Recruitment director jobs near me - 146 jobs

Who we are The American Physical Society is a nonprofit membership organization working to advance physics by fostering a vibrant, inclusive, and global community dedicated to science and society. APS represents more than 50,000 members, including physicists in academia, national laboratories, and industry in the United States and around the world. Position Summary The head of member recruitment and retention manages the operational functions that support APS membership growth, service delivery, and retention. The role oversees staff responsible for providing excellent customer service, maintaining accurate member records, and supporting recruitment and retention activities. The position works closely with the director of membership to implement data-informed strategies that support a growing, diverse, and global membership community. APS has a “remote first” concept that promotes equal treatment and equal access within the United States, independent of physical work location, with a majority of staff working primarily from remote work locations. APS values diversity and welcomes candidates from a variety of backgrounds. APS offers a dynamic work environment with an outstanding total compensation package, including salary, outstanding benefits, and excellent paid time off. Responsibilities Manage the implementation of data-informed campaigns to attract new domestic and international APS members. Oversee staff support for retention activities for both general members and unit members, including welcome communications, engagement activities, and renewal materials. Direct staff who maintain and update APS membership records and provide excellent customer service to individuals contacting the membership department. Oversee the efficient and responsive membership renewal process. Analyze membership trends and provide data-informed recommendations to the director on recruitment, retention, communications, and services, including contributions to departmental key performance indicators. Oversees all industrial physics program activities, ensuring alignment with membership growth priorities in the early career sector. Collaborate with APS Marketing, Information Systems, Meetings, and other departments to review and authorize updates to the membership database and related systems. Plan and manage in-person membership presence at APS and external events, in coordination with the units team and APS Marketing. Track budgets and approve invoices for activities within the role's scope of work for less-complex projects or subprojects. Participate in cross-departmental work in a consulted capacity and as an occasional contributor, as needed. Hire, set expectations, evaluate performance, provide feedback, and address disciplinary matters for direct reports. Perform other duties as assigned. Education Bachelor's degree or equivalent experience. Preferred certification: Certified Association Executive (CAE). Experience, Knowledge, Skills, and Abilities Minimum of three years of progressively responsible management experience. Experience with Zoom, Google Suite Applications, Microsoft Office Applications, Salesforce, Nimble (AMS) and Asana preferred. Familiarity with association relational databases preferred. Strong background in nonprofit or similar membership recruitment, retention, and service. Experience planning and supervising work using sophisticated membership and customer relationship management systems. High-level analytical and problem-solving skills. Excellent customer service skills. Strong written and verbal communication skills. Strong organization, documentation, and prioritization skills. Ability to work effectively with interdepartmental teams and independently. Travel The position requires up to 10% travel to events, APS offices in Long Island, NY, College Park, MD, and Washington, DC, and other locations for meetings, training, and strategy sessions, as directed by the supervisor. Salary The salary range for this position takes into account various factors influencing compensation decisions, such as skill sets, experience, training, and other business and organizational requirements. The salary listed within the specified ranges considers relevant experience. Our compensation philosophy at APS aims to maintain salaries at the midpoint of the market. As a result, we typically hire within the target starting range. Exceptional, rare cases may merit reviews above target starting range for specialized or niche skills aligned with strategic operational goals. Hiring Range:$99,895/year - $136,107/year (USD) Target Starting Range:$99,895/year - $111,133/year (USD) Work Environment As noted above, APS offers a “Remote First” workplace. Although our offices are located on Long Island, NY; Washington DC; and College Park, MD, you can work from other places in the United States. We are flexible about work hours, but expect responsiveness during the core of the workday, Eastern Time. This is Us Help us achieve our mission of advancing and diffusing the knowledge of physics for the benefit of humanity, promote physics, and serve the broader physics community. We Do Provide a welcoming and supportive professional home for an active, engaged, and diverse membership Advance scientific discovery and research dissemination Advocate for physics and physicists, and amplify the voice for science Share the excitement of physics and communicate the essential role physics plays in the modern world Promote effective physics education for all Core Values Core values are essential to shaping the culture of an organization. They provide the structure and guidance for how we conduct ourselves in our day-to-day interactions. Every employee has a responsibility for upholding these values. The behaviors and actions associated with demonstrating competency in these Core Values are described in a separate document. Our Core Values Scientific Method Trust, Integrity, and Ethical Conduct Equity, Diversity, and Respect Collaboration Education and Learning Speaking Out Amazing 2026 Benefit Offerings Flexible schedules and ability to work remotely 8% employer-paid retirement contribution Investment advisement services: 100% employer paid Medical benefits: PPO or HDHP option Employer contribution to FSA or HSA account, eligibility based on medical plan enrollment Lifestyle Spending benefit up to $1,500.00 (USD) - 100% employer paid Vision benefits: individual and dependent coverage 100% employer paid Basic Life & Accident insurance: employee coverage 100% employer paid Supplemental Life & Accident insurance, including spouse & dependent child(ren) coverage Disability insurance: employee coverage 100% employer paid Voluntary Accident & Critical Illness insurance Healthcare, Commuter & Dependent care flexible spending accounts Vacation: 15 days annually Generous holiday leave: 17 paid office closures; includes one week closure at the end of December Personal leave: 4 days annually Volunteer leave: 1 day annually Sick leave: 10 days annually Bereavement & Compassion leave: 2 -15 days based on loss 12 weeks employer-paid family leave College tuition reimbursement plan Job related seminar & continuing education 100% employer paid Professional Certification/Recertification 100% employer paid Training and professional development; access to LinkedIn Learning on-demand courses Employee Assistance Program Mindfulness Meditation: live and on-demand classes APS does not offer relocation assistance/costs Equal Opportunity Employer Statement The American Physical Society is an affirmative action and equal opportunity employer. It is the policy of American Physical Society not to discriminate or allow the harassment of employees or applicants on the basis of race, religious creed, immigration status, alienage or citizenship, religion, color, ethnicity, sex, national origin, age, disability, marital status, familial status, protected veteran status, protected military status, physical or mental disability, sexual orientation, gender identity, genetic information, predisposing genetic characteristics, ancestry, domestic violence victim status or any other characteristic protected by law with regard to any employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits and/or other terms, conditions, or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at APS. The American Physical Society is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, please contact APS Human Resources at **********. The “Know Your Rights: Workplace Discrimination is Illegal” poster, prepared by the U.S. Equal Employment Opportunity Commission (EEOC), provides an overview of several laws that protect you from discrimination on the job, and several rights are afforded to you by these laws. The “Pay Transparency Non Discrimination Provision,” prepared by the U.S. Office of Federal Contract Compliance Programs (OFCCP), provides an overview of several protections implemented to protect individuals working under federal contracts from discrimination when inquiring about or discussing compensation; these protections apply to all employees and applicants. The APS has a "remote first" concept that promotes equal treatment and equal access, independent of physical work location, with a majority of staff working primarily from remote work locations. #J-18808-Ljbffr

A leading telehealth provider in California is seeking a practitioner recruiting director to manage recruitment and onboarding of eligible practitioners. You will work directly with the medical team to streamline workflow and support current practitioners. The role requires strong recruiting skills, healthcare-related experience, and excellent interpersonal abilities. This position offers flexible hours and competitive pay ranging from $50K to $80K per year. #J-18808-Ljbffr

We're seeking a proactive Attorney Recruiting Manager to join our high‑performing team at Eversheds Sutherland (US) LLP. In this role, you'll own the full recruitment lifecycle for attorneys across the firm, with emphasis on lateral associates and student recruitment. The manager will blend data‑driven strategy, market intelligence, and team leadership to deliver a consistent, high‑touch candidate experience that strengthens our talent pipeline and supports firm growth. The ideal Manager brings 5+ years of recruiting experience in a national or international law firm and thrives in a fast-paced environment. The manager will work alongside the Senior Manager to design and execute a proactive recruitment plan, while delivering best-in-class service to internal and external stakeholders. Project leadership, superb relationship management, and superior service standards are essential in this role. The primary responsibilities, qualifications, and capabilities for this role include the following: Lateral Associate Recruitment Serve as a trusted “face of the firm,” driving a premium candidate experience and representing the firm with professionalism to candidates, agencies, and the broader legal community. Own full‑cycle lateral associate recruiting: intake, sourcing, screening, interview management, candidate communication, feedback synthesis, offer development, and onboarding. Build proactive pipelines for priority practices; partner closely with hiring partners and leadership to clarify staffing needs and growth objectives. Maintain strong relationships with select external recruiters; negotiate terms, track performance, and ensure quality submissions. Monitor market trends, competitor moves, and compensation patterns; translate insights into sourcing strategies and actionable recommendations. Oversee compliant documentation and data hygiene across ATS tools; generate recurring dashboards and analytics to inform decision‑making. Student Recruitment Lead the student recruitment program. Manage OCI calendars, select attorney interviewers, and coordinate call‑backs. Cultivate relationships with Career Services at target schools; steward firm profiles (NALP, Vault, Chambers) and ensure timely completion of surveys. Design and manage a high‑impact Summer Associate Program: orientation, training, evaluations, events, and conversion processes. Track student‑recruiting outcomes; assess yield, acceptance drivers, and program ROI to refine strategies each season. Develop plan for skills mapping to coincide with practice group needs. Team Leadership Lead, coach, and develop Recruiting Coordinators/Specialists; establish service standards, and continuous‑improvement routines. Provide training, oversight, and guidance on tools, process excellence, and candidate communications; model discretion and confidentiality. Drive cross‑team projects that elevate the recruiting function; foster collaboration and strong relationships with attorneys and business professionals. Qualifications & Capabilities A Bachelor's degree is required. 5+ years of attorney recruiting or talent management experience in a multi‑office law firm or professional‑services environment; 2+ years of people‑management preferred. Proven success running high‑volume, full‑cycle legal recruiting with exceptional organization, responsiveness, and attention to detail. Strong consultative communication skills-able to influence senior stakeholders and deliver candid, data‑backed recommendations. Proficiency with ATS/CRM systems (e.g., VI Recruit, FloRecruit, or similar), LinkedIn Recruiter, and Microsoft 365; disciplined approach to data integrity and reporting. High discretion handling confidential information; calm under pressure and adaptable to last‑minute changes. This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $105,000 - $145,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Our client is a site development contractor based in Manassas, Virginia with operations across multiple states in the Mid-Atlantic, Midwest and Southeast. The company specialized in large-scale projects and provides end-to-end solutions for data centers, industrial campuses and commercial developments. The Head of Talent Acquisition will build and own the company's talent engine from the ground up, reporting directly to the CEO. This is a hands-on, operator-style leadership role responsible for designing how the organization sources, attracts, assesses, hires, and onboards A-level salaried talent across critical value-creating roles. Starting as an individual contributor, the role will establish a proactive, pipeline-driven recruiting model that ensures the business is never forced into reactive or suboptimal hiring decisions. Over time, the role will define the right processes, tools, metrics, and team structure to support continued scale. RESPONSIBILITIES: Build the talent acquisition function from a blank slate, creating scalable strategies, processes, and simple systems that consistently deliver high-quality salaried talent. Although utilization of third-party search firms will be inevitable for select cases, the expressed purpose of this role is to substantially supplant reliance upon external search services. Partner directly with the CEO and senior leadership to translate aggressive growth plans into actionable recruiting roadmaps. Proactively source, engage, and maintain a bench of top talent across project management, estimating, safety, field leadership, and other critical roles. Recruit high potential “athletes,” including candidates outside traditional construction industry pipelines. Shape and communicate a compelling employer value proposition that differentiates the company from legacy construction competitors. Design and lead rigorous selection methodologies focused on performance, problem-solving ability, and cultural alignment. Coach hiring managers to consistently top-grade and make disciplined, high-quality hiring decisions. Own and design a structured 90-day onboarding experience with clear milestones, expectations, and retention decision points. Analyze recruiting and onboarding outcomes to continuously refine sourcing, assessment, and hiring strategies. Evaluate, justify, and implement pragmatic recruiting and onboarding tools where they materially improve outcomes. Justify, build and lead a lean, high-performing talent acquisition team as the business scales. EXPERIENCE & QUALIFICATIONS: 5+ years of experience leading or materially scaling talent acquisition in a fast-growing, performance-driven environment. Bachelor's degree from an accredited college or university; Master's degree or Professional Certification are a plus. Proven success moving organizations from reactive hiring to proactive, pipeline-driven talent strategies. Strong hands-on recruiting background with experience personally sourcing, assessing, and closing high-impact salaried talent. Demonstrated ability to partner with CEOs and senior leaders as a business operator rather than a transactional HR leader. Experience recruiting for competitive, hard-to-fill roles such as project managers, estimators, safety professionals, or field leaders. Comfort operating without mature/expansive HR systems and selecting fit-for-purpose tools that enable speed and quality. Data-driven, commercially minded approach linking talent decisions directly to growth and profitability. Experience designing or overseeing structured onboarding programs with measurable 90-day outcomes. Willingness to travel regularly to stay close to field operations and talent markets.

A leading DeFi firm based in the US is seeking a Head of Talent Acquisition to lead their recruitment function. The ideal candidate will have over 10 years of experience in Technical and Business Recruiting, with a focus on building inclusive teams. This remote-first role offers competitive compensation, including a salary range of $175,000 - $200,000 and numerous employee perks including unlimited vacation and comprehensive health benefits. #J-18808-Ljbffr

A leading healthcare consultancy is seeking a Healthcare Consulting Manager to oversee projects, enhance HR operations, and leverage data for performance improvement. Ideal candidates should possess a Bachelor's degree and at least six years of consulting experience in Human Resources or healthcare operations. Proficiency in Microsoft Office is essential, along with strong analytical and leadership skills. This role offers competitive compensation and a fully remote working opportunity. #J-18808-Ljbffr

Seeking a Recruiter who will manage the full hiring lifecycle for an organization, from sourcing and screening candidates to extending offers, working closely with hiring managers to define needs, build talent pipelines, and ensure new hires align with company culture and goals, acting as an ambassador for the employer brand. Key duties include writing job descriptions, conducting interviews, negotiating terms, managing onboarding, and using data to improve recruitment. You will also be responsible for developing and maintaining relationships with hiring managers, building strong candidate pipelines, and ensuring that we hire the best possible candidates to meet our hiring needs. Responsibilities: Partner with hiring managers and business , group or organization leads, and key stakeholders to understand unique talent needs Manage the full lifecycle recruiting process and hiring deliverables for product management positions, specialty positions, and broad client groups Create compelling position descriptions, sourcing diverse candidate pipelines, marketing the talent brand to attract top talent, screening candidates, advising business partners on the recruiting process, and negotiating job offers Candidate management - develop and execute sourcing plans to identify and recruit top talent, owning the candidate development process from identification and engagement to offer extension and closing Work cross-functionally across a team of high performing recruiters and promote a culture of inspiration, empowerment and inclusion Leverage recruiting data to proactively provide status updates and hiring results to leadership and HR partners Source stellar candidates. Look beyond direct applications and leverage search engines, career sites, recruiting events, and other innovative sourcing techniques to find the best talent in the market Provide recruiting services in accordance with our recruiting process, standards, and systems Self-directed execution of the full life cycle recruiting process with an emphasis in meeting time-to-fill goals Develop an effective sourcing strategy to provide a continuous flow of quality and quantity of candidates for the pipeline Develop and execute strategies autonomously to include networking, call lists, niche social networking, and general industry knowledge Acts as a recruiting partner and a subject matter expert to business leadership, hiring managers and other key stakeholders Identify 'root cause' solutions to complex recruiting issues and ability to implement solutions that will mitigate immediate problems and future potential issues Address ambiguous situations or challenges and respond accordingly, drawing on ones subject matter expertise, skills and abilities Screens and counsels candidates, coaches the hiring team, and negotiates the close Effectively facilitate formal consensus meetings with the hiring team Independent involvement when developing and executing strategies Practice attention to detail and flawless execution of requisition processing Qualifications: Bachelor's degree 3 years of full life cycle recruiting experience required 5+ years of full life cycle recruiting experience preferred 2+ years of experience consulting with hiring managers while developing and enhancing excellent working relationships with those managers and their teams Experience with Workday ATS preferred but not required Professional Human Resources (PHR) certification Ability to influence and drive results in a fast-paced environment Ability to use innovative techniques to attract and recruit diverse talent Experience in compensation and general HR requirements as related to hiring Possess strong candidate and client management skills, with a proven ability to influence Proven ability to function effectively in a fast-paced environment Dexian is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.

Lightfield is an AI-native CRM that assembles itself from your email, calendar, and meetings. It captures every interaction and turns it into organized context: accounts, tasks, follow-ups, and insights, so nothing slips through the cracks. We're rethinking CRM from first principles. Instead of forcing teams to maintain rigid systems, Lightfield learns from how companies actually work, adapting, automating, and surfacing the insight that drives growth. We're building the CRM platform we always wished existed: fast, intelligent, and genuinely helpful. We are backed by Greylock, Lightspeed, and Coatue, and our team previously built Tome, a generative AI presentation product used by over 25 million people. Before Tome, many of us worked on Llama, Instagram, Facebook Messenger, Pinterest, Google, and Salesforce. About The Role Lightfield is reinventing CRM from the ground up. Our success hinges on assembling a world‑class engineering and design organization. Reporting directly to the CEO, you will own every dimension of recruiting-with one clear KPI: hire exceptional engineers who raise the bar for everyone else. You'll design the talent strategy, build the playbook, and close the caliber of people who make 10× outcomes possible at an early‑stage startup. What You'll Own End‑to‑end recruitment for engineering, design, and business-from perfecting the pitch to closing top‑tier ML, infra, and product engineers. Talent strategy & employer brand-define what “great” looks like at Lightfield, craft compelling narratives, and position us as the place that uncompromising builders want to work. Sourcing engine from zero → one-stand up repeatable, data‑driven pipelines across outbound, referrals, events, and community engagement. Process architecture-implement enough tooling and process across the ATS and communication channels to make sure that we never drop the ball with a great candidate. Candidate experience-run a crisp, respectful process that converts skeptics into champions, whether or not we hire them. Leadership partnership-coach hiring managers on calibration, interviewing, and closing; provide weekly insight on funnel health and time‑to‑hire. Who You Are 4+ years of full‑cycle recruiting with a heavy focus on scaling early‑stage engineering teams Proven closer-you have landed senior/staff‑level engineers in competitive markets and can articulate your win stories Builder's mindset-you've created or overhauled recruiting systems in ambiguous, low‑infrastructure environments High technical bar-you understand modern ML and software stacks well enough to separate signal from noise Autonomous & decisive-comfortable operating as a team of one, making trade‑offs quickly, and iterating without hand‑holding Benefits & Perks Competitive salary Meaningful early equity Health insurance (medical, dental, vision) 3 weeks of PTO 11 paid company holidays + we enjoy a winter holiday break 3 months of paid family leave Wednesdays work from home Regular team dinners, events, offsites, and retreats 401k plan Other perks include: commuter and lunch stipend #J-18808-Ljbffr

Keller Williams Capital Properties is dedicated to transforming the real estate industry and the lives and careers of real estate professionals by providing them with the resources to build businesses of their own. We offer a unique value proposition as an internationally networked brokerage committed to cutting-edge technology, world-class training and education, a vibrant, collaborative culture, and opportunities for wealth building. Job Description Keller Williams Capital Properties is seeking a Recruiter / Team Leader (R/TL) to recruit to and lead one of its high-achieving and well established offices in the Washington, DC, metro area. The right candidate may also have the opportunity to grow the company by helping open up new offices in the region. This individual will serve on the leadership team for all of KW Capital Properties, currently consisting of 7 physical locations and nearly 1,000 licensed real estate agents. The R/TL will be primarily focused on maintaining aggressive growth in the number of licensed real estate agents within the organization, as well as in managing the entire leadership team within the office, and building strong consultative relationships with the top agents in the office. The R/TL will be excellent at casting a big vision and leading their team towards that vision while managing the achievement of critical milestones along the path to success. The R/TL will have high capacity in interpersonal relationships and will be an inspirational and effective oral and written communicator. Duties & Responsibilities: The R/TL is a senior role within Keller Williams Capital Properties, and will be responsible for: Leading strategic initiatives to rapidly recruit high producing and high potential real estate agents to the office Oversee the hiring, leadership and development of the staff as well as ensure they are properly trained and held accountable to high performance standards Manage and accelerate the financial performance of the office, paying close attention to, and making necessary adjustments to key financial indicators, to maximize profitability Provide business development and financial management consulting to top agents with the office, helping them make dramatic growth in their personal production and performance Promote a strong learning based environment and ensure that agents have access to top of the line training and educational opportunities Maintain a positive and empowering environment that both challenges associates to reach their potential and also provides for a caring, people-first, atmosphere Qualifications Ability to build powerful relationships and recruit effectively and consistently Have in-depth, high level, proven growth and leadership capabilities Experience in a high-growth or start-up environment preferred Strong verbal leadership and communication skills and social poise Although a background in real estate sales is preferred, a candidate with an exceptional track record in another endeavor, who also possesses exceptional leadership skills, will also be considered Proven ability to work in a collaborative team setting as well as drive work individually Bachelor's Degree preferred Additional Information Top candidates will be natural leaders, influencers, and teachers. They will be self-motivated and naturally high-achievers, who value the team over the individual. They will be persuasive andpersevering, and act ethically with personal integrity, and a high regard for others. The ideal candidate will be seeking unlimited opportunity and committed to attaining the highest level of results.

At Webflow, we're building the world's leading AI-native Digital Experience Platform, and we're doing it as a remote-first company built on trust, transparency, and a whole lot of creativity. This work takes grit, because we move fast, without ever sacrificing craft or quality. Our mission is to bring development superpowers to everyone. From entrepreneurs launching their first idea to global enterprises scaling their digital presence, we empower teams to design, launch, and optimize for the web without barriers. We believe the future of the web, and work, is more open, more creative, and more equitable. And we're here to build it together. Webflow is hiring a Director, Technical Recruiting to drive outcomes, and raise the bar for how we build EPD teams. You will own the EPD hiring strategy end-to-end, with direct accountability for Engineering outcomes. While a dedicated leader oversees Product & Design recruiting, this role maintains executive-level ownership across the full EPD portfolio-stepping in personally where leverage, complexity, or business impact demands it. About the role: Location: Remote-first (United States; BC & ON, Canada) Full-time Permanent Exempt The cash compensation for this role is tailored to align with the cost of labor in different geographic markets. We've structured the base pay ranges for this role into zones for our geographic markets, and the specific base pay within the range will be determined by the candidate's geographic location, job-related experience, knowledge, qualifications, and skills. United States (all figures cited below are in USD and pertain to workers in the United States) Zone A: $171,300 - $226,800 Zone B: $166,500 - $213,300 Zone C: $155,500 - $199,800 Canada (figures cited below are in CAD and pertain to workers in ON & BC, Canada) 201,500 - 258,300 This role is also eligible to participate in Webflow's company-wide bonus program. Target amounts are a percentage of base salary and vary by career level. Payouts are based on company performance against established financial and operational goals. Please visit our Careers page for more information on which locations are included in each of our geographic pay zones. However, please confirm the zone for your specific location with your recruiter. Application Information: Application deadline: applications accepted on an ongoing basis until position is closed and filled This posting is for an existing vacancy Reporting to VP, Talent Acquisition As a Director, Technical Recruiting you'll… Executive Ownership of Engineering Hiring Own EPD hiring outcomes: quality, velocity, scalability, and long-term talent health Act as the senior talent partner to Engineering VPs and Directors Personally engage in high-impact, senior, or business-critical searches where needed Ensure Engineering hiring scales without eroding bar, candidate experience, or team sustainability EPD Talent Strategy & Leadership Set and evolve the EPD talent acquisition strategy, aligned to company priorities and roadmap Provide unified leadership across Engineering, Product, and Design recruiting-ensuring consistency, clarity, and shared standards Lead, develop, and hold accountable senior recruiting leaders and ICs across EPD Build durable operating rhythms that balance speed with rigor Operational & Data Leadership Own EPD hiring operations: forecasting, capacity modeling, prioritization, and execution health Use data to surface risk early, drive decisions, and influence leadership Continuously refine hiring processes to improve signal, reduce friction, and scale sustainably Partner with Talent Ops to ensure systems, tooling, and reporting support growth Cross-Functional & Executive Partnership Partner closely with Engineering, Product, Design, Finance, and People leadership on hiring strategy and tradeoffs Represent EPD Talent Acquisition in executive forums with clarity About you: Requirements: Minimum of 10 years in Talent Acquisition, with deep Engineering recruiting leadership expertise Demonstrated success leading TA for Engineering and Product orgs in high-growth SaaS companies Demonstrated experience scaling Engineering and Product teams globally Experience Leading Talent Acquisition Teams (Individual Contributors, Managers and Senior Managers) Experience operating at Director level: setting strategy, leading leaders, and owning outcomes at scale Track record of partnering with senior Engineering leadership as an advisor You'll thrive as a Director, Technical Recruiting if you: Demonstrate executive presence with the ability to challenge, influence, and align senior stakeholders. Are a strong people leader who builds high-performing teams through clarity, trust, and accountability. Possess a highly operational and analytical mindset in how you approach problems and decisions. Have comfortability navigating ambiguity, tradeoffs, and shifting priorities without losing momentum. Bring experience working in globally distributed and remote-first environments. Have experiences scaling organizations through multiple stages of growth. Stay curious and open to growth - actively building fluency in emerging technologies like AI to unlock creativity, accelerate progress, and amplify impact. Our Core Behaviors: Build lasting customer trust. We build trust by taking action that puts customer trust first. Win together. We play to win, and we win as one team. Success at Webflow isn't a solo act. Reinvent ourselves. We don't just improve what exists, we imagine what's possible. Deliver with speed, quality, and craft. We move fast because the moment demands it, and we do so without lowering the bar. Benefits Ownership in what you help build. Every permanent Webflower receives equity (RSUs) in our growing, privately held company. Health coverage that actually covers you. Comprehensive medical, dental, and vision plans for full-time employees and their dependents, with Webflow covering most premiums. Support for every stage of family life. 12 weeks of paid parental leave for all parents and 6+ weeks of additional paid leave for birthing parents. Plus inclusive care for family planning, menopause, and midlife transitions. Time off that's actually off. Flexible vacation, paid holidays, and a sabbatical program to help you recharge and come back inspired. Wellness for the whole you. Access to mental health resources, therapy and coaching. Invest in your future. A 401(k) with 100% employer match (up to $6,000/year) in the U.S., and support for retirement savings globally. Monthly stipends that flex with your life. Localized support for work and wellness expenses - from Wi-Fi to workouts. Bonus for building together. All full-time, permanent, non-commission employees are eligible for our annual WIN bonus program. Temporary employees may be eligible for paid holiday and time off, statutory leaves of absence, and company-sponsored medical benefits depending on their Fixed Term Contract and their country/state of employment. Be you, with us At Webflow, equality is a core tenet of our culture. We are an Equal Opportunity (EEO)/Veterans/Disabled Employer and are committed to building an inclusive global team that represents a variety of backgrounds, perspectives, beliefs, and experiences. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other classification protected by applicable law. Pursuant to the San Francisco Fair Chance Ordinance, Webflow will consider for employment qualified applicants with arrest and conviction records. Stay connected Not ready to apply, but want to be part of the Webflow community? Consider following our story on our Webflow Blog, LinkedIn, X (Twitter), and/or Glassdoor. Please note: We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Upon interview scheduling, instructions for confidential accommodation requests will be administered. To join Webflow, you'll need a valid right to work authorization depending on the country of employment. If you are extended an offer, that offer may be contingent upon your successful completion of a background check, which will be conducted in accordance with applicable laws. We may obtain one or more background screening reports about you, solely for employment purposes. For information about how Webflow processes your personal information, please review Webflow's Applicant Privacy Notice .

Description Playground Games is looking for a Head of Recruitment to join our team on a permanent basis. About Us: As a first-party Xbox Game Studio, we are passionate about making genre-defining games that are accessible, beautiful, and, most of all, fun. This is a fantastic opportunity to work with an established, talented, and collaborative Recruitment team at one of the industry's most exciting first-party game development studios. About the role: As our Head of Recruitment, you will manage our Recruitment team while working closely with the Director of HR & Recruitment to create the highest quality candidate experience while maintaining hiring at pace. You'll be responsible for delivering leadership to our team of experienced Recruiters, managing Recruitment projects while also being a talent advisor to hiring managers and leaders across a range of disciplines throughout Game Development, Central Support Teams and Executive Leadership positions. This is a permanent role based at our state-of-the-art facilities in Royal Leamington Spa. We have a hybrid work model in place with a minimum of 3 days a week in studio. Relocation assistance is available if required. What you'll do: Our ideal candidate will already be in a Lead or Manager role in the Gaming or Games adjacent industry - familiar with roles and talent across the global industry and able to share clear examples of your experience in the following areas: - Leading, developing and coaching a team of high performing Recruiters, providing a structured and well organised recruitment process. Act as a talent partner with the Studio leadership teams and their hiring managers to support / assess their hiring needs and deliver against their growth plans. Create opportunities to hire high quality candidates at pace while providing a world class candidate experience - navigating challenges and problem solving ahead of time. Build recruitment strategies for the Recruitment team alongside key measurements which recognise success for the team. Responsible for driving continuous improvements to our Recruitment processes and practices. Regularly tracking and reporting on KPIs whilst improving processes based on data insights and feedback received. Own delivery of Recruitment projects with support from the team (eg: ATS updates, candidate experience reviews, website and career page ownership, delivery of recruitment training, University hiring and internships, hiring event management, relocation and visa management etc). What you'll bring: Recruitment team manager experience within the video games industry, either in-house or agency. Able to share an extensive range of candidate sourcing / headhunting methods Support efforts to develop university partnerships and build early career processes to hire high quality interns and graduates. Represent Playground Games at video game industry events, experienced and comfortable with public speaking at industry and education events. Able to authentically champion hiring strategies and processes that open diverse pipelines of talent for the studio teams. Ability to partner with external recruitment agencies, own the PSL and develop new relationships with internal and external talent partners. A passion for recruitment and video games We believe a healthy work-life balance, continuous learning, and a supportive community are key to creating world-class games. Playground Games is proud to be an equal opportunity employer, we believe that diversity and inclusion fuels creativity. We are dedicated to creating a safe, comfortable and welcoming working environment. We strive to build an inclusive culture that encourages, supports and celebrates the diverse voices of our team members. It drives our innovation and connects us closer to our players. We are committed to equity, diversity, and inclusion across age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. At Playground Games we recognise the importance of self-development, career progression, well-being and retention of our colleagues. We celebrate difference and welcome everyone to join us and to be themselves at work. If you require any reasonable adjustments to apply for this position, please contact us on [email protected]

About the Job: We are seeking a strategic and detail-oriented Senior Manager of Talent Acquisition Operations to lead and scale the systems, tools, and processes that enable our recruiting organization to thrive. This individual will partner closely with the People Operations team and cross-functional stakeholders to ensure a seamless, data-driven, and candidate-centric recruiting process. As a key player in our talent strategy, you'll optimize operational excellence and support our company's rapid growth and evolving hiring needs. Responsibilities: Operational Leadership: Own and optimize all recruiting systems, tools, and workflows (e.g., ATS, CRM, scheduling platforms) to drive efficiency, scalability, and a superior experience for candidates and hiring teams. Process Optimization: Design, implement, and continuously improve talent acquisition processes across the full recruiting lifecycle to increase speed, quality, and consistency of hiring. Data & Analytics: Build and maintain reporting dashboards and metrics to track team performance, hiring progress, and funnel conversion; provide insights and recommendations to TA leadership. Cross-Functional Partnership: Collaborate closely with People Operations, HRIS, IT, Finance, and Legal to ensure integration, compliance, and alignment across platforms and processes. Project Management: Lead and execute TA operations projects (e.g., systems migrations, vendor evaluations, compliance initiatives) from strategy to implementation. Vendor Management: Manage relationships with recruiting technology vendors and tools, including contract negotiation, renewals, and performance evaluation. Compliance & Governance: Ensure all recruiting practices are compliant with local, national, and international employment laws, as well as internal policies and audit requirements. Team Support: Act as a strategic advisor and resource for recruiters and hiring managers, supporting enablement efforts through documentation, training, and troubleshooting. Qualifications: 12+ years of experience in Talent Acquisition or HR Operations with at least 3 years in a TA Operations leadership role. Meaningful experience managing and delivering key talent and HR projects to completion. Proven success in implementing, managing and optimizing ATS platforms (e.g., Greenhouse, Lever, Workday, etc.), sourcing tools, and the suite of technical and analytical tools used by talent and HR organizations. Deep understanding of recruiting lifecycle and best practices, from workforce planning to onboarding. Subject matter expertise regarding global employment policy and practices, compliance, and employment law and how those considerations inform the work of the talent team and the company. Strong analytical and problem-solving skills with experience building dashboards and using data to influence decisions. Excellent project management skills and ability to manage multiple priorities in a fast-paced, growth-oriented environment. Proven partnership skills and ability to work cross-functionally across the team, the HR organization, Finance, Legal, and the business. Exceptional communication and stakeholder management skills. Experience working in high-growth or scaling technology companies is a strong plus. Bachelor's degree in HR, Business, or related field (or equivalent experience). Pay: Target pay ranges based on Geographic Zones* for Level M3: Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle - $ 152,000 - $210,000 ** Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $ 137,000 - $189,000 ** Zone 3: All other US locations - $1 29,000 - $178,000 ** LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location. *Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas. **Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary. About LaunchDarkly: Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations. The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by: Improving the velocity and stability of software releases, without the fear of end customer outages Delivering targeted experiences by easily personalizing features to customer cohorts Maximizing the business impact of every feature through the ability to experiment and optimize Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability At LaunchDarkly, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at *******************. Do you need a disability accommodation? Fill out this accommodations request form and someone from our People Operations team will contact you for assistance.

ROLE TITLE: Manager, Talent Acquisition Team Operations Interim SVP People APPLICATION DEADLINE: Please submit your application by Monday, January 19th, 2026, at 11:59 PM ET WHAT YOU'LL DO The Manager of Talent Acquisition Team Operations (Temporary, January-May) will provide critical short-term capacity to ensure smooth, efficient hiring and talent processes. Working approximately 20 hours per week, this role will be responsible for organizing and maintaining all search infrastructure, including creating and managing search folders, tracking materials, and ensuring hiring teams have accurate, up-to-date candidate and search process information. They will oversee key operational workflows within Monday.com and Workday, ensuring data integrity, updating candidate pipelines, and supporting hiring managers with system navigation and task completion. In addition, this team member will help manage candidate-facing coordination, including timely and professional communication, interview scheduling, and supporting hiring managers in delivering a positive candidate experience. They will partner closely with the People team and regional and centralized hiring teams to maintain consistent process quality across roles and ensure searches move forward efficiently. This role plays a meaningful operational and relational function by helping ensure there is a strong hiring experience and that Teach For America's values shine through in this work. WHAT YOU'LL BE RESPONSIBLE FOR Project Management (60%) Serve as a project manager for assigned work, with responsibilities to include: Maintaining all of the Talent Acquisition Google hiring tools - interview guides, search folders, etc. Ensuring strong management of Monday.com and Workday for our respective workflows Executing scheduling for key searches, coordinating among senior leaders and hiring managers across the enterprise Supporting in sending and gathering data from the hiring team and candidate surveys Communications (40%) Serve as the primary point of contact for candidates throughout the interview process, ensuring timely, clear, and professional communication. Schedule interviews, panel conversations, and follow-up meetings for hiring managers, adjusting quickly to shifting needs. Draft and send candidate outreach, logistics, and status updates with a consistent, inclusive tone. Communicate regularly with hiring managers on next steps, candidate movement, and process expectations. Ensure a seamless candidate experience by consistently tracking touchpoints and responding promptly to inquiries. YOUR EXPERIENCE Your areas of knowledge and expertise that matter most for this role (minimum qualifications): Bachelor's degree or equivalent work experience At least 2 years of related professional experience managing HR operations Talent Acquisition experience required Exceptionally organized and attentive to detail Exceptional relationship builder with an ability to understand the complexities of a large organization and build relationships and integration across lines of difference Strong initiative and an effective communicator Knowledge of ATS platforms, including WorkDay, GEM AI, and SparkHire Knowledge of project management tools Required: Expertise in managing operational workflows within Monday.com and Workday. COMPENSATION We anticipate the Manager of Operations will work 20 hours per week. The duration of this role is from January 2026 to May 2026. Compensation for Teach for America positions is determined based on role responsibilities. Tier A- $31.16 Tier B- $33.95 Tier C- $36.74 You can view which tier applies to where you plan to work here.

Oshi Health is revolutionizing GI care with a digital clinic model that provides easy, convenient access to an integrated and multidisciplinary care team that takes a holistic approach to diagnosing, managing and treating digestive health conditions. Oshi Health has been recognized by Modern Healthcare and Builtin as the recipient of Best Place to Work awards. This recognition highlights our dedication to creating a workplace environment that prioritizes our team, fosters inclusivity, and is committed to our mission. We take time to get to know each patient, develop a personalized, whole-person care plan that includes identification of symptom triggers and prescription of evidence-based interventions, including medications, dietary changes, and mental health support. Our care is delivered virtually through our app, via secure messaging and telehealth visits. When in-person diagnostics or procedures are needed, we take a concierge approach and coordinate access, care and follow up with local providers. For more information, visit us at: ****************** Oshi Health will never contact job candidates via text message or any other messaging platform including WhatsApp, Signal, and Telegram. All official correspondence will occur through email. We will never ask you to share bank account information, cash a check from us, or purchase software or equipment as part of your interview or hiring process. If you have concerns, please reach out to **********************, and we'll confirm whether you're engaging with one of our Oshi teammates! The Sr. Manager, Talent Acquisition plays a critical role in shaping how we attract, assess, and hire exceptional talent at Oshi Health. This role will create consistency, fairness, and quality in our hiring practices by establishing a strong talent bar, defining core competencies, and building scalable processes that enable hiring managers to assess candidates effectively. The ideal candidate brings a strategic mindset, strong operational skills, and unique ability to attract top talent to Oshi Health. What You'll Do: In partnership with leadership and People Operations, develop a clear Talent Acquisition strategy and establish a clear company-wide talent bar that aligns with our values, performance expectations, and long-term business goals. Provide insights and recommendations to influence talent strategies and hiring decisions with people leaders, including understanding core competencies needed for current and future talent needs. Design and implement a consistent, structured talent assessment process that is fair, predictive, and scalable. Develop and facilitate interview training programs for hiring managers and interviewers, including topics such as structured interviewing, behavioral questions, bias mitigation, candidate experience, and decision-making best practices. Serve as a coach and resource to leaders throughout the search process, ensuring adherence to high-quality and equitable hiring standards. Own the applicant tracking system (ATS) including workflows, templates, analytics, and user management. Support employer branding, talent marketing, and pipeline-building efforts as needed. Manage compensation benchmarking, career pathing and leveling, and provide insight and expertise on overall benefit programs to ensure market competitiveness for operational and clinical hires. Build equitable recruitment systems that reflect and reinforce our commitment to diversity, equity, inclusion, and belonging. Who You Are 5+ years of experience in Talent Acquisition, including full life cycle recruitment. Experience supporting multiple client groups including corporate, operations, and clinical teams Strong experience in recruitment operations, process optimization, and metrics-driven decision-making. Excellent interpersonal and communication skills, with the ability to collaborate with employees at all levels of the organization. Strong organizational and project management skills with the ability to manage multiple initiatives simultaneously. Expert in Applicant Tracking Systems, preferably Greenhouse Experience in a healthcare setting is highly preferred. The starting salary for this role will be based upon skills and experience. We take a geo-neutral approach to compensation, meaning we pay based on job function and level, not location. Individual compensation decisions are based on a number of factors, including experience level, skillset, and balancing internal equity relative to peers at the company. We expect the majority of candidates to fall healthily throughout the posted salary ranges based on these factors. We recognize that the person we hire may be less or more experienced than the job and title described above, in which case we will update the title and compensation accordingly and communicate that with the candidate during the process. About Oshi: We make healthcare more equitable and accessible: Mission-driven organization focused on innovative digestive care Thrive on Diversity is a core value with monthly employee discussions, activities, and more Virtual-first culture: Work from home anywhere in the US Live our core values: Do the Right Thing, Own the Outcome, Be Direct and Open, Learn and Improve, Teamwork, Thrive on Diversity We take care of our people: Competitive compensation and meaningful equity Employer-sponsored medical, dental and vision plans Access to a “Life Concierge” through Overalls, because we know life happens Tailored professional development opportunities to learn and grow We rest, recharge and re-energize: Flexible paid time off - take what you need, when you need it Paid company holidays to power down Team events, such as virtual cooking classes, games, and more Compensation Range$115,000-$135,000 USD Note: This job description serves as a general overview and may be subject to change based on organizational needs and requirements. Oshi Health is an equal opportunity employer that is committed to creating a diverse work environment. To do that, we champion a workplace where each and every person is treated with dignity and respect and is valued for their unique perspective and contributions. Oshi Health's policy is to maintain a working environment that encourages mutual respect, promotes harmonious and congenial relationships between employees, and is free from all forms of discrimination and harassment of any employee (or applicant for employment or service provider) by anyone, including supervisors, co-workers, vendors, or clients. Harassment and discrimination in any manner or form is expressly prohibited. There is no tolerance for discrimination or unequal treatment of any kind on the basis of race, color, religion, creed, gender, sex, sexual orientation, gender identity or expression, pregnancy, sexual and reproductive health decisions, national origin, age, disability, genetic information, marital status or civil partnership/union status, familial status, military or veteran status, predisposition or carrier status, domestic violence victim status, alienage or citizenship status, unemployment status, sexual violence or stalking victim status, caregiver status, or any other characteristic protected by law. This practice applies to all terms, conditions and privileges of employment including, but not limited to, recruitment, selection, promotion, demotion, transfer, layoff, rehire, termination of employment, development and training, compensation, benefits and retirement. For more information, visit us at ******************

Are you a resourceful, creative leader with ideas and energy to lead a national team of recruiting professionals to success? Reporting to the VP of Talent Acquisition you will direct execution and delivery of recruiting services for a designated business unit or units. Make a major impact on internal employees, the candidate experience, on-boarding and retention strategy as well as policies and procedures around attracting and ultimately retaining talent. Leading a team of internal and outside contract recruiters varying in size as needs demand, you will plan and coordinate effective and efficient operation of the recruiting function in alignment with various key stakeholders in order to serve internal customer's hiring and recruiting needs. Corporate wide you will be in a high profile position contributing to enterprise wide recruiting strategies and activities, including the implementation of company-wide recruitment programs and technology needs. In this data minded metrics based organization you will ensure corporate policies and procedures are in place and followed to ensure the achievement of recruiting goals and human resources objectives; collaborating with recruiting colleagues to enterprise-wide recruiting programs; and reviewing and analyzing recruiting metrics to assess effectiveness of recruiting efforts, making adjustments to recruiting levels as needed. The selected candidate will also oversee and support the diversity goals and objectives of the enterprise. Successful candidate will have Bachelor's degree and 10+ years related experience in staffing and/or human resources in a large, publicly traded company serving the IT needs of federal government and commercial clients nationally and internationally.4+ years experience recruiting and/or managing local and remote recruiters that support hiring in the cleared markets is required, requires leadership knowledge of the DoD and Intel markets. Computer proficiency in standard Microsoft Office applications is required, as is proficiency with one or more automated recruiting systems like Taleo or Workday. If you are well versed in recruiting marketing trends and have direct experience conducting executive level searches as well as a leading a fast paced team this is a GREAT opportunity for you to take your career to the next level! Working with a close knit leadership team who will mentor you and allow you to grow professionally as well make this position very unique.

Job DescriptionStand Together is a philanthropic community that helps America's boldest changemakers tackle the root causes of our country's biggest problems, from education to the economy, broken communities, and toxic division, among dozens of other pressing issues. We provide our partners with access to resources including funding, thought leadership, a network of peers, and a playbook for applying proven principles to transform lives and society. As the Talent Acquisition Operations Manager, you will play a critical role in ensuring operational excellence across all talent acquisition processes. Reporting to the Director of Talent Acquisition, you'll lead a team of recruiting coordinators, and optimize systems and workflows to drive efficiencies in the recruiting process. Beyond contribution within the Talent Acquisition (TA) team, you will partner with other operational teams, ranging from finance to marketing and communications. Your work will enable us to continuously scale and innovate our talent acquisition capability. This is an in-person role based in Arlington, VA. How You Will Contribute Coordinator Team Leadership Lead and develop a high-performing team of four recruitment coordinators, who own high-volume and complex interview coordination and contribute to a range of operational projects. Own our interview coordination process ensuring speed, consistency, accuracy, and world-class candidate experience. Systems Innovation Serve as the subject matter expert for our recruitment technology ecosystem, including Lever, GoodTime, HireVue, and job posting platforms. You'll document integrations, optimize workflows, and ensure tools work together to support a best-in-class recruiting function. Drive innovation in recruitment technology by identifying opportunities to simplify processes, integrate new tech and AI solutions, and enhance efficiency across the talent acquisition lifecycle. Own vendor relationships and technology renewals, ensuring we have the right tools and partnerships to meet evolving business needs. Operational Excellence Collaborate cross-functionally with finance, marketing, HR operations, and talent development teams to streamline processes and deliver operational excellence. Oversee agency onboarding and offboarding, ensuring compliance and smooth transitions. Manage key operational programs, including invoicing workflows and training administration for hiring managers, while proactively auditing job postings and data integrity to maintain accuracy and compliance. Talent Acquisition Data Management Elevate data and reporting capabilities by building dashboards, analyzing KPIs, and providing actionable insights that inform strategic decisions. Partner with TA Leaders and Recruiters to utilize data to address hiring challenges and devise innovative solutions. What You Will Bring 7+ years of experience in an operations-focused role in a complex and growing organization. Experience leading and supervising teams, with examples of growing and developing talent. Proficiency in leveraging, implementing, and optimizing leading technology tools. Proven experience leading change management processes for new tools and processes. A strong customer focus with examples of supporting the operational needs of partners. Proven ability to transform innovative ideas into tangible processes. Strong analytical skills to synthesize data and provide actionable insights. Ability to be nimble, flexible, and entrepreneurial. Enthusiasm to contribute to Stand Together's vision and principled approach to solving problems, and a commitment to stewarding our culture, which champions values including transformation and innovation, entrepreneurialism, humility, and respect. Standout Candidates Will Bring Experience with advanced reporting and analytics. Background in process automation or workflow optimization. What We Offer Competitive benefits: Enjoy a 6% 401(k) match with immediate vesting, flexible time off, comprehensive health and dental plans, plus wellness and mental health support through Peloton and Talkspace. A meaningful career: Join a passionate community of over 1,400 employees dedicated to improving lives and driving innovative solutions to complex social challenges. Commitment to growth: Thrive in a non-hierarchical environment that empowers employees to discover, develop and apply their unique talents. Competitive compensation: Our approach rewards the value you create through competitive salaries and bonus opportunities, allowing you to share in the success you help drive. Our Values: Working at Stand Together is different from many other organizations. Our culture is deeply rooted in Principle Based Management (PBM ), a framework guided by the principles that drive human progress, such as dignity, openness, and bottom-up empowerment. PBM empowers our employees to be entrepreneurial, to innovate, and to continually drive transformation. We believe diversity fuels creativity, broadens knowledge, and helps drive success, and that is why we're proud to be an Equal Opportunity Employer and strive to treat all employees and applicants with honesty, dignity, respect and sensitivity. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Type of Requisition: Regular Clearance Level Must Currently Possess: None Clearance Level Must Be Able to Obtain: None Public Trust/Other Required: None Job Family: Human Resources Job Qualifications: Skills: Recruiting Strategies, Sourcing Tools, Talent Acquisition Certifications: None Experience: 7 + years of related experience US Citizenship Required: No Job Description: GDIT is searching for a Senior Manager, Talent Acquisition Sourcing. Working on the Human Resources team, you'll become an integral part of how GDIT is able to support solving some of our clients' biggest challenges and help us grow the business. Sourcing is a strategic differentiator at GDIT. HOW A TALENT ACQUISITION SR SOURCING MANAGER WILL MAKE AN IMPACT: Sourcing Strategy and Execution: Develop and continuously evolve enterprise sourcing strategies that leverage emerging technologies, AI-enabled tools, and market insights to build scalable, high-quality talent pipelines. Own and optimize the organization's CRM strategy, ensuring effective segmentation, engagement campaigns, and talent community management aligned to current and future hiring needs. Evaluate, pilot, and implement new sourcing technologies and platforms, translating innovation into measurable improvements in candidate quality, speed, and diversity of pipelines. Partner with TA leadership, recruiters, and HR technology teams to understand business needs and ensure sourcing efforts align with organizational goals. And to integrate sourcing tools and CRM capabilities into end-to-end recruiting workflows. Use CRM and sourcing analytics to assess pipeline health, candidate engagement, and ROI, adjusting strategies based on data and changing business priorities. Team Leadership and Development: Lead, mentor, and manage a team of sourcing specialists, providing guidance, training, and support to enhance team performance. Establish team goals, KPIs, and performance metrics to measure effectiveness. Foster a culture of collaboration, innovation, and continuous improvement within the sourcing team. Data-Driven Decision-Making: Track, analyze, and report sourcing metrics and trends to identify areas for improvement. Leverage data to optimize sourcing processes and measure the ROI of sourcing initiatives. Stay updated on market trends, competitor insights, and emerging sourcing technologies. Stakeholder Collaboration: Act as a trusted advisor to recruiters and hiring managers, providing insights on sourcing challenges and strategies. Build strong relationships with internal stakeholders to ensure alignment on candidate quality and hiring timelines. Partner with employer branding and marketing teams to enhance the organization's visibility and attractiveness to top talent. WHAT YOU'LL NEED TO SUCCEED: Bachelor's degree in Human Resources, Business, or a related field (or in lieu of degree 11 years of related experience is required). 7+ years of experience in recruiting, with at least 2 years in a sourcing-focused role. 2+ years experience leading and developing high-performing teams. 2+ years experience in sourcing for hard-to-fill or niche roles across diverse industries. Proven track record of successfully building and managing talent pipelines. Strong understanding of sourcing tools, techniques, and technologies (e.g., LinkedIn Recruiter, Boolean search, ATS systems). Excellent communication, organizational, and project management skills. Familiarity with diversity hiring strategies and best practices. Proficiency in data analysis and reporting tools (e.g., Excel, Tableau). Proficiency in creating presentations in PowerPoint. Location: Falls Church VA, Remote, Hybrid (3 days per week) GDIT IS YOUR PLACE: ● 401K with company match ● Comprehensive health and wellness packages ● Internal mobility team dedicated to helping you own your career ● Professional growth opportunities including paid education and certifications ● Cutting-edge technology you can learn from ● Rest and recharge with paid vacation and holidays The likely salary range for this position is $142,792 - $181,700. This is not, however, a guarantee of compensation or salary. Rather, salary will be set based on experience, geographic location and possibly contractual requirements and could fall outside of this range. Scheduled Weekly Hours: 40 Travel Required: Less than 10% Telecommuting Options: Hybrid Work Location: USA VA Falls Church Additional Work Locations: Total Rewards at GDIT: Our benefits package for all US-based employees includes a variety of medical plan options, some with Health Savings Accounts, dental plan options, a vision plan, and a 401(k) plan offering the ability to contribute both pre and post-tax dollars up to the IRS annual limits and receive a company match. To encourage work/life balance, GDIT offers employees full flex work weeks where possible and a variety of paid time off plans, including vacation, sick and personal time, holidays, paid parental, military, bereavement and jury duty leave. To ensure our employees are able to protect their income, other offerings such as short and long-term disability benefits, life, accidental death and dismemberment, personal accident, critical illness and business travel and accident insurance are provided or available. We regularly review our Total Rewards package to ensure our offerings are competitive and reflect what our employees have told us they value most.We are GDIT. A global technology and professional services company that delivers consulting, technology and mission services to every major agency across the U.S. government, defense and intelligence community. Our 30,000 experts extract the power of technology to create immediate value and deliver solutions at the edge of innovation. We operate across 50 countries worldwide, offering leading capabilities in digital modernization, AI/ML, Cloud, Cyber and application development. Together with our clients, we strive to create a safer, smarter world by harnessing the power of deep expertise and advanced technology.Join our Talent Community to stay up to date on our career opportunities and events at gdit.com/tc. Equal Opportunity Employer / Individuals with Disabilities / Protected Veterans

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy

With a career at HMSHost, you really benefit! We Offer * Health, dental and vision insurance * Generous paid time off (vacation, flex or sick) * *401(k) retirement plan with company match * *Company paid life insurance * *Tuition reimbursement * Employee assistance program * Training and exciting career growth opportunities * Referral program - refer a friend and earn a bonus * Benefits may vary by position so ask your recruiter for details. Airport Location: Corporate Human Resources Advertised Compensation: $113,500.00 to $133,100.00 Purpose: The purpose of the Senior Talent Acquisition Manager is to lead the Talent Acquisition function in support of Avolta's strong employment brand and act as a key regional partner within the broader North America team. The role ensures alignment, collaboration, and consistency across tools, processes, and initiatives while serving as the subject matter expert for an assigned region and supporting Avolta's business lines as part of a global enterprise. Essential Functions: * Builds and cultivates strong relationships with field leadership, HR, and hiring managers; fosters a collaborative, transparent, and connected TA community that drives consistency, knowledge sharing, and collective problem-solving across regions and teams * Provides expertise and guidance to business unit leaders to develop TA and sourcing strategies and deploy programs; provides advice, coaching, and support on TA-related issues, hard-to-fill positions, and hourly mass hiring * Serves as a regional extension of global Talent Acquisition function, ensuring enterprise-wide TA tools, systems and initiatives are effectively deployed, adopted and maintained with Avolta's business lines; partners with peers and TA leadership to drive consistency, continuous improvement and operational excellence across all locations * Devises location-based TA strategies and supporting programs to improve high quality diverse applicant flow; supports, trains, and coaches users of the Applicant Tracking System (ATS), ensuring new ATS users are trained on system usage and optimizing the technology * Understands business objectives and applies deep TA functional knowledge to business and hiring problems * Differentiates Avolta's unique career possibilities, advantages, and rewards; leverages a consistent, compelling message that conveys the most significant motivators to prospective candidates * Manages and supports new and established location-based TA programs, policies, and processes; enhances existing programs and evaluates program effectiveness against desired goals and outcomes * Collaborates with Learning & Development team to create the necessary processes, training, tools, and resources to support and enhance field TA efforts; facilitates delivery of in-person and virtual training to large and small groups * Manages regional Recruitment Process Outsourcing (RPO) vendor resources; manages relationships with TA vendors, community-based organizations, and other candidate sourcing resources; helps manage all vendor relationships, contracts, budgets, and billing * Manages TA marketing and communications, communicates the employee value proposition through social media outreach, develops appropriate position-specific messaging to increase applicant flow, and partners with designated recruitment marketing firms when additional hiring solutions are needed * Manages partial and full-cycle recruitment of key regional positions as assigned (posting, screening, interviewing, selection, hiring, etc.) Reporting Relationship: The position reports to the Director of Talent Acquisition Minimum Qualifications, Knowledge, Skills, and Work Environment: * Education and Experience: The combination of education and professional experience must exceed 6 years: * In leadership role: Requires 3 years of experience executing talent acquisition, human resources, and management strategy * In technical role: Requires 6 years of Human Resources experience engaged in delivering talent acquisition programs * A bachelor's degree in a program related to the functional area can count for 2 of the six-year requirement * An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of the six-year requirement * In industry: 3-5 years of Hospitality, F&B and/or Retail experience * Demonstrated experience recruiting in large, multi-state, multi-unit hospitality/restaurant/retail environment with large non-exempt populations * Experience in a corporate/support office providing TA or HR support to large, broadly dispersed field operations * Specialized Training: * Training that leads to expertise with TA tools and technology, interview guides, job boards, database search techniques, LinkedIn recruiter, etc. * Training or experience that leads to in-depth knowledge of relevant state and federal employment & hiring regulations and statutes * Training or experience that leads to the ability to analyze staffing and retention barriers and to develop solutions for high-volume staffing challenges * Specialized Skillset/Competencies/Traits: * Ability to successfully manage 1-2 direct reports with a consultative approach and be able to influence and coach external recruiters, managers, and leaders * Demonstrated knowledge of best-in-class TA strategies, programs, processes, and standards * Ability to coach and influence others without a direct reporting relationship in a remote environment * Requires demonstrated business acumen and understands the implications of talent management decisions * Demonstrated history of balancing the needs of the business with the needs of the employee population and individual circumstances * Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals * Location/Travel: * This position must be located in the United States; strong preference for candidates in the West region (Mountain and Pacific time zones) with easy access to a major airport * Requires up to 25% travel Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics"). Nearest Major Market: Washington DC