Talent Acquisition Partner

Orenda•New York, NY

7d•Onsite

About The Position

Orenda is seeking a dedicated Talent Acquisition Partner to join their Human Resources team. This role will be instrumental in scaling the company's recruiting efforts over the next 24 months, focusing on speed, quality, and predictable execution. The Talent Acquisition Partner will own the end-to-end recruiting lifecycle, from workforce planning and recruiting to offers and onboarding, supporting growth across various teams including Origination, Execution, Asset Technology, and Corporate. This is the first dedicated recruiting hire for the company and reports directly to the Chief of Staff. The ideal candidate is a recruiter who thrives in high-growth environments, is motivated by clear performance metrics, structured execution, and ownership of hiring outcomes.

Requirements

4+ years of full-cycle recruiting experience in a high-growth or fast-paced environment
Demonstrated ability to hit hiring targets across multiple functions simultaneously
Data-driven approach — you manage by KPIs and use numbers to drive decisions
Track record of building and maintaining strong candidate pipelines in competitive markets
Strong stakeholder management skills; you know how to influence without authority
Comfort operating independently in a dynamic, evolving environment with shifting priorities

Nice To Haves

Experience recruiting for energy, infrastructure, or technical roles
Background in an early-stage or scaling startup environment
Exposure to workforce planning or talent strategy initiatives
Familiarity with ATS and recruiting analytics tools (e.g., Greenhouse)

Responsibilities

Own full-cycle recruiting, from intake through offer, across all functions delivering against quarterly and annual hiring targets
Partner with hiring managers to define role requirements, calibrate candidate profiles, and drive efficient decision-making
Drive role intake completeness and readiness (JD/scorecard alignment, leveling, sourcing strategy, interview plan, and comp range alignment) before launching a search
Proactive sourcing and pipeline generation through outbound outreach, referrals, targeted networks, and agency partnerships
Develop role-specific “why Orenda / why this role / why now” messaging and lightweight campaigns (outreach sequences, pitch kits) to increase qualified talent pipeline for priority roles
Enable hiring teams to interview consistently (interviewer prep, scorecard discipline, question quality, and feedback standards), improving signal and reducing rework
Apply and uphold established recruiting processes and hiring standards to ensure consistency and quality across all roles
Execute and continuously improve Orenda’s structured, repeatable interview process to improve quality and reduce time-to-hire
Manage and optimize recruitment KPIs (including time-to-fill, funnel conversion rates, offer acceptance rate, cost of hire, and candidate quality), while identifying bottlenecks and implementing improvements
Proactively identify hiring risks (e.g., pipeline gaps, market constraints) and propose mitigation strategies
Ensure a high-quality candidate experience while maintaining pace and rigor in the hiring process
Coordinate offer process and closing materials in partnership with the Chief of Staff (offer approvals and closing plan)
Ensure hiring practices are consistent, structured, and compliant; partner with HR to support fair and inclusive evaluation
Maintain a high bar for talent, ensuring all hires meet defined quality standards