Talent Acquisition Principal

Emory•Atlanta, GA

13h•Hybrid

About The Position

The Principal Recruiter is an expert-level individual contributor within Emory Healthcare’s enterprise Talent Acquisition model. The role focuses on the hardest-to-fill, most complex, scarce, urgent, senior, stalled, or strategically critical searches where advanced sourcing, market intelligence, passive candidate conversion, data-backed strategy, and senior stakeholder influence are needed. It is not a standard volume-requisition role; success depends on search expertise, disciplined execution, credibility, and measurable results in a complex, matrixed healthcare environment. The Principal Recruiter builds search strategies from ambiguous business needs, uses advanced recruiting technology, interprets labor-market and recruiting-funnel data, presents recommendations to senior leaders, and converts highly competitive passive candidates. The role partners with senior hiring leaders to calibrate search requirements and advises them on feasibility, compensation barriers, candidate supply, process risks, and market competitiveness. It also maintains compliant, confidential search practices and coaches recruiting colleagues through expertise and influence rather than direct authority. This is a hybrid position requiring three days per week in the office, Tuesday through Thursday, for full working hours. Travel between Emory operating units and affiliated sites may be required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Sales, Marketing, Healthcare Administration, or a related field; other education and experience may be considered in lieu of a degree.
At least eight years of progressive recruiting, sourcing, executive search, healthcare search, agency search, corporate recruiting, or specialized talent acquisition experience.
Demonstrated success filling hard-to-fill, scarce, senior, complex, or business-critical roles using advanced sourcing, market mapping, passive-candidate conversion, stakeholder influence, technology-enabled workflow management, and data-backed search strategy.
Expert-level ability to execute difficult, scarce, stalled, failed, senior, or strategically critical searches with autonomy, urgency, discretion, and measurable outcomes.
Expert sourcing capability, including identifying five or more advanced sourcing channels for a critical role, creating advanced Boolean search strings, building market maps, using LinkedIn Recruiter or comparable tools, and writing tailored passive-candidate outreach.
Advanced candidate-management skills, including engaging passive candidates, assessing motivation and fit, communicating complex value propositions, managing objections, maintaining long-term relationships, and improving conversion.
Executive stakeholder-management skills, including leading intake with senior leaders, challenging assumptions, presenting search tradeoffs, influencing process discipline, and escalating barriers with clear recommendations.
Advanced data literacy, including interpreting talent supply, funnel metrics, response rates, candidate conversion, compensation feedback, offer outcomes, stalled-search indicators, and market intelligence to create data-backed search strategies.
Expert proficiency with recruiting technology, including ATS, CRM or candidate-tracking tools, LinkedIn Recruiter or comparable sourcing tools, market-mapping tools, sourcing analytics, reporting dashboards, Microsoft Office, Teams, and productivity tools.
Working knowledge of recruitment marketing, compensation partnership, compliance documentation, EEO principles, candidate dispositioning, interview documentation, offer-process requirements, confidentiality, and selection discipline.
Ability to coach recruiters and sourcing partners, lead through expertise without direct authority, and build trust with candidates, hiring executives, TA leaders, HR partners, and cross-functional stakeholders in a matrixed environment.
Ability to meet the role’s physical requirements, including occasional lifting and carrying of objects up to 25 pounds, occasional to frequent standing and walking, occasional sitting, and close eye work.

Nice To Haves

Experience in healthcare, an academic medical center, a hospital, executive search, agency search, high-volume recruiting, or a complex matrixed recruiting environment.
Experience rescuing failed searches, building talent maps, or supporting mission-critical clinical, non-clinical, professional, leadership, or specialized searches.
Experience using advanced CRM campaigns, LinkedIn Recruiter projects, recruitment-marketing content, talent intelligence, competitive intelligence, hiring events, or long-term talent communities.

Responsibilities

Lead assigned critical, scarce, senior, stalled, failed, or strategically important searches requiring deep sourcing, market mapping, and search-strategy expertise.
Conduct advanced intake and calibration with senior hiring leaders to clarify business needs, candidate profiles, market realities, compensation considerations, selection processes, decision criteria, and search risks.
Personally identify, engage, assess, nurture, and convert highly competitive or passive candidates for priority searches, including candidates who are not actively applying.
Manage high-value candidate relationships with discretion, credibility, responsiveness, confidentiality, and a strong candidate experience through offer support.
Design advanced sourcing strategies using LinkedIn Recruiter or comparable platforms, Boolean search, talent mapping, competitor intelligence, CRM campaigns, candidate communities, referrals, associations, events, and non-traditional channels.
Build market maps, target-company lists, talent-intelligence summaries, candidate pipelines, outreach cadences, search-rescue plans, and executive-ready search updates for hard-to-fill roles.
Create tailored passive-candidate outreach that reflects role complexity, candidate motivations, market positioning, employment value proposition, and competitive barriers.
Use ATS, CRM, LinkedIn projects, sourcing analytics, response rates, funnel metrics, talent availability, compensation feedback, reporting dashboards, and productivity tools to guide search strategy and maintain data integrity.
Present search strategy, market intelligence, candidate pipeline updates, risks, options, and recommendations to TA leadership, senior managers, directors, and hiring executives.
Advise leaders on search feasibility, role requirements, compensation barriers, candidate supply, process risks, market competitiveness, and adjustments that could improve search outcomes.
Interpret recruiting data, including talent supply, response rates, candidate conversion, compensation feedback, interview activity, offer outcomes, and stalled-search indicators, to diagnose root causes and recommend action.
Maintain search documentation, candidate dispositioning, compliance standards, confidentiality, compensation-escalation discipline, and fair-selection practices for complex searches.
Coach recruiters, senior recruiters, sourcers, and coordinators on advanced sourcing, market mapping, passive-candidate engagement, search planning, candidate conversion, and stakeholder influence.
Perform additional duties as assigned.
Travel between Emory operating units and affiliated sites as required.