Talent Acquisition Advisor - IT & Finance

Varsity Brands•Farmers Branch, TX

14d•Remote

About The Position

Varsity Brands is seeking a Talent Acquisition Advisor with deep expertise in identifying, attracting, and advising on IT and technical talent. This role is built for a strategic recruiting partner who thrives in fast-moving, high-complexity environments where technology underpins business success. You will collaborate closely with IT and Finance leadership across FP&A, Accounting, infrastructure, information security, enterprise applications, data, and emerging technologies to ensure the organization secures top-tier engineers, architects, analysts, and systems professionals. This is a chance to shape the digital talent landscape of Varsity Brands—guiding leaders with market intelligence, elevating technical hiring strategies, and ensuring that every IT & Finance hire strengthens both performance and culture.

Requirements

Proven ability to recruit for infrastructure, cybersecurity, cloud engineering (Azure/AWS), ERP (Workday/SAP), DevOps, data, and enterprise architecture roles.
Proven ability to recruit for Finance and Accounting roles from Analysts, Managers, Controllers, and executive.
Strong capability in passive technical sourcing, Boolean search, talent mapping, and competitive intelligence.
Skilled in advising and influencing IT executives through data, market intelligence, and consultative recommendations.
Proficiency with ATS/CRM platforms and strong command of technical recruiting analytics.
Exceptional relationship-building and communication skills, with adaptability to technical and non-technical audiences.
Working knowledge of modern AI recruiting tools, CoPilot, ChatGPT, and talent intelligence platforms.
6–8+ years of full lifecycle recruiting experience with significant focus on Finance, IT, engineering, cybersecurity, infrastructure, data, or enterprise applications.
Experience supporting large-scale organizations through digital transformation, ERP integrations, cloud modernization, or security programs.
Bachelor's in HR, Business Administration, IS/IT, or related field—or equivalent relevant experience.
Experience developing long-term technical talent strategies aligned with future-state IT capabilities.

Nice To Haves

Prior experience within consumer products, sports, multi-brand organizations, or mission-driven companies is a plus.

Responsibilities

Serve as a trusted advisor to CIO/ CFO level and technical leaders, aligning talent strategies with technology roadmaps and organizational priorities.
Translate evolving IT initiatives—cloud transformation, cybersecurity maturity, ERP modernization, data infrastructure—into actionable hiring strategies.
Use talent market insights to influence workforce planning, role design, and competitive decision-making.
Lead full-cycle recruiting for IT roles such as Solutions Architects, Network/Systems Engineers, Developers, Cybersecurity Analysts, SAP/Workday specialists, Data Engineers, and IT Project Managers.
Build specialized talent pipelines for hard-to-fill, emerging-skill, and security-sensitive roles.
Provide a world-class candidate experience tailored to technical talent, balancing speed, transparency, and rigor.
Build innovative sourcing strategies to reach passive technologists, open-source contributors, and niche skill communities.
Conduct market mapping around competitors, tech stacks, cloud environments, and cybersecurity skill availability.
Leverage platforms like GitHub, Stack Overflow, Slack communities, technical conferences, and AI-driven sourcing tools to access inclusive and diverse engineering talent.
Guide engineering and IT leaders on structured interviews, practical technical assessments, scorecards, and hiring calibration.
Promote equitable evaluation methodologies that reduce bias and improve predictive accuracy.
Partner cross-functionally to ensure consistent, transparent hiring processes for all technical teams.
Use Workday and other ATS/CRM tools to manage technical pipelines, deliver analytics, and track KPI performance (time-to-fill, pipeline quality, conversion rates).
Continuously refine recruiting workflows for IT roles, identifying efficiencies and improving throughput.
Champion documentation quality, compliance, risk awareness, and repeatable recruiting practices across technical hiring.
Utilize AI-powered sourcing platforms, talent intelligence tools, and predictive analytics to anticipate IT hiring needs and proactively build pipelines.
Leverage automation and personalization technologies for outreach tailored to technical candidates.
Apply market data and benchmarking tools to provide leaders with insight into compensation, skill supply/demand, and competitive dynamics.