Talent Acquisition Lead

Branch Financial, LLC•Columbus, OH

11d•$96,600 - $138,000•Remote

About The Position

At Branch, we're reshaping the insurance experience with efficient, transparent, member-centered products. As Talent Acquisition Lead, you'll own how Branch hires, from the first conversation with a hiring manager through the signed offer. You'll report to Branch's People leader and work directly with executives and hiring managers across Claims, Underwriting, Actuarial, Product, Engineering, Agency, Finance and Member Support. You'll partner with People Operations on onboarding and with Finance on headcount and compensation. This is the recruiting function at Branch, and you'll own it end to end. There is a working system to build on: structured hiring manager intakes, target profiles, panel-mapped interview rubrics, and an Ashby build configured behind them. A good deal of it already runs on Claude, and where that goes next is your call. You'll build the agents, projects and workflows that carry the repeatable half of a search, and you'll spend the time that gives back on the half that only a person can do. You'll also carry your own searches, several at a time, close to the work rather than a layer above it. This role is ideal for someone who's energized by owning a function outright, who sources and closes as comfortably as they build the tooling behind it, and who already works in Claude every day rather than meaning to get to it.

Requirements

7+ years of full-cycle recruiting, most of it in-house, hiring across many different kinds of roles rather than deep in one talent market. You have repeatedly had to work out what an unfamiliar function actually does before you could hire for it.
Experience as the primary or only recruiter supporting a company or a business unit, with both the searches and the systems in your hands.
Ownership of a modern ATS as an administrator rather than a user: configuration, workflows, automations, permissions and reporting. Branch runs on Ashby, and Greenhouse or Lever translates.
A structured hiring practice you can describe and defend: intakes, target profiles, scorecards, calibrated panels and evidence-based debriefs.
Real sourcing ability. You can build a named list for a hard search and get responses, rather than posting and waiting.
Expert-level, daily use of Claude today, not a tool you intend to pick up. Branch runs on Claude, and so does the recruiting system you'll inherit. You have built agents, projects, custom instructions and repeatable workflows in it, not just typed questions into a chat window.
A recruiting process you have already rebuilt around AI, with specific examples of what you automated, what it replaced, and what changed as a result. Paired with judgment about where the tooling belongs and where a person still has to do the work.
Comfort wiring systems together, whether through APIs, no-code automation or light scripting. You do not need an engineer to test an idea.
Comfort reading a funnel and acting on it. You know which number tells you a search is broken, and what to change first.
The credibility to tell an executive that the bar, the timeline or the process is the problem, and the relationship to make that land.
Experience hiring senior and leadership roles alongside higher-volume ones.
Strong writing, and the habit of working out loud that goes with it. You write things down where the work lives rather than keeping the state of a search in your head. Job posts, outreach, candidate updates and internal summaries all live or die on it.
You bring the reasoning, not just the process. You can tell a hiring manager why a step exists without being asked, including on the steps they have run fifty times.
Familiarity with insurance or another regulated industry is welcome and not required. What matters is that you can learn a complicated business quickly.
Bachelor's degree or equivalent experience.

Responsibilities

Own full-cycle hiring across Branch: intake, sourcing, screening, interview design, panel management, offer and close.
Run structured intakes with hiring managers and turn each one into a target profile, an interview plan and a scored rubric before the role goes live.
Source directly for the searches that will not fill on inbound, building named target lists and running your own outreach.
Own Branch's Ashby instance: workflows, stages, application questions, automations, permissions, templates and data hygiene.
Set and hold the hiring bar with hiring managers, brief and calibrate interview panels, and drive feedback to a decision without drift.
Own recruiting reporting: pipeline health, stage conversion, time to hire, and a clear read on where each search actually sits.
Build the AI layer under the function in Claude: agents, projects, .md files, and workflows that turn an intake into a target profile and a rubric, research and qualify candidates, prepare panels, and turn interviews into structured summaries.
Keep raising what the tooling does. Test new models and capabilities as they land, retire what stops earning its place, and document what works so the process does not live in your head.
Own candidate experience from first touch through close, including the follow-through with people Branch does not hire.
Partner with People Operations, Finance and leadership on headcount planning, leveling, compensation bands and offer approvals.
Write the things that make hiring repeatable: templates, question banks, scorecards and process documentation a hiring manager can pick up and run.
Work out loud. Keep the record of a search where the work actually lives, pull in the people who should be part of a decision, and tell stakeholders what is happening before they ask.