Talent Acquisition Partner

Orenda•New York, NY

4d•$91,000 - $125,000•Onsite

About The Position

Orenda is a New York City-based clean-energy company that develops, builds, owns, and operates battery energy storage projects and proprietary asset management technology. Its Talent function, within Human Resources, supports workforce planning, recruiting, offers, and onboarding across Origination, Execution, Asset Technology, and Corporate teams. The Talent Acquisition Partner owns end-to-end recruiting outcomes across multiple functions as Orenda scales. Working with other Talent team members, Human Resources, the Chief of Staff, and hiring managers, the role is accountable for hiring targets, quality of talent, candidate experience, and disciplined recruiting operations. The position reports to the Chief of Staff and is based at Orenda’s Brooklyn headquarters five days per week. The anticipated base salary is $91,000–$125,000 per year, with a significant annual performance-based bonus. Final salary depends on relevant experience, skills, and qualifications.

Requirements

At least 4 years of full-cycle recruiting experience in a high-growth or fast-paced environment.
Demonstrated ability to meet hiring targets across multiple functions simultaneously.
Data-driven approach, including managing by KPIs and using metrics to make decisions.
Track record of building and maintaining strong candidate pipelines in competitive markets.
Strong stakeholder management skills and ability to influence without authority.
Ability to work independently in a dynamic, evolving environment with shifting priorities.

Nice To Haves

Experience recruiting for energy, infrastructure, construction, or technical roles.
Experience working at a recruiting or staffing agency.
Background in an early-stage or scaling startup environment.
Exposure to workforce planning or talent strategy initiatives.
Familiarity with ATS and recruiting analytics tools, such as 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 decisions.
Ensure role intake readiness, including job description and scorecard alignment, leveling, sourcing strategy, interview plan, and compensation range alignment.
Generate candidate pipelines through outbound sourcing, referrals, targeted networks, and agency partnerships.
Develop role-specific recruiting messaging and lightweight campaigns to attract qualified candidates for priority roles.
Prepare hiring teams to interview consistently through interviewer preparation, scorecard discipline, question quality, and feedback standards.
Apply and uphold established recruiting processes and hiring standards across roles.
Execute and continuously improve the structured interview process to improve hiring quality and reduce time-to-hire.
Manage recruitment KPIs, including time-to-fill, funnel conversion rates, offer acceptance rate, cost of hire, and candidate quality; identify bottlenecks and implement improvements.
Identify hiring risks, such as pipeline gaps and market constraints, and propose mitigation strategies.
Maintain a high-quality candidate experience while sustaining pace and rigor.
Coordinate the offer process and closing materials with the Chief of Staff, including offer approvals and closing plans.
Partner with HR to support consistent, structured, compliant, fair, and inclusive hiring practices.
Maintain high talent standards and ensure hires meet defined quality expectations.