Talent Acquisition Lead (New York City)

Levelpath•New York, NY

2d•$175,000 - $200,000•Onsite

About The Position

Levelpath is the modern AI procurement platform for global enterprises. Since our founding in 2022, we have been on a mission to make procurement delightful. Uniquely intuitive, Levelpath makes procurement more nimble in days and unlocks savings in weeks, while delivering clarity, control and intelligence for all stakeholders. Levelpath provides a complete view of spend for procurement, finance, legal and IT - from intake and sourcing to contracting and payment. Built in AI delivers contextually relevant and genuinely helpful answers, uncovering valuable opportunities and dramatically increasing efficiency. Global brands trust Levelpath’s deep procurement expertise to transform their business outcomes and drive value from their supplier relationships. Designing for Delightful We are obsessed with our customers and our users. We believe that every experience using Levelpath should be delightful. That means rising above the mediocrity of enterprise software and delivering an end-to-end experience that brings joy to our users. As our Talent Acquisition Lead, you will own full-cycle recruiting for our most critical searches, and you will help set the standard for how Levelpath hires. This is a hands-on, senior individual contributor role for someone who wants to do the work at the highest level: identifying and building strong candidate pipelines, running a high-quality and consistent process, and partnering closely with hiring managers and the leadership team. You will raise the bar on recruiting craft across the company. Your impact shows up in the quality of the people we hire and the strength of the process behind every offer.

Requirements

8+ years of full-cycle recruiting experience, with a strong track record of closing senior and competitive roles, ideally within a high-growth startup or scale-up environment.
Demonstrated ability to source and close passive talent in competitive markets.
A history of acting as a credible advisor to senior hiring managers and executives.
A structured, data-informed approach to hiring and a genuine commitment to fair, consistent process.
Excellent judgment, communication, and stakeholder-management skills.
Comfort operating with autonomy and ambiguity in a fast-moving environment.
Fluency with modern recruiting tooling and applicant tracking systems.

Nice To Haves

Experience recruiting for go-to-market roles (sales, marketing, and customer success), ideally in a B2B SaaS environment.
Experience helping to build or scale a recruiting function as an individual contributor.
Familiarity with structured-hiring methodologies.
Hands-on experience with Ashby.

Responsibilities

Own full-cycle recruiting for roles with Go-to-Market as a primary focus and the flexibility to support searches across other teams as our needs evolve.
Partner with hiring managers and executives to shape role definitions, scorecards, and interview loops that predict success.
Build and run proactive sourcing strategies to reach passive and competitive talent.
Manage relationships with external search and contingent sourcing agencies, engaging them strategically and holding them to a high bar on quality and speed.
Design and continuously improve structured, equitable interview processes that reflect our commitment to hiring A-players.
Screen top-of-funnel candidates before they reach hiring managers, holding a consistently high bar on quality.
Own the candidate experience from first touch through close — no candidate stalls between stages, and every person leaves the process with a strong impression of Levelpath.
Stand up and maintain the recruiting tool stack — ATS, sourcing, and top-of-funnel tools — and champion the ATS as our single source of truth, keeping data clean and process consistent.
Use data to manage your pipeline, forecast against the hiring plan, and report progress to the Leadership Team.
Handle recruiting coordination for your own searches, including scheduling and candidate logistics.
Set recruiting standards and share your craft by mentoring coordinators and less-experienced recruiters and modeling what great looks like. (Guidance and mentorship, not direct management.)
Contribute to employer brand, referral programs, and talent community efforts that strengthen our long-term pipeline.