategies to build pipelines for niche, technical, or senior roles.
Demonstrated commitment to inclusive and equitable hiring practices, including writing inclusive job descriptions, diversifying pipelines, and mitigating bias in decision-making.
Strong relationship-building and influencing skills, with the ability to set expectations, push for clarity, and manage trade-offs across multiple stakeholders.
Excellent written and verbal communication skills, with the ability to translate data and complex hiring dynamics into clear, actionable guidance for leaders.
A high level of ownership and follow-through, with a fix-it mentality, comfort with ambiguity, and the ability to manage multiple searches and priorities at once.
A bachelor's degree in Human Resources, Business, Psychology, or a related field, or equivalent practical experience in talent acquisition and workforce planning.
Business and talent acumen, with the ability to connect roles and hiring decisions to Nexamp's strategy, priorities, and long-term capability needs.
Data-driven judgment and proactive problem-solving skills, including the ability to identify patterns, understand root causes, evaluate trade-offs, and recommend practical solutions.
Strategic partnering skills and the ability to build trusted relationships with senior leaders and People Partners while influencing, challenging, and aligning stakeholders.
A commitment to structured, fair assessment and the ability to apply competency-based, evidence-driven hiring practices that actively mitigate bias.
Change and learning agility, with the ability to adapt to evolving priorities, tools, and organizational needs while continuously improving recruiting practices.
Commitment to Nexamp's mission and have a passion for solving tomorrow's climate crisis today.

Responsibilities

Partner with senior leaders and the People team to translate business strategy and organizational plans into clear talent and hiring strategies.
Lead end-to-end recruiting for high-impact and hard-to-fill roles, from structured intake through sourcing, assessment, debriefs, and offer acceptance, ensuring each hire strengthens Nexamp's long-term capabilities.
Shape and refine role definitions and job descriptions by clarifying scope, responsibilities, requirements, and success measures.
Strengthen Nexamp's brand by translating our mission, culture, team member experience, and career opportunities into compelling, authentic talent messaging and outreach.
Design and uphold structured, competency-based interview processes and scorecards while coaching hiring managers and interviewers to make evidence-based decisions and reduce bias.
Train and enable hiring managers and interview teams on recruiting best practices, structured interviewing, inclusive selection, scorecard use, candidate communication, and the decisions and behaviors that lead to a strong hiring process.
Build and execute data- and market-informed sourcing strategies, including targeted outreach, talent mapping, networking, and referrals, to create strong and diverse pipelines for current and anticipated business-critical roles.
Use recruiting data and market trends—including time-to-fill, stage conversion, source effectiveness, internal movement, and offer outcomes—to diagnose issues and recommend improvements to role design, sourcing, assessment, and stakeholder behaviors.
Partner with People leaders and managers to support internal mobility, career movement, and talent reviews by helping employees understand opportunities and ensuring internal candidates are thoughtfully considered for open roles.
Represent Nexamp in the talent market by developing industry relationships, participating in professional networks, and planning or attending recruiting events, conferences, and other community-building opportunities that strengthen our talent pipelines and employer brand.
Deliver a consistent, high-quality experience for candidates and hiring managers through clear expectation-setting, proactive communication, and thoughtful guidance on trade-offs, timelines, and decision quality.