Talent Acquisition Business Partner

M3•Lawrenceville, GA

14h

About The Position

The Talent Acquisition Business Partner will work closely with engineering, product, operations, and business leadership to build high‑performing teams that support M3’s rapid growth. This role combines data‑driven hiring strategy, deep market insight, and hands‑on recruiting execution to attract top technical and business talent in a competitive environment. The TA Business Partner will ensure scalable processes, exceptional candidate experience, and strong alignment between hiring needs and organizational goals.

Requirements

Minimum of 5+ years of recruiting experience, including at least 2 years supporting high‑growth tech or startup environments.
Demonstrated success hiring technical talent (software engineering, product, data, cloud, security) required.
Strong business partnership abilities with proven experience influencing senior leaders in a fast-paced environment.
Expertise with sourcing and applicant‑tracking tools such as LinkedIn Recruiter, Greenhouse, UKG Ready, GitHub, and AI‑driven recruiting platforms.
Ability to operate in ambiguity and create structure, process, and clarity where none exists.
Strong analytical skillset, with the ability to leverage dashboards, KPIs, hiring metrics, and market insights to guide decisions.
Excellent communication, relationship‑building, and cross-functional collaboration skills required.
Ability to sit and/or stand for extended periods.
Ability to perform work on a computer for extended periods.
Ability to work in the office regularly, or pivot to working at home should emergency situations arise.
Ability to attend work per assigned schedule and attend meetings with excellent attendance and punctuality.
Ability to lift and move light to moderate items occasionally without reasonable accommodation

Nice To Haves

Experience scaling organizations from early‑stage to growth‑stage is a strong plus.

Responsibilities

Partner strategically with engineering, product, operations, and business leaders to align hiring plans with product roadmaps, capacity needs, and growth objectives.
Own full‑cycle recruiting for technical and non‑technical roles, including sourcing, assessment, interviewing, and offer processes across engineering, product, operations, GTM, and G&A.
Build scalable hiring workflows that support rapid expansion without compromising candidate quality or experience.
Leverage data, funnel metrics, and market insights to optimize hiring performance and influence decision‑making.
Execute advanced sourcing strategies, including passive outreach, talent mapping, competitive research, and diversity pipeline development.
Coach hiring managers on structured interviewing, calibration, equitable evaluation, and best-in-class talent selection practices.
Partner with Marketing and internal stakeholders to strengthen M3’s employer brand through storytelling and engagement across channels.
Collaborate closely with People Operations to ensure a seamless transition from offer acceptance through onboarding in a fast-moving environment.
Maintain compliance, documentation quality, and consistent hiring standards across all business units.
Stay informed on market trends, hiring technologies, talent intelligence, and competitive dynamics to continuously improve recruiting strategy.
Perform other duties as assigned.