Senior Talent Partner

The Marketing Practice•Denver, CO

12h

About The Position

The Associate Director, Talent Acquisition will own our Talent Acquisition pillar within the global People team, leading both the strategy and day-to-day delivery of recruitment across the agency. You’ll personally manage the full talent lifecycle, from shaping the hiring brief and sourcing strategy through assessment, offer, close and onboarding. At tmp, onboarding is the final phase of recruitment, and you’ll be accountable for ensuring every new hire moves from accepted offer to effective contribution with clarity, connection and confidence. You’ll partner closely with hiring managers and the wider People team to create a consistent, high-quality experience that helps new starters understand their role, team and path to success. Attracting and integrating great talent is critical to tmp’s growth, innovation and ability to deliver for our clients. You’ll do this as part of a global People team that is obsessively curious, unashamedly commercial and focused on building systems that work for our business, candidates and employees.

Requirements

An experienced recruiter at heart. You genuinely enjoy finding great people, speaking with candidates and closing exceptional hires, even as your scope has grown more strategic
A commercially minded Talent Acquisition leader who thinks about recruitment through the lens of the business, not simply open requisitions
Comfortable moving from a leadership conversation about future capability directly into sourcing candidates for a priority role
Naturally curious about the external talent market and able to translate what you are seeing into implications for tmp
Excited about how AI, technology and automation can make recruitment smarter and more efficient, while thoughtful about where human interaction and judgment remain essential
Highly self-directed and able to independently manage a varied portfolio of searches
Able to prioritize ruthlessly when everything feels important and communicate those tradeoffs clearly to leaders
A strong relationship builder who earns trust with candidates and senior stakeholders alike
Confident challenging thinking when needed while remaining pragmatic, collaborative and solutions-oriented
Comfortable with ambiguity and able to create structure without introducing unnecessary bureaucracy
Calm, resilient and credible in a fast-moving environment
6+ years of progressive Talent Acquisition or recruitment experience, with experience owning recruitment strategy and delivery for a business, region or significant client group
Deep full-cycle recruitment experience with a demonstrated ability to personally source, assess, engage and close high-quality candidates
Experience successfully balancing multiple concurrent searches across different disciplines and levels
Demonstrated ability to develop Talent Acquisition strategy while remaining highly hands-on in recruitment delivery
Strong commercial and business acumen with the ability to connect talent decisions to business performance
Experience influencing senior leaders and acting as a credible advisor on hiring and talent-market decisions
Strong proactive sourcing and talent-mapping capability
Experience using recruitment technology, automation and emerging AI tools to improve the effectiveness and efficiency of Talent Acquisition
Strong knowledge of applicant tracking systems, sourcing platforms, candidate assessment and recruitment analytics
Ability to interpret talent market information and turn it into clear recommendations for the business
Excellent written and verbal communication with strong candidate engagement and stakeholder-management skills

Nice To Haves

Experience within a fast-paced professional services, agency, consulting or similarly talent-dependent business preferred
Global or multi-market recruitment experience is beneficial but not essential

Responsibilities

Own and evolve tmp’s Talent Acquisition strategy in line with our business priorities, People strategy and future capability needs
Partner with senior leaders to understand what they are trying to achieve and translate that into thoughtful hiring strategies, rather than simply responding to open requisitions
Bring commercial judgment to hiring decisions, considering role scope, level, location, timing, talent availability and the realities of operating a fast-paced services business
Act as the trusted advisor on the external talent market, bringing insight on candidate expectations, skill availability and emerging hiring trends
Challenge assumptions constructively and help leaders make confident, informed decisions about the talent the business needs now and next
Build a clear view of recruitment priorities across the agency and ensure effort is focused where it will have the greatest business impact
Personally, own and manage a portfolio of active roles across tmp at varying levels and across different disciplines
Lead the full recruitment lifecycle from intake and role scoping through sourcing, screening, assessment, interview, selection, offer, and references
Build strong candidate pipelines through proactive sourcing, direct outreach, referrals, networking and inbound applications
Partner closely with hiring managers throughout each search, providing clear market feedback, maintaining momentum and adapting the approach when needed
Create a candidate experience that is responsive, human and authentic to tmp at every stage of the process
Take ownership for the quality and pace of recruitment, identifying blockers early and driving searches forward with clarity and urgency
Own onboarding as the final phase of the recruitment lifecycle, creating a seamless transition from candidate to employee
Lead and continually improve tmp’s onboarding framework so every new hire starts with the context, clarity and connection they need to succeed
Ensure new starters understand how tmp works, how their team contributes and how they can become effective in their new role
Maintain meaningful touchpoints through the early stages of employment and use feedback from new hires and managers to continuously improve the experience
Work closely with People Operations and the wider People team to ensure every transition into tmp feels coordinated, intentional and distinctly human
Stay closely connected to the external talent landscape and bring relevant market intelligence back into tmp’s workforce and hiring decisions
Build proactive talent pipelines for critical, recurring and difficult-to-hire capabilities so we are not starting from zero when needs arise
Shape how tmp shows up in the talent market, ensuring our employer proposition and candidate messaging authentically reflect who we are and what makes the agency different
Partner with Marketing and the wider People team to strengthen our employer brand and attract the talent most aligned to our ambitions and values
Develop meaningful talent communities and relationships that extend beyond individual vacancies
Lead targeted talent initiatives, such as referrals and internships where they support the longer-term talent strategy
Continually look for ways to make recruitment more effective, scalable and simple, creating leverage within a lean Talent Acquisition function
Own and optimize our ATS and recruitment technology, ensuring tools support a high-quality candidate experience and efficient ways of working
Explore and responsibly apply AI and automation across sourcing, research, candidate communication and workflows to reduce lower-value tasks and create more time for human judgment and connection
Build clear recruitment reporting that gives leaders meaningful visibility of hiring demand, pipeline health, progress and emerging challenges
Use data and market insight to identify patterns, improve decision making and evolve our approach rather than relying on historic ways of working
Maintain strong recruitment governance, documentation and compliance

Benefits

Medical, dental, and vision insurance
Pre-tax flexible spending account (FSA) – healthcare, dependent care, and transit available
4% 401(k) contribution with no vesting period
Plentiful paid time off (at least 20 days recommended)
Sick leave (15 days annually)
Holiday shutdown (December 26th - 29th)
Parental leave: Primary caregiver: 12 weeks full pay and then 12 weeks 50% pay
Parental leave: Secondary caregiver: 12 weeks full pay
Access to Unmind: Our well-being platform, including access to therapists and coaches
Employer-funded life, AD&D & disability insurance
Company getaways