Talent Acquisition Business Partner

Role Overview

Talent Acquisition Business Partner responsible for owning the entire recruiting function across corporate teams. You will lead hiring end-to-end, partner with business leaders on workforce planning and hiring strategy, and use AI to improve speed, quality, and candidate experience.

Responsibilities

• Own the full recruitment lifecycle across the U.S., Canada, and Costa Rica.
• Serve as the primary TA partner for multiple departments, managing multiple priorities and requisitions.
• Partner with hiring managers to define:
  • hiring strategies
  • workforce plans
  • ideal candidate profiles
• Build proactive, diverse talent pipelines using modern sourcing methods:
  • referrals and talent communities
  • networking
  • AI-powered recruiting tools
• Deliver an exceptional candidate experience from first conversation through onboarding.
• Advise leaders on hiring decisions, including:
  • interview quality
  • compensation positioning
  • talent market trends
• Balance day-to-day recruiting execution with strategic improvements such as:
  • employer branding
  • recruiting operations
  • interview training
  • process improvements
• Analyze recruiting metrics to forecast outcomes and recommend data-driven improvements.
• Design and continuously improve:
  • structured interview processes
  • hiring documentation
  • scalable recruiting programs and best practices
• Champion an inclusive process using structured assessments and objective decision-making.
• Support employer brand growth via social media, networking events, community partnerships, and talent marketing.
• Partner with the Chief People Officer and People Team to align hiring with business growth.
• Use AI to streamline recruiting workflows (sourcing, interview prep, communications, scheduling, reporting).
• Evaluate emerging AI recruiting technologies while maintaining ethical and compliant practices.

Requirements

• 5+ years of full-cycle recruiting experience, including operating as a sole/primary recruiter.
• Proven success recruiting across broad corporate functions, including both high-volume and specialized searches.
• Ability to independently manage multiple requisitions without dedicated sourcing/recruiting coordination support.
• Experience partnering directly with executives and hiring managers.
• Strong sourcing expertise and track record building diverse, high-quality pipelines.
• Experience creating recruiting processes, interview frameworks, hiring manager training, and scalable best practices.
• Strong analytical skills translating recruiting data into business insights.
• Experience with ATS platforms (e.g., Greenhouse) (posting truncates after this point).

Nice-to-haves

• Early adopter mindset for Agentic AI and interest in AI recruiting tooling and ethics.