Senior Talent Aquisition Partner

CoCreativ•New York, NY

23h•$150,000 - $170,000•Hybrid

About The Position

We are seeking a high-achieving Senior Talent Acquisition Partner to lead recruitment efforts across our business units: (Industrial Color, a creative production agency; Globaledit, a SaaS platform; and Smashbox Studios, a full service photography studio rental business). This includes mostly full time engagements while building a freelance talent roster along the way. The successful candidate has significant experience sourcing within creative production and a sharp eye for creative talent, able to evaluate both conceptual strength and executional capability. You understand how to match talent to the right level, discipline, and context, supporting work delivered to top global brands. Recruiting is outbound-first, with disciplined management of inbound candidates. You own the full lifecycle and work in close partnership with hiring managers to calibrate, iterate, and close. You play a critical role in shaping the team, ensuring every hire brings the right mix of expertise, production mindset, and the grit to perform at a high level. This role operates in a hybrid capacity with several days per week onsite in our studios in Tribeca and the balance of the time remote. The Senior Talent Acquisition Partner reports to the Vice President, Human Resources.

Requirements

Seasoned: You have 7+ years of full-cycle recruiting experience in creative production, agency, or luxury environments
Successful: You have a successful track record of a high percentage of placements that meet company needs and that lead to long-term tenures.
Strategic and Confident: You are open and collaborative with executive and management teams and are comfortable voicing your professional opinions about candidate viability and related matters.
Adaptive: You can pivot quickly across a wide range of roles moving from structured, execution-focused searches (e.g., Project Managers) to highly nuanced, portfolio-led creative hires (e.g., Senior Art Directors). You adjust your lens, questioning, and candidate experience to match what “great” looks like in each discipline.
Compliance-Minded: Deep knowledge of EEOC, FLSA (exempt vs. non-exempt nuances), and NYC/CA-specific hiring regulations (Salary Transparency, etc.).
Operational: You believe that "the process is the product." You use data and ATS hygiene to keep the wheels turning.
Experience: A minimum of 7–10 years of experience in full-cycle recruiting, with a proven track record in both agency (creative/production) and corporate (SaaS/Tech) environments.
Assertiveness & Influence: You must be comfortable challenging assumptions to ensure the long-term success of the talent strategy.
Adaptability: Proven capability to operate effectively in fast-paced environments where priorities may shift rapidly between business units.
Exempt/Non-Exempt Expertise: Comprehensive knowledge of FLSA classifications and the distinct sourcing strategies required for hourly vs. salaried talent.
Communication: Exceptional verbal and written communication skills, with the ability to set a professional and commanding tone for the onboarding experience.

Responsibilities

Strategic Consultation: Partner directly with executive leadership and business unit leaders to define organizational needs. You will be responsible for conducting rigorous intake sessions to establish clear, measurable job requirements and success profiles before any search commences.
Full-Spectrum Recruitment: Execute tailored sourcing strategies for a wide variety of functions, including: Technical: Software Engineers, Product Managers, and Account Managers. Creative: Creative Directors, Art Directors, Graphic Designers, AI Artists, Copywriters, and Post-Production talent. Operations & Logistics: Producers, Project Managers and Account Managers
Process Architecture & Governance: Establish, implement, and maintain a standardized recruitment process. You will hold hiring managers accountable to these workflows, ensuring consistency, objectivity, and efficiency across all departments.
Candidate Vetting & Quality Control: Conduct deep-dive interviews that go beyond surface-level skills. You are expected to ask challenging questions, probe for technical and artistic abilities, cultural resilience, oversee testing as applicable, and provide candid feedback to leadership regarding candidate viability.
Regulatory Compliance: Maintain an expert-level understanding of federal, state, and NYC-specific labor laws. Ensure all hiring practices—from job postings to offer letters—comply with EEOC guidelines, Fair Chance acts, and salary transparency mandates.