Sr Talent Acquisition Partner - Interim

Callaway Golf•Carlsbad, NM

2d•$34 - $52•Hybrid

About The Position

The Interim Senior Talent Acquisition Partner will support the business by collaborating closely with leaders, engaging with team members, and quickly integrating into Callaway’s culture. In this temporary role, you will help advance our employer brand and ensure high quality hiring outcomes across the organization.

Requirements

Bachelor’s degree and a minimum of 6 years of recruiting experience, or an equivalent combination of education and experience.
Experience recruiting talent supporting Sales, Marketing, Finance, Operations, and General Business ideally in the California Marketing.
Technology recruitment experience preferred.
Demonstrated success sourcing and evaluating technical talent and managing a requisition load of approximately 15+ openings.
Strong negotiation skills, understanding of work authorization requirements, and awareness of employment market trends.
Mastery of intentional recruitment practices with the ability to influence and advise hiring teams, providing guidance on candidate assessment and market insights.
A proactive, energetic, and self‑driven professional with strong integrity and relationship-building skills.
Persistent communicator capable of navigating stakeholders at all organizational levels.
Ability to operate independently with minimal supervision and maintain momentum in a fast-paced interim role.

Nice To Haves

Blended experience in corporate recruiting and agency or executive search.
Experience working in TA within consumer goods or related.
Experience recruiting talent supporting Sales, Marketing, Finance, Operations, and General Business ideally in the California Marketing.
Technology recruitment experience preferred.

Responsibilities

Partner with leaders and hiring managers across functions—including Technology, Operations, Marketing, Sales, and Engineering—to assess talent needs and recommend effective recruiting strategies.
Manage a workload of approximately 15 requisitions of varying levels (Sr Leadership through individual contributor) at a time while sourcing, qualifying, and presenting candidates to fill roles within targeted timelines.
Continuously network to build and maintain pipelines for future hiring needs.
Communicate proactively with hiring managers, business partners, and candidates to provide a consistent, high-quality experience.
Utilize creative sourcing methods to attract passive talent and meet evolving business demands.
Conduct structured behavioral interviews (phone and virtual) to evaluate technical skills and cultural alignment in a dynamic, high-growth environment.
Leverage employer brand messaging to enhance visibility and attract top candidates.
Introduce new tools or approaches—such as AI-enabled sourcing—to optimize recruiting processes.
Build strong relationships with internal stakeholders and collaborate closely with the HR team.
Apply lean-thinking principles to continuously improve the end‑to‑end recruiting process.
Participate in workforce planning meetings with HR and business leaders to stay ahead of talent needs.