Senior recruiter jobs in Los Angeles, CA

Company: Executive Search & Talent Advisory Firm Job Titles: Senior Recruiter / Talent Acquisition Associate Compensation: Base + Commission + Bonus The Company Tapio is a boutique executive search and talent advisory firm serving private equity-backed companies in the renewable energy, climate tech, and infrastructure sectors. We work with high-growth, founder-led, and investor-owned businesses to help build transformative leadership teams. Our clients are scaling fast and solving complex problems, and we bring a hands-on, research-driven approach to delivering the top 1% of executive talent across the market. The Role We're hiring a Senior Recruiter to join our team in Los Angeles. You'll be responsible for candidate delivery across executive-level searches, working closely with internal search leads and client stakeholders to identify, engage, and assess senior talent across VP to C-suite roles. This role blends sourcing expertise, candidate relationship management, and sharp market insight, all within a high-performance, collaborative environment. This is a delivery-focused position ideal for a recruiter who enjoys deep, strategic search work in the executive space. Key Responsibilities Own candidate sourcing and engagement across executive-level roles in renewables, infrastructure, and related sectors Develop and manage pipelines of qualified talent through direct outreach, referrals, and research-driven strategies Conduct structured interviews and candidate evaluations with a focus on executive presence, functional expertise, and cultural alignment Partner with internal leads to align on role mandates, search strategy, and client goals Ensure a best-in-class candidate experience through clear, thoughtful communication and timely follow-ups Contribute to reporting, calibration, and internal updates throughout the search process Stay current on industry trends, leadership moves, and emerging talent in target markets You Bring Experience recruiting for executive or senior-level roles within a search firm or recruiting agency environment Strong sourcing and candidate assessment skills, with an ability to engage passive executive talent Clear, confident communication style and comfort working with internal and external senior stakeholders Professional rigor, high attention to detail, and a focus on quality Based in Los Angeles and available to work on-site four days per week

THE ROLE & RESPONSIBILITIES TALENT DEVELOPMENT PARTNER - FIELD LEARNING REPORTS TO: SR. TALENT DEVELOPMENT SPECIALIST STATUS: NON-EXEMPT Boot Barn is where community comes first. We thrive on togetherness, collaboration, and belonging. We build each other up, listen intently, and implement out-of-the-box ideas. We celebrate new innovations, congratulate one another's achievements, and most importantly support each other. At Boot Barn, we work together to make a positive impact on the world around us, and by working collectively with encouragement, we consider ourselves “Partners.” With the values of the West guiding us, Boot Barn celebrates heritage, welcomes all, and values each unique Partner within our Boot Barn community. Our vision is to offer everyone a piece of the American spirit - one handshake at a time. Summary: The Talent Development Partner - Field Learning serves as the primary connection between Store Operations and the Talent Development team. The Talent Development Partner creates and delivers engaging learning experiences for Boot Barn Partners in the field, ensuring programs such as onboarding and Level Up support performance, growth, and consistency across all stores. This role combines content design, learning system management, and field collaboration to align development initiatives with Boot Barn's overall Talent Development vision. Essential Duties and Responsibilities Partners with Store Operations, HR, and other Store Support Center teams to identify field learning needs, align programs with business goals, and ensure effective communication and delivery. Design, update, and maintain field learning materials-including eLearning modules, presentations, videos, and Partner communication tools-using Articulate 360, Canva, PowerPoint, Vimeo, and Adobe Suite. Manage and organize digital learning assets within the Boot Barn Learning Management System (LMS), including course uploads, updates, and reporting. Track and analyze learning data using Excel; identify trends, measure engagement, and provide actionable insights to improve program quality and Partner experience. Collaborate with the Senior Talent Development Specialist to translate strategic direction into clear, field-ready learning solutions that support onboarding and foundational programs (e.g., Level Up). Participate in regional and district calls to share updates, gather Partner feedback, and represent the Talent Development function. Facilitate live and virtual training sessions as needed to reinforce key behaviors and competencies. Maintain accuracy and accessibility of all digital learning content, SOPs, and tools, ensuring consistency and clarity across the field. Support future learning technology projects or system transitions to improve delivery and Partner engagement. Demonstrates high level of quality work, attendance and appearance. Demonstrates high degree of professionalism in communication, attitude and teamwork with customers, peers and management. Adhere to all local, federal and state laws in addition to Company policies, procedures, and practices. Performs any other duties that may be assigned by management. Additional Responsibilities: Demonstrates high degree of professionalism in communication, attitude, and teamwork with customers, peers, and management. Demonstrates high level of quality work, attendance, and appearance. Adheres to all Company Policies & Procedures and Safety Regulations. Adheres to local, state, and federal laws. Performs any other duties that may be assigned by management. QUALIFICATIONS & REQUIREMENTS Qualifications Strong communication, customer service, time management and organizational skills. 2+ years of in-store retail experience, preferably in a management or leadership role, with demonstrated involvement in training, onboarding, or Partner development. Experience designing, updating, and maintaining learning content using Articulate 360, Canva, PowerPoint, and video-editing tools (Vimeo, Adobe Premiere, or similar). Experience using Learning Management Systems (World Manager or equivalent). Experience with Microsoft Office applications, including Excel (data tracking and reporting), Word, PowerPoint, and Outlook. Familiarity with AI tools (e.g., ChatGPT, Microsoft Copilot) for content creation, data insights, or communication. Understanding of instructional design and adult learning principles. Excellent communication, collaboration, and presentation abilities. Strong organizational and project management skills, with the ability to manage multiple priorities. Bachelor's degree in Human Resources, Education, Instructional Design, or related field a plus. Competencies Creativity Communication Collaboration Relationship Building Adaptability Analytical Thinking Initiative Results Orientation Boot Barn Benefits & Additional Compensation Opportunities Competitive hourly rate** Merchandise discount: 50% off of Exclusive Brands and 40% off of third-party brands. Paid Time Off plan for year-round Boot Barn Partners.** Medical, Dental, Vision and Life Insurance.** 401(k) plan with generous company matching. Flexible schedules and work/life balance. Opportunities for growth at every level - we are opening 50+ new stores each year. **For eligible Boot Barn Partners PAY RANGE: $30.00 - $33.00 *compensation varies based on geography, skills, experience, and tenure Physical Demands In general, the following physical demands are representative of those that must be met by a Partner to successfully perform the essential functions of this job. Reasonable accommodations may be made to allow differently abled individuals to perform the essential functions of the job. Standing, walking and squatting less than fifty percent of the work shift. Required to lift, move and carry up to 40 pounds. Ability to read, count and write to accurately complete all documentation and reports. Must be able to see, hear and speak in order to communicate with partners and customers. Specific vision abilities include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus. Manual dexterity required using hands to finger; handle, feel and type; reach with hands and arms. [ ] Sedentary: Limited activity, no lifting, limited walking [ X ] Light: Office work, some lifting, bending, stooping or kneeling, walking [ ] Moderate: Mostly standing, walking, bending, frequent lifting [ ] Arduous: Heavy lifting, bending, crawling, climbing Work Environment In general, the following conditions of the work environment are representative of those that a Partner encounters while performing the essential functions of this job. Reasonable accommodations may be made to allow differently abled individuals to perform the essential functions of the job within the environment. The workspace is clean, orderly, properly lighted and ventilated with the proper safety compliance. Noise levels are considered moderate. Boot Barn, Inc. reserves the right to make exceptions to modify or eliminate this document or its content. This document supersedes all previous policies, procedures or guidelines pertaining to this subject. Our core value of community bands us together in supportive and inclusive ways to drive our collective success. Boot Barn provides equal employment opportunity to all applicants and employees without regard to race, color, religion, sex, sexual orientation, age, national or ethnic origin, veteran or military status, disability, as well as any other protected status under the law. Americans with Disabilities Act (ADA) - Boot Barn will provide reasonable accommodations (such as a qualified sign language interpreter or other personal assistance) with the application process upon your request as required by applicable laws. If you have a disability and require assistance in this application process, please visit your nearest Boot Barn Store or Distribution Center or reach out to Human Resources at **************, Option 4. California Privacy Notice

About The Team At TikTok, our Product and Design teams are at the forefront of the creator economy, building the future of live interactive entertainment. This team is responsible for developing everything from interactive features and monetization tools to creator resources and safety protocols, shaping a dynamic and immersive live-streaming ecosystem. We're looking for an experienced Talent Acquisition Partner to build the world-class Product and Design teams that will define the future of TikTok. You'll develop and implement bespoke recruiting strategies aimed at attracting top-tier, diverse talent in a highly competitive market. In this role, you'll partner directly with key business leaders to drive critical hiring initiatives from the ground up. The ideal candidate is a proactive and results-oriented recruiter who thrives in a fast-paced environment, understands the nuances of hiring creative and product-focused talent, and is excited to make a significant impact on a global scale. Responsibilities: * Manage the full-cycle recruitment process for a variety of roles, from crafting job descriptions and sourcing passive candidates to interviewing, negotiating complex offers, and ensuring a seamless onboarding experience. * Partner closely with hiring managers and department leaders to understand their unique talent needs, provide expert advice on market trends, and develop tailored hiring strategies that align with ambitious business goals. * Act as a strategic partner to business leaders, using recruitment data and market insights to contribute to workforce planning, identify future talent gaps, and build a robust pipeline of talent. * Drive continuous improvements in our recruitment processes and systems, championing efficiency, scalability, and a world-class candidate experience. * Identify, attract, and close high-caliber candidates at all levels, consistently meeting and exceeding hiring targets. * Serve as an employer brand champion to empower hiring managers and interviewers to represent TikTok's culture in a meaningful way.Minimum Qualifications: * A minimum of 5 years of full-lifecycle recruitment experience. * Proven experience leading recruitment process optimizations, including policy and system improvements. * Proficiency in leveraging data, metrics, and market insights to enhance recruitment efficiency and guide strategic hiring decisions. * Bachelor's degree in Human Resources, a related field, or equivalent practical experience. Preferred Qualifications: * Experience recruiting within a fast-paced, high-growth technology, social media, or interactive entertainment/live-streaming company. * Exceptional interpersonal and communication skills, with the ability to build rapport quickly and influence stakeholders at all levels of the organization. * A results-oriented, data-driven self-starter who is resourceful, innovative, and intellectually curious. * Experience partnering with international colleagues and stakeholders across multiple time zones and cultures.

SpecialtyCare is growing our footprint and we would like you to grow with us! We are seeking a temporary Sr. Talent Acquisition Specialist in Los Angeles to join our team. Must live in the Los Angeles market. In this position, you will operate in a matrixed structure to establish effective processes for cultivating relationships with candidates, deploying talent to support customer requests, and marketing our company brand. This position requires a self-starter, seasoned talent acquisition professional who drives for results. ESSENTIAL JOB FUNCTIONS * Source, screen and attract qualified individuals for openings across the US. * Collaborate with marketing and operations partners to develop strategic and comprehensive recruitment plans in accordance with the needs and goals of the company and customers. * Leverage technology for excellent candidate relationship management to discover and sustain cold/warm leads, referrals, and other potential prospects. * Provide counsel and direction to hiring managers and operations partners. * Work with hiring managers and candidates to coordinate interviews both via phone and in-person. Coordinate related candidate travel if needed. * Maintain contact with candidates that are in process, ensuring they remain interested and engaged in the hiring process. * Partner with hiring manager in selection process to ensure the best match for their team is selected. * Build and maintain business partnerships with hiring managers and business leaders by scheduling routine meetings, discussing and evaluating recruiting strategy and providing weekly updates. * Manage the offer process from verbally extending to closing/acceptance. * Complete the offer letter and sending to candidate along with other required documentation. * Maintain regular communication with hiring managers even when they do not have active openings in their territory. * Build and maintain pipeline of potential candidates for each location and keep in contact with candidates in the pipeline. * Maintain accurate information in Taleo (ATS). * Proactively engage in discussions to identify opportunities and needs for improvement, across all areas of recruitment. * Be active on social media forums, attend career fairs, tradeshows/conferences, make cold calls, process email/text blasts, visit college campuses or universities and any other creative methods to locate qualified individuals. * Possess a strong work ethic and innate sense of follow-up and persistence in daily tasks. * Live the SpecialtyCare Values - Integrity, Care, Teamwork, and Improvement. Education: * Bachelor's degree or equivalent in related field. Experience: * Must live in the Los Angeles, CA market * Minimum of (5) five years of recruiting/sourcing experience, preferably in staffing environment. * Healthcare industry experience strongly preferred * Excellent interpersonal and customer service skills; excellent verbal and written communication skills ACKNOWLEDGEMENTS SpecialtyCare, Inc. (including its affiliates) (SC) is an EEO/AA employer and does not discriminate against any applicant because of race, color, religion, gender, national origin, age, disability, military status, or any other characteristic protected by federal, state, or local law.

Energy: Forget about blending in. That's not our style. We're the risk-takers, the trailblazers, the game-changers. We're not perfect, and we don't pretend to be. We're raw, unfiltered, and a bit unconventional. But our drive is unrivaled, just like our athletes. The power is in your hands to define what success looks like and where you want to take your career. It's not just about what we do, but about who we become along the way. We are much more than a brand here. We are a way of life, a mindset. Join us.  A day in the life: We're on the hunt for a passionate TA Partner. You don't just recruit but you're a true partner to the business. You have experience in high-volume recruiting, are highly organized, detail-oriented, and creative. You do what it takes to deliver that white glove experience to both the candidate and hiring team. You will play a key role in attracting top talent globally while contributing to programs and projects that enhance our hiring practices. The impact you'll make: Manage the full-life cycle recruiting process while delivering a high-quality candidate experience and a consultative hiring manager experience. Connect with top talent at all levels through dynamic sourcing and recruiting strategies. Build and maintain strong relationships with hiring managers and HR partners to identify hiring needs aligned with the business. Effectively communicate the recruiting process to hiring managers to ensure expectations are met and understood. Become a high-level subject matter expert for your roles. Leverage a variety of recruiting methods to network with top talent. Identify relevant recruiting projects like interview training or candidate experience. You'll see projects through from ideation to execution and measure success along the way. Extend offer and ensure pre/post offer checks are conducted. Process candidate through to on-boarding stage. Determine local and Business Unit level career fairs, open houses and recruiting events to attend and arrange representatives and/or participate directly. Develop a sourcing plan specific to each job opportunity within the designated business unit (locations throughout the country) and build bench of diverse talent with candidates sourced and ready for interviewing and presentation to functional department. Responsible for the timely and accurate processing of employee data, to include new hire paperwork, payroll change forms, etc. Creates personnel and other HR files. Files personnel documents. Perform administrative and other HR related duties as assigned. Administrative Support Responsible for the timely and accurate processing of employee data, to include new hire paperwork, payroll change forms, etc. Creates personnel and other HR files. Files personnel documents. Perform administrative and other HR related duties as assigned. Who you are: Prefer a Bachelor's Degree in the field of -- Human Resources, Business Administration, Psychology, or related field of study or equivalent work experience. 5+ years of recruiting experience. Excellent written/verbal communication skills and ability to effectively relate to others. Computer Skills Desired: Microsoft Office, Adobe Sign, HRIS Software. Additional Knowledge or Skills to be Successful in this role: Familiarity with HR databases, Applicant Tracking Systems (ATS) and Candidate Management Systems (CMS) as well as Human Resource Information Systems (HRIS) or Human Resource Management Systems (HRMS) Strong organizational skills with the ability to prioritize and multiple task in a fast-paced environment. Integrity, professionalism, discretion and ability to maintain confidentiality essential. Ability to provide exceptional client service, exhibit a sense of urgency and strong commitment to quality. Accuracy and attention to detail is absolutely critical. Monster Energy provides a competitive total compensation package. This position has an estimated salary of $105,000 - $140,000k/year. The actual pay may vary depending on your skills, qualifications, experience, and work location.

About the Company: General Matter is enriching uranium in America. Our mission is to restore our country's ability to make nuclear fuel. Our fuel will help power AI, manufacturing, and other critical industries. It will power our next generation of reactors. Ultimately, it will power our national ambitions. We were incubated by Founders Fund, like Anduril and Palantir before us, and we are backed by top tier investors. Our lean, world-class team of engineers and operators is applying a first-principles approach to solving the problem of nuclear fuel production. Our lean, world-class team of engineers and operators is applying a first-principles approach to solving the problem of nuclear fuel production. We are a mission-driven company with a culture of urgency, accountability and transparency. About the Role: As a Technical Recruiter, you'll run a full desk, encompassing a variety of duties and responsibilities focused on the sourcing, screening, interviewing, and onboarding of top talent to fill our mission-critical positions. You will often be a candidate's first encounter with General Matter, and it's your job to represent the company with professionalism, pride, and enthusiasm. While we work in collaborative teams, we expect a high degree of autonomy. You're expected to show initiative, take responsibility, and drive tasks to completion. Your day-to-day routine will shift as hiring priorities change, but here's a basic set of activities you can expect to handle daily: Partner with Client Groups: Meet regularly with your client groups to discuss headcount, new requisitions, hiring strategy, and interview feedback. You'll truly act as a partner, not merely an order-taker. Screen Candidates: Review and screen candidates who apply to our requisitions. As General Matter's brand grows, our job postings continue to attract stellar talent. Source Top Talent: Actively source candidates, as often the best candidates aren't actively looking. Recommend Candidates: Discuss screened candidates with your client groups and recommend top talent for interviews. Coordinate Candidate Experience: Guide candidates through their onsite interview process, including giving tours and coordinating schedules. Support Interviews: Attend interviews alongside your client groups to offer an additional perspective in evaluating candidates. Manage Offers: Once candidates are approved for hire, you'll initiate the offer process, including background checks, negotiating offer packages, and extending offer letters. Some days you'll have multiple candidates onsite, focusing on tours and coordinating their experience. Other days, you'll need to fill your candidate pipeline, spending the majority of your time screening and sourcing. No two days are the same here, and the pace moves fast. Ultimately, your job is to effectively attract, organize, and manage the flow of the country's most talented individuals to General Matter. Basic Qualifications: Bachelor's degree and 1+ years of recruiting experience; or associate degree and 2+ years of experience; or 3+ years of professional experience as a recruiter in lieu of a degree. Proficiency with applicant tracking systems (ATS) and candidate relationship management (CRM) tools. Preferred Skills and Experience: 2+ years of technical recruiting experience. Experience with in-house recruiting. Experience with high-volume recruiting. Full life cycle recruiting experience, from sourcing to closing. Comfort with reviewing, evaluating, and reporting on recruiting data. Ability to distinguish between the top 50% and the top 5% of talent within their respective fields. Demonstrated expertise in non-standard recruiting methods: cold calling candidates and companies, organizing and executing ad hoc networking events, identifying industry experts, creating unique targeted sourcing campaigns, etc. Comfortable interfacing directly with hiring managers. Ability to build strong relationships with both hiring managers and candidates. Ability to accurately present but not oversell candidates to client groups; influence decisions by acting as the subject matter expert on talent but avoid dictating client decisions. Ability to multi-task and operate with little direction while still being an active team member. Additional Requirements Ability to work extended hours and weekends as needed. This position is based in Los Angeles, and requires being onsite full-time - hybrid and remote work will not be considered. Compensation and Benefits: The base salary range for this role is $80,000-$150,000 annually. Compensation bands are determined by role, level, location, and alignment with market data. Individual level and base pay is determined on a case-by-case basis and may vary based on job-related skills, education, experience, technical capabilities and internal equity. Please note that the stated salary range is an estimate and may be adjusted based on market conditions, business needs, or other factors. In addition to base salary, for full-time hires, you may also be eligible for long-term incentives, in the form of stock options, and access to medical, vision & dental coverage as well as access to a 401(k) retirement plan. Equal Opportunity Employer General Matter is an Equal Opportunity Employer; employment with General Matter is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.

Radiant is an El Segundo, CA-based startup building the world's first mass-produced, portable nuclear microreactors. The company's first reactor, Kaleidos, is a 1-megawatt failsafe microreactor that can be transported anywhere power is needed and run for up to five years without the need to refuel. Portable nuclear power with rapid deploy capability can replace similar-sized diesel generators, and provide critical asset support for hospitals, data centers, remote sites, and military bases. Radiant's unique, practical approach to nuclear development utilizes modern software engineering to rapidly achieve safe, factory-built microreactors that leverage existing, well-qualified materials. Founded in 2020, Radiant is on track to test its first reactor next year at the Idaho National Laboratory, with initial customer deliveries beginning in 2028. Senior Technical Recruiter (Contract) Radiant is seeking a highly driven, enthusiastic Senior Technical Recruiter to own full cycle recruitment and scale a world class team in a startup environment. You will be responsible for the end-to-end process of recruitment - intake meetings, sourcing strategy and execution, interviews, negotiating offers, and closing. You will be a trusted strategic partner to hiring managers on closing strategies, talent trends, and best practices. You will also drive Radiant's university recruitment program to attract top students. The ideal candidate thrives in fast-paced environments, are skilled in identifying and closing the top 5% of talent in their respective fields, and take extreme ownership over their work. The ideal candidate also has experience supporting a diverse set of skillsets and roles and are is comfortable recruiting both entry level and senior talent across technical and corporate functions. You will have a big impact on Radiant's mission to build and commercialize the world's first portable zero-carbon nuclear microreactor. This role is located onsite 5 days a week in El Segundo, CA. Responsibilities and Duties: Manage full cycle recruiting process providing a best-in-class candidate experience. Act as trusted partner for hiring managers on hiring strategies, best interview practices, and closing talent. Develop and uphold consistent, structured hiring processes that assesses and attracts top talent. Own and drive university recruiting and internship programs that make Radiant the employer brand of choice for students. Drive non-traditional recruitment methods, including organizing and executing networking events, identifying industry experts, etc. Identify and address process improvements in recruitment and talent function, leaning on data to inform decisions. Attend recruiting and networking events on behalf of Radiant. Required Qualifications and Skills: Bachelor's degree from accredited university OR 5+ years of professional experience as a technical recruiter. 5+ years of full-cycle technical recruiting experience, preferably in-house. Desired Qualifications and Skills: Demonstrated success in sourcing passive niche talent skillsets. Demonstrated experience building diverse and inclusive teams. Ability to work autonomously and proactively and developing a deep understanding of job functions outside your role. Comfortable with senior leadership and hiring manager communication. Demonstrated expertise in both traditional and non-traditional recruitment methods: cold calling, networking events, targeted sourcing campaigns, etc. Adaptable and flexible to a fast-paced environment with shifting priorities. Passionate about our mission and works with innate curiosity. Total Compensation and Benefits Radiant's new hire compensation package includes base salary, substantial equity grants, and comprehensive benefits. Total compensation and level are determined through a holistic evaluation of your interview performance, experience, education, and qualifications. Benefits and Perks for Eligible Employees: Stock: Substantial incentive stock plan for all full-time employees. Medical: 100% up to base silver level plan for employee + 50% dependents, offers up to Platinum plans. One Medical: Sponsored memberships for employees and their dependents. Vision: 100% top tier plan coverage + 50% for dependents. Dental: 100% top tier plan coverage, orthodontia extra, 50% for dependents. Voluntary life, accident, hospital, critical illness, commuter and FSA/HSA are offered as employee contributed benefits. 8-weeks of paid parental leave for all parents. Additional paid pregnancy leave for CA employees. Daily catered lunch. Free snacks and drinks. Flexible PTO policy. Remote workday allocation. Company and team-bonding events, happy hours and in-person camaraderie. Beautiful El Segundo headquarters close to the Pacific Ocean. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Unfortunately, we are unable to provide visa sponsorship at this time. This position involves access to technology that is subject to U.S. export controls. Any job offer made will be contingent upon the applicant's capacity to serve in compliance with U.S. export controls.

Samson Rose has been exclusively engaged by a pioneering Robotics & AI company in Southern California to find a Talent & Performance Partner who will help shape how the organization grows, develops, and sustains a high-performance culture. This is a high-impact role where you'll have the opportunity to build from the ground up: designing programs, systems, and processes that empower employees to perform at their best, develop their careers, and stay inspired. You'll own core talent initiatives like performance management, OKRs, learning programs, and early talent pipelines, while partnering closely with leadership to drive growth and engagement across the company. The person we are looking for: 5+ years of experience in talent management, learning & development, or related roles with end-to-end ownership of performance and development programs Expertise with OKRs, performance data analysis, and scaling learning initiatives Proven success leading performance management and growth frameworks in fast-paced, high-growth environments Hands-on experience with intern or early talent programs, including design, logistics, and evaluation Strong communication, facilitation, and program management skills Proficiency in tools such as Lattice, 15Five, WorkRamp, or similar; familiarity with HRIS platforms like Gusto or Rippling a plus A proactive, resourceful mindset and a passion for building high-trust, high-performance cultures What you'll do: Design and manage performance management frameworks, including goal-setting cycles, feedback processes, and alignment with company objectives Lead OKR planning and tracking across teams, ensuring alignment with strategy and mission Partner with managers on career pathing, role development, and internal mobility strategies Build and launch learning programs and curate resources that enable continuous growth at all levels Coordinate coaching, mentorship, and team learning initiatives to foster a culture of development Lead and manage the intern program, including onboarding, mentorship, programming, and performance tracking Partner with leaders to optimize team planning, growth, and effectiveness Use data to recommend improvements and design programs that drive performance What will set you apart: Experience building leadership development programs, career pathing frameworks, or internal academies from scratch Strong facilitation skills, from running manager workshops to leading offsites Familiarity with robotics, AI, or tech startups, and enthusiasm for helping innovative teams thrive If this role is of interest to you, please apply with your current resume. We'll follow up to schedule an initial call.

Founded in 2016, VoxelCloud, Inc. is a Los Angeles-based worldwide leader in AI analysis of medical images. Backed by Sequoia and Tencent. We help healthcare providers make better/earlier diagnoses and related clinical decisions, improving outcomes for all. ************************ Job Description Are you looking for the opportunity to work with innovative, passionate people on cutting edge AI that can literally save lives? If so, we are looking for a results-driven out of the box thinker responsible for hiring company-wide. You will devise and execute on strategies and processes for generating and recruiting qualified candidates, interviewing and other evaluation of these candidates, and establishing employment agreements in partnership with internal team and [as appropriate] external partners. Job responsibilities Owns full life cycle recruiting - engaging with applicants from screening phase to offer negotiation and hiring. Partner with hiring teams, other internal stakeholders and [where appropriate] external partners to build effective job candidate sourcing, assessment, and closing strategies. Manages expectations with all these parties through a deep understanding of return on investment. Actively source qualified candidates using all prudent avenues. E.g., Employer promotion in the marketplace, personal networking and establishing strong relationships, using internet databases, social media, employee referrals, etc. Ensure positive, professional candidate experience with interviewers and others - including by coaching our team on best practices. Conduct interview debriefs and drive hiring decisions. Build and maintain network of potential candidates through pro-active market research and on-going relationship management. Articulate in writing for management a hiring plan with deliverables, timelines, budget and a formal tracking process. Qualifications 5+ years experience in a full life cycle recruiter/lead role for hiring engineering and non-engineering talent. Includes sourcing and negotiating/closing employment agreements for junior and senior level candidates. 5+ years of experience working with recruiting tools and CRM, ATS, or related applicant tracking software systems and analytics tools. Health tech industry experience required. Successful startup experience strongly preferred. Strong communication, organizational and negotiation skills. Strong analytic skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team. Bachelor's degree or equivalent experience. You are passionate, tenacious, confident, self-driven, creative and a fast learner. You are a results-driven team player committed to continuous improvement. Additional Information We Offer… An outstanding start-up culture; Transparent, collaborative work environment; Competitive compensation Excellent Medical, Dental, and Vision coverage 401k, paid Vacation and Holiday All your information will be kept confidential according to EEO guidelines.

Talent Assistants (******************************** is partnering with a banking leader with over 40 branches and 700+ employees headquartered in California (Downtown Los Angeles) to find its next Corporate Recruiter ! The Corporate Recruiter manages the full lifecycle of the staffing process for retail banking, and assigned corporate positions. This position is required to manage the search and selection process for all skill positions, and develop local and bank-wide recruiting / staffing plans, employing traditional sourcing strategies and resources as well as developing new and creative recruiting ideas. The successful candidate will be able to: Partner with assigned hiring managers to effectively build a recruiting plan to attract top talent based on forecasted headcount, turnover and changing talent needs. Partner and supports business unit leaders on talent management planning, including assessing short and long-term resource needs, identifying critical talent gaps within the department, division and/or organization, and develop strategies to address. Proactively source and identify active and passive candidates leveraging a wide variety to tools and techniques (social media, search engines and job boards) to build and maintain a quality pipeline. Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation. Review and qualify applicants based on application / resume, experience, pre-screening assessments, and or reference verification tools. As requested, participate in phone screens and interviews. Provide feedback and hiring information to all applicants to ensure a positive candidate experience regardless of selection decision. Develop and maintain activity reports highlighting search progress and disposition of all candidates. Maintain compliance, and remain current on the company's organization structure, human resources policies / procedures, and federal and state laws regarding employment practices. Prepare and compiles a variety of HR related analytical, standard and ad hoc reports or queries utilizing appropriate reporting tools, while maintaining system and data integrity. Perform other HR department functions and projects as requested Speaking, reading and writing in Korean is a plus. Ability to deliver bilingual customer service in Korean, Gujarati, Urdu, Hindi, Chinese, Vietnamese, or Spanish. Qualifications If you can say yes to these qualifications… Bachelor's degree from an accredited institution or equivalent work experience. Banking/financial services industry experience strongly preferred. Minimally 1-2 years staffing/recruiting or related HR experience. Demonstrated proficiency and expertise with personal computers in a networked environment and Microsoft applications (Outlook, Word, Excel, Access, and PowerPoint) or similar software. Knowledge of or ability to use Bank software and systems. Experience using Recruiting Systems Demonstrated written and oral communications skills to conduct informal and formal 1:1 and group meetings and make presentations. Experience at reviewing and writing job descriptions preferred. Must be analytical, detail oriented and organized. Must have high level of emotional intelligence, sharp instincts and solid judgement. Able to meet aggressive deadlines and handle multiple priorities. Must be able to explain complex ideas clearly and succinctly. Must possess superior interpersonal skills, as well as a collaborative management style to include teamwork, team building, conflict management, negotiating and problem solving skills. Must be a self-starter, who can work with minimal supervision. Must be able to provide own transportation or to operate a vehicle with a valid driver's license, and commute as required. Speaking, reading and writing in Korean is a plus. Ability to deliver bilingual customer service in Korean, Gujarati, Urdu, Hindi, Chinese, Vietnamese, or Spanish. Additional Information As part of this banks team; you will be part of a growing and stable organization that provides career path development opportunities while serving a growing and profitable market. Ready for a great career move? Let's Talk!

: Recruitment Strategy and Execution * Manage full-cycle recruitment for staff and management positions, by leading intake meetings, sourcing, screening, interviewing, and offer negotiation. * Partner with hiring managers and campus partners on recruitment and outreach strategies backed by talent intelligence and recruitment best practices. * Drive sourcing and recruiting initiatives to attract diverse and qualified talent, leveraging job boards, social media, networking, and industry events. * Attend job fairs, campus events that promote opportunities at the University, and expand the talent pipeline. * Partner with campus stakeholders to enhance employer branding and recruitment marketing efforts that promote Cal Poly Pomona as an employer of choice. * Manage the CSU confidential reference-checking process, including requesting and reviewing confidential information from other campuses and internal ELR related to Title IX, misconduct, and other sensitive matters. * Attend CSU CHRS calls for updates in CHRS and CHRS Recruiting. * Support the rollout and adoption of system implementations (e.g., CHRS and other HR technologies), ensuring successful integration into recruitment workflows and providing training and guidance to staff. * Support onboarding programs of new employees, ensuring a positive candidate experience from offer through hire. * Interpret policies and procedures in bargaining agreements, executive orders, employment state laws, CO Tech Letters, and Memorandums of Understanding to deliver correct course of action with employment related matters. * Advise on MPP policies and CBA agreements as it pertains to recruiting policies and practices. Special Projects * Serve as a back-up to the Lead, Talent Acquisition Specialist * Use reasonable judgment to resolve complex and sensitive hiring matters with Talent Acquisition team and hiring managers • Provide confidential support to the Manager, Talent Acquisition and Director, Talent Acquisition & Comp/Class. * Serve as a back up for emergency recruitment needs. * Support special projects, reporting, and ad-hoc initiatives as assigned by leadership. Executive Recruitments * Oversee executive and high-level management searches, ensuring all processes are handled with the utmost confidentiality and strict adherence to CSU and campus policies. * Consult and provide recommendations to Vice Presidents for executive recruitments. * Handle and escalate sensitive issues that may arise during executive recruitments. Process Improvement and Reporting * Support continuous improvement efforts by assessing recruitment workflows, identifying efficiencies, and recommending process enhancements to identify bottlenecks, compliance risks, or candidate experience gaps, in order to improve service delivery. * Create confidential reports regarding system-wide salaries for recommendations on recruitments. * Ensure the team is utilizing ATS and HR systems effectively and consistently. * Track and report on recruiting metrics and use data to refine practices. * Stay current on recruiting trends, employment law, and best practices to continuously improve processes. Social Media, Branding, and Outreach * Lead the creation and execution of a comprehensive social media recruitment strategy. * Collaborate with University Communications and HR leadership to develop targeted campaigns and visual assets that promote recruitment initiatives. * Monitor engagement metrics to assess the impact of digital outreach and refine strategies for continuous improvement. • Stay current on emerging trends in social recruiting, digital marketing, and employer branding. * Develop forms, templates, reports, and other visual elements that support the needs of Talent Acquisition. QUALIFICATIONS: * Bachelor's Degree - Bachelor's degree in Human Resources, Business, or a related field. * Driver License, Valid and in State Valid CA Driver's license with insurance. * Three (3) years of progressively responsible experience in a talent acquisition, recruitment, or a related human resources function. * Combination - The equivalent training Comprehensive knowledge of full-cycle recruitment practices, including sourcing, screening, interviewing, selection, and onboarding. Skilled in using digital tools and platforms to enhance sourcing, outreach, and candidate engagement (e.g., PageUp, LinkedIn Recruiter, Smartsheet). Knowledge of federal and state employment laws, regulations, and compliance requirements (e.g., EEO, OFCCP, ADA, Title IX). Knowledge of market trends, labor force dynamics, and talent acquisition best practices. Excellent organizational skills with the ability to prioritize competing demands and meet deadlines. Skills in analyzing recruitment data and translating metrics into actionable insights for operational improvement. Ability to design and execute creative recruitment strategies tailored to broad functional areas. PREFERRED QUALIFICATIONS: * Possession of recognized HR or Talent Acquisition certifications. * Experience overseeing hard-to-fill positions requiring advanced recruitment strategies and discretion. * Experience supporting talent acquisition strategies, initiatives, or programs Experience using applicant tracking systems (e.g., PageUp), labor market data tools (e.g., TalentNeuron), and enterprise HR systems (e.g., Oracle). * Experience working in higher education, public sector, or a large, decentralized organization. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU's mission is to prepare educated, responsible individuals to contribute to California's schools, economy, culture, and future. As an agency of the State of California, the CSU's business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy. Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate's conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy. CSU Classification Salary Range The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $4,687 and maximum $11,223 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website. University Driving Requirement Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver's license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy. Conflict of Interest This position is a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information, go to the Conflict of Interest policy. Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at the California Child Abuse and Neglect Reporting Act policy. Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including the Jeanne Clery Campus Safety Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona's Annual Security Report and Annual Fire Safety Report are available for viewing at Cal Poly Pomona's Annual Security Report and Cal Poly Pomona's Annual Fire Safety Report. Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at **********************. For more information, go to Employment Notices. Equal Employment Opportunity Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California's Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU's Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices. Other Notices For other important employment notices, we invite you to visit Cal Poly Pomona's Employment Notices web page. Advertised: Nov 20 2025 Pacific Standard Time Applications close: Dec 04 2025 Pacific Standard Time

This person will be responsible for supporting Jiffy's best-in-class team, as well as strategically managing our hiring pipelines to help us find the very best to join our company. On this team, you are given the opportunity to work across many teams and projects, while also helping to set the tone for Jiffy's company values and culture. As a Senior Talent Acquisition Partner, you'll play a critical role in shaping Jiffy's technical, product, marketing and ops teams by designing and executing bespoke and inclusive search strategies. You'll identify and engage top industry talent through a robust network and advanced sourcing techniques and work closely with the current Leader of Talent Acquisition to be a key partner in building and optimizing recruiting programs and operations initiatives. Key Responsibilities Full-Cycle Recruitment: Own the end-to-end recruiting process for technical roles. Develop prospects into engaged candidates, conduct screenings, present top candidates to leadership, and close offers. Sourcing Strategy: Design and execute a robust, multi-channel sourcing strategy to attract exceptional technical talent, Full stack, AI, Product, Sales, Marketing roles across multiple functions and geographies. Strong AI sourcing capabilities to leverage latest AI sourcing tools to maximize sourcing productivity. Process Optimization: Build and continuously improve a scalable, high-performing recruiting process from scratch. Candidate Experience: Deliver outstanding candidate experience at every stage of the hiring journey. Recruiting Analytics: Use data to monitor pipeline health, candidate quality, and key recruiting metrics to drive continuous improvement. Team Collaboration: Work closely with founders, engineering leads, and hiring managers to understand hiring needs, shape hiring strategies, and coach leaders on effective talent acquisition practices. Stakeholder Management: Act as a strategic partner to stakeholders and hiring teams in defining talent requirements and influencing hiring decisions. Market Trends: Stay abreast of industry trends and best practices to continually enhance end-to-end recruiting strategies across the Talent Acquisition organization. Requirements Basic Qualifications 6 -10 years of full-cycle recruiting experience, with a strong emphasis on technical roles (software engineering, AI, product engineering, etc.), Product, Sales and Marketing. 5+ years of experience hiring world-class technical talent, ideally in early-stage fast-growing startups Demonstrated experience building and executing creative sourcing strategies from scratch, with a focus on building a pipeline of diverse talent. Expertise with sourcing tools and innovative outbound methods. Data-driven approach to recruitment, with the ability to analyze pipeline metrics and refine strategies accordingly. Strong knowledge of recruitment tools, Applicant Tracking Systems (ATS), and other HR software (we currently use Ashby) Strong collaboration, planning, influencing, prioritization, and time-management skills. Excellent executive-level communication and presentation abilities. Passion for delivering exceptional candidate experience at every touchpoint. What We Would Like To See Accomplished Hiring Targets Met: All roles are filled within the target timeframes with high-quality hires who meet or exceed performance expectations. Positive Candidate Experience: Candidates consistently report a best-in-class recruitment experience, regardless of outcome. You are proactive, resourceful, and energized by the hunt, you don't HOPE that great candidates apply. You have the ability to recruit and close the 1% talent (we arent just looking for former FAANG companies employees). Strong track record of closing tier 1 talent, a 90%+ offer acceptance rate is ideal. You're not afraid to dig deep on reference calls or push back until it's a "we need this person" on the quality of the application. Experience helping teams scale from 0 → 1 at high-growth startups Why You Will Love Working At Jiffy Opportunity to grow our organization through bringing in top tier talent that will accelerate innovation in our rapidly evolving fashion, AI and image processing space. Collaborative and high growth environment, with direct impact on the company's strategic direction High visibility and influence in building cutting edge e-commerce solutions Benefits Compensation & Growth: Competitive salary, equity opportunities, and performance-based bonuses Comprehensive Benefits: Full medical, dental, and vision coverage, with a portion of premiums paid by Jiffy Retirement Planning: 401(k) Wellness Support: Annual wellness benefits to help you stay healthy and balanced Tools for Success: Choice of MacBook or PC laptop, plus equipment for your home office setup Perks & Extras: Annual credit of $200 to use on our website plus more team merch drops than you will know what to do with! Professional Development: Annual stipend to support your learning and career growth EEO Jiffy is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristics. Jiffy considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Jiffy is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures.

Two Chairs is building a new kind of mental health system based on the idea that the status quo isn't good enough. Industry-best clinician experiences, better client outcomes, groundbreaking innovation, and access to the highest quality care are how we'll raise the bar for the entire industry. With that, we're excited and honored to have been recognized as a 2025 Great Place to Work, 2025 Fortune's Best Workplaces in Healthcare, and 2024 Inc.'s Best in Business One of our company values is "Embrace Differences," and diversity, equity, inclusion, and belonging are the principles guiding how we build our business and teams. We encourage interested candidates from all backgrounds to apply even if they don't think they meet some expectations of the role. About the role This is a full-time (40 hours/week), temporary, six-month position with the possibility to transition to a standard role. We're looking for a Talent Acquisition Partner who is passionate about building mission-driven and high-performing clinical teams. As part of our Operations Team, you'll partner directly with clinical care leadership to recruit licensed nurse practitioners and psychiatrists who share our vision of creating a world where everyone has access to exceptional mental health care. You'll own the end-to-end recruiting process, including sourcing candidates, guiding them through an outstanding candidate experience, and closing. You'll play a key role in helping scale Two Chairs and launch a new service line during an exciting phase of growth. Core Areas of Responsibility Recruit with impact: Meet individual KPIs by managing full-cycle recruiting to identify, attract, and hire licensed psychiatrists and psychiatric nurse practitioners aligned with our values. Be the voice of Two Chairs: Share our unique mission, culture, and employee value proposition with prospective candidates. Partner with leaders: Collaborate with hiring managers, provide guidance on interview best practices, and support smart, equitable hiring decisions. Deliver an outstanding candidate experience: Ensure every touchpoint reflects our values and strengthens our employment brand. Drive strategy: Source creatively, re-engage past candidates, and refine processes to continuously improve hiring outcomes. Impact and Success Indicators Where you'll make an impact in the first 90 days: Clearly communicate the Two Chairs organizational culture and EVP Build strong relationships with the clinical care team and understand their hiring needs Independently navigate and utilize our recruiting platforms Hire providers aligned with our mission and business model Where you'll make an impact in the first year Consistently deliver an exceptional candidate experience. Help drive steady growth in psychiatry hiring and candidate conversion rates. Share insights and feedback to strengthen our recruiting strategies. Identify and own one to two special projects where your unique strengths can drive broader team success. Yield MoM growth in candidate conversion rate from phone screen to start. We're Looking for Someone With: 3+ years of full-cycle recruiting experience with at least 2 years recruiting for MDs, NPs, or medical professionals. Experience recruiting for psychiatric professionals preferred. High-volume recruiting experience in a fast-paced, ever-evolving environment Experience with recruiting platforms such as LinkedIn, Indeed, and Greenhouse Excellent interpersonal, communication, organization, and calendar management skills Strong business acumen and ability to analyze and interpret to inform your decisions Experience recruiting in a multi-state environment preferred. Compensation and Benefits: The salary range for this full-time, exempt role is $111,200 - $130,800. The final offer is dependent on the qualifications and experience of the candidate hired. Additional perks and benefits: Paid time off, including nine paid holidays and an additional Winter Office Closure from Christmas Day (Observed) through New Year's Day Comprehensive medical, dental, and vision coverage 401(k) Retirement savings options Annual $1,000 Productivity & Wellness Stipend to support your personal and professional goals Annual $500 subsidized company contribution to your healthcare FSA or HSA Outreach Notice to Applicants We are thrilled that you're interested in joining our team! To ensure a consistent and equitable hiring process for all candidates, we kindly ask that you refrain from reaching out to current employees regarding the role, your application, or the interview process. Our talent acquisition team is committed to carefully reviewing all applications and will reach out directly if they decide to move forward. All applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time. #LI-Remote

Team: Operations/People StudyFetch is the #1 AI-native learning platform globally, transforming how millions of students learn through personalized AI-powered education. We're growing fast with backing from top-tier investors and a mission that's redefining the future of education and ethical learning. About the Role We're looking for a highly scrappy, hands-on Talent Acquisition Partner to take full ownership of hiring across the company. This role is ideal for someone who has built recruiting processes from the ground up at early-stage startups and thrives in environments without heavy structure or extensive support systems. You'll manage the full lifecycle for technical, product, marketing, creative, operations, and business roles. You'll partner closely with leadership to understand hiring needs, source exceptional candidates, streamline our pipeline workflows, and ensure hiring managers have clarity, alignment, and momentum. You'll also lead our transition to Rippling as the central platform for talent management, including ATS setup, workflow design, and process optimization. This is a high-impact, builder-oriented role for someone who loves owning the recruiting engine end-to-end and is energized by speed, autonomy, and solving hiring challenges creatively. Key Responsibilities Own full-cycle recruiting across all functions: sourcing, screening, interviewing, and closing. Deeply understand hiring manager priorities and translate them into targeted search strategies. Build and maintain a high-velocity candidate pipeline for technical, product, marketing, creative, ops, and leadership roles. Actively source candidates across LinkedIn, niche communities, networks, and outbound channels. Guide hiring managers through each stage: alignment, screening, feedback, decision-making. Manage and optimize the entire recruiting process within Rippling, including ATS workflows, templates, requisition management, and reporting. Build foundational recruiting documentation: scorecards, interview loops, evaluation rubrics, messaging, and funnel reporting. Implement efficient scheduling, coordination, and communication workflows. Track pipeline metrics and time-to-hire, proposing improvements to process and execution. Serve as a brand ambassador for StudyFetch, ensuring every candidate experience reflects our values. Maintain strict confidentiality and professionalism across all hiring activities. What We're Looking For 3-6 years of full-cycle recruiting experience in fast-paced, high-growth startups. Proven track record of building recruiting processes independently with minimal guidance. Experience hiring across multiple functions (product, engineering, marketing, creative, operations). Ability to source proactively and creatively without relying on inbound volume. Strong operational instincts: organized, persistent, detail-oriented, and action-driven. Excellent communicator who can work closely with leadership and hiring managers. Experience implementing or managing ATS systems (Rippling a major plus). Comfortable operating with urgency and moving multiple searches forward simultaneously. High professionalism and judgment; handles confidential information with care. Thrives in an onsite, collaborative environment. What We Offer $90,000 - $130,000 Base Salary 100% employer paid Medical, Dental, and Vision Insurance 75% dependent coverage A high-growth, mission-driven team focused on transforming how students learn #LI-SF1 If you're ready to revolutionize learning, join our team!

Rangeview is on a mission to build the foundry system that reindustrializes America. We exist to break the legacy manufacturing trap by reinventing critical production for the twenty‑first century. Through advanced software, deep automation, breakthroughs in materials science, and modern financing strategies, Rangeview rewrites both the cost curve and the power structure of making metal parts. Job Summary We are looking for a strategic and hands-on Talent Acquisition Lead to join our growing team. This individual will be responsible for full-cycle recruiting with an initial focus on sourcing and hiring highly technical engineering roles, as well as critical manufacturing roles during a period of high-growth and technical hiring. The role is hands-on and execution-oriented, focused first and forecast on full-cycle sourcing and recruiting. The ideal candidate is proactive, detail-oriented, and thrives in a fast-paced startup environment. They will build and own our recruiting infrastructure, including processes, tools, and metrics, and manage our ATS platform. This is an exciting opportunity to shape the future talent strategy of a mission-driven company focused on innovating manufacturing technologies. This is the rare opportunity to join an early stage, high-growth company as its first internal recruiting resource responsible for building the recruiting infrastructure that will allow Rangeview to scale rapidly with top-tier talent. This is a high-impact role with significant growth potential into a Head of Talent position as the company scales. We are hiring for Level 4. Responsibilities Manage and execute full-cycle recruiting for technical and non-technical roles, including sourcing, screening, interviewing, and closing candidates. Partner with hiring managers to define role requirements, success profiles, and hiring plans. Build and implement scalable internal recruiting systems and processes, including sourcing strategies, interview workflows, and candidate experience improvements. Own and administer the Applicant Tracking System (ATS), including optimization, reporting, and training. Develop pipelines of passive talent using tools like LinkedIn Recruiter, job boards, events, and referrals. Drive data-informed recruiting decisions through metrics, dashboards, and reports. Maintain strong candidate experience, represent Rangeview's brand and mission to external talent and serve as an internal leader for hiring excellence. Serve as a thought partner in workforce planning and future org design. Build the foundation for a future Talent Acquisition team and help scale recruiting operations. Minimum Qualifications: 5+ years of full-cycle recruiting experience, preferably in hardware, manufacturing, or highly technical environments. Proven track record of hiring engineers, technicians, or R&D professionals in a fast-paced, high-growth company. Experience building recruiting processes and workflows from scratch. Strong knowledge of sourcing tools, Boolean searches, and ATS platforms (Greenhouse, etc.). Excellent communication, interpersonal, and organizational skills. Comfortable working independently with a self starter mentality needing minimal direction. Based in or willing to relocate to El Segundo / Greater Los Angeles area (California). Preferred Skills / Experience: Experience in an early-stage startup or scaling environment. Experience with hiring for manufacturing, aerospace, or defense companies. Prior ownership or heavy involvement with an ATS implementation or optimization. Exposure to employer branding, diversity recruiting strategies, and campus recruiting. Leadership experience or desire to grow into a people management role. Summary Pay Range Please note that the salary information shown below is a general guideline. Salaries are based on demonstrated candidate experience and qualifications, as well as market and business considerations. Level 4: $135,000-$165,000 Benefits and Perks Rangeview offers a competitive benefits package, including unlimited PTO, medical, dental, and vision insurance. Compliance Rangeview is a DDTC-registered, ITAR-compliant business. To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Rangeview is an Equal Opportunity Employer; employment with Rangeview is governed on the basis of merit and aptitude and will not be influenced in any manner by any legally protected status.

Job Description Rangeview is on a mission to build the foundry system that reindustrializes America. We exist to break the legacy manufacturing trap by reinventing critical production for the twenty‑first century. Through advanced software, deep automation, breakthroughs in materials science, and modern financing strategies, Rangeview rewrites both the cost curve and the power structure of making metal parts. Job Summary We are looking for a strategic and hands-on Talent Acquisition Lead to join our growing team. This individual will be responsible for full-cycle recruiting with an initial focus on sourcing and hiring highly technical engineering roles, as well as critical manufacturing roles during a period of high-growth and technical hiring. The role is hands-on and execution-oriented, focused first and forecast on full-cycle sourcing and recruiting. The ideal candidate is proactive, detail-oriented, and thrives in a fast-paced startup environment. They will build and own our recruiting infrastructure, including processes, tools, and metrics, and manage our ATS platform. This is an exciting opportunity to shape the future talent strategy of a mission-driven company focused on innovating manufacturing technologies. This is the rare opportunity to join an early stage, high-growth company as its first internal recruiting resource responsible for building the recruiting infrastructure that will allow Rangeview to scale rapidly with top-tier talent. This is a high-impact role with significant growth potential into a Head of Talent position as the company scales. We are hiring for Level 4. Responsibilities Manage and execute full-cycle recruiting for technical and non-technical roles, including sourcing, screening, interviewing, and closing candidates. Partner with hiring managers to define role requirements, success profiles, and hiring plans. Build and implement scalable internal recruiting systems and processes, including sourcing strategies, interview workflows, and candidate experience improvements. Own and administer the Applicant Tracking System (ATS), including optimization, reporting, and training. Develop pipelines of passive talent using tools like LinkedIn Recruiter, job boards, events, and referrals. Drive data-informed recruiting decisions through metrics, dashboards, and reports. Maintain strong candidate experience, represent Rangeview's brand and mission to external talent and serve as an internal leader for hiring excellence. Serve as a thought partner in workforce planning and future org design. Build the foundation for a future Talent Acquisition team and help scale recruiting operations. Minimum Qualifications: 5+ years of full-cycle recruiting experience, preferably in hardware, manufacturing, or highly technical environments. Proven track record of hiring engineers, technicians, or R&D professionals in a fast-paced, high-growth company. Experience building recruiting processes and workflows from scratch. Strong knowledge of sourcing tools, Boolean searches, and ATS platforms (Greenhouse, etc.). Excellent communication, interpersonal, and organizational skills. Comfortable working independently with a self starter mentality needing minimal direction. Based in or willing to relocate to El Segundo / Greater Los Angeles area (California). Preferred Skills / Experience: Experience in an early-stage startup or scaling environment. Experience with hiring for manufacturing, aerospace, or defense companies. Prior ownership or heavy involvement with an ATS implementation or optimization. Exposure to employer branding, diversity recruiting strategies, and campus recruiting. Leadership experience or desire to grow into a people management role. Summary Pay Range Please note that the salary information shown below is a general guideline. Salaries are based on demonstrated candidate experience and qualifications, as well as market and business considerations. Level 4: $135,000-$165,000 Benefits and Perks Rangeview offers a competitive benefits package, including unlimited PTO, medical, dental, and vision insurance. Compliance Rangeview is a DDTC-registered, ITAR-compliant business. To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Rangeview is an Equal Opportunity Employer; employment with Rangeview is governed on the basis of merit and aptitude and will not be influenced in any manner by any legally protected status.

We're seeking a dynamic Technical Recruiter to source, screen, interview, and onboard top talent for mission-critical positions in the aerospace industry. As the first point of contact for many candidates, you'll represent our company with professionalism, pride, and enthusiasm.Key Responsibilities: Partner with internal teams to discuss hiring needs, strategies, and feedback Screen and source candidates for various technical positions Recommend top candidates to hiring teams and coordinate interviews Conduct candidate tours and attend interviews as an additional evaluator Manage the offer process, including background checks and negotiations Daily activities may include: Meeting with client groups to discuss hiring strategies Screening applicants and sourcing passive candidates Coordinating onsite interviews and candidate experiences Building and maintaining candidate pipelines Requirements: Bachelor's degree and 1+ years of recruiting experience; or associate degree and 2+ years of experience; or 3+ years of professional recruiting experience Ability to work autonomously while collaborating effectively with teams Strong initiative and task completion skills Preferred Qualifications: 2+ years of technical recruiting experience, particularly in aerospace, electrical, or mechanical engineering Experience with in-house and high-volume recruiting Full life cycle recruiting experience Skill in non-standard recruiting methods (e.g., cold calling, networking events, targeted sourcing campaigns) Ability to interface with director and VP level technical leaders Strong relationship-building skills with hiring managers and candidates Analytical skills for evaluating recruiting data and distinguishing top talent This fast-paced role requires adaptability, multitasking abilities, and a passion for attracting the country's most talented individuals to push the boundaries of aerospace technology.

Hi, welcome to the opening paragraphs which are defined in Settings -> Job Site. We'll show this in a moment. We're looking for a Technical Recruiter to own the entire hiring lifecycle across our Engineering and Product departments. You'll partner closely with stakeholders throughout the business to understand current and future people needs, and work cross-functionally to make sure we'll be able to meet our targets. You'll be responsible for working with Recruiting Marketing to create a vast and steady pipeline of potential team members. This is a great opportunity for someone who wants to play a critical role in the continued success of our company!Requirements 5+ years of in-house technical recruiting experience for all levels of an organization, from entry-level to senior-level positions A positive, make-it-happen spirit, and the ability to thrive in a fast-paced, high-performance environment Mastery of CRM/ATS databases -- you believe in meticulous candidate notes and know that excellent database hygiene leads to accurate reporting A track record of building strong relationships and acting as a talent advisor and coach for your hiring managers and interviewers Ability to use past and current data to drive decision making and educate leaders Desire to proactively contribute to our recruiting process. You're always looking for new ways to optimize, and are open to testing new methods and tools You're a pro at sourcing, assessing, pitching, and closing a candidate, all while being their #1 advocate throughout the interview process You can articulate our vision and culture, and work to understand how it matches a candidate's career goals and values Ability to close a candidate, not because you're great at sales, but because you understand the business need, the candidate's motives, and can thoughtfully piece it together for everyone's gain Ability to nurture top candidates so when the time is right for both them and the business, we can make the right hires Passion for creating delightful and memorable candidate experiences at every touch point, we want every person who interviews here to rave about their experience Great interpersonal, written/verbal communications skills, and a sharp sense of humor Desire to mentor junior team members and help them develop their skills and careers Energy and excitement to represent us internally and externally at events hosted at the office and at conferences, career fairs, and more By submitting application information at this website, you consent to the electronic storage of your data according to the Privacy Policy described here. Lever builds modern recruiting software for teams to source, interview, and hire top talent. Our team strives to set a new bar for enterprise software with modern, well-designed, real-time apps. We participated in Y Combinator in summer 2012, and since then have raised $73 million. As the applicant tracking system of choice for Netflix, Eventbrite, ClearSlide, change.org, and thousands more leading companies, Lever means you hire the best by hiring together. Lever is an equal opportunity employer. We are committed to providing reasonable accommodations and will work with you to meet your needs. If you are a person with a disability and require assistance during the application process, please don't hesitate to reach out! We celebrate our inclusive work environment and welcome members of all backgrounds and perspectives. Learn more about our team culture and commitment to diversity and inclusion.

Company AnySignal is developing the next generation of RF products and services for some of the most demanding space and defense missions. We're building a flexible, high-performance platform that's easy to deploy, monitor, and scale - enabling customers to bring advanced radio technologies to life faster than ever before. About the RoleAs a Technical Recruiter at AnySignal, you'll be a key partner in helping us scale a world-class team of engineers, operators, and innovators. You'll own full-cycle recruiting for a range of technical and operational roles - from sourcing and engaging exceptional candidates to driving an efficient, thoughtful interview process. You'll work closely with hiring managers, technical leads, and the People team to deliver a seamless and high-quality candidate experience while ensuring we meet aggressive hiring goals in a fast-paced, high-growth environment. This is a hands-on recruiting role for someone who thrives on impact - balancing strategic partnership with day-to-day execution. Key Responsibilities Manage full-cycle recruiting for primarily technical roles, with emphasis on sourcing, pipeline management, and candidate experience. Partner with hiring managers to define role requirements, create effective sourcing strategies, and maintain structured interview processes. Source candidates through direct outreach, referrals, and creative channels; maintain strong engagement through the interview lifecycle. Utilize the Ashby ATS to manage candidate flow, ensure data integrity, and provide timely updates to stakeholders. Drive pipeline volume and throughput consistently while maintaining a high rate of success on interview pass through and offer acceptance. What Success Looks Like Consistent delivery of 3-4 hires per quarter across assigned roles. Pipeline data accuracy and clear visibility into recruiting metrics. Positive candidate experience reflected in feedback surveys. Increased sourcing volume and diversification of candidate pools. Qualifications 3-5 years of recruiting experience (preferably in high-growth tech, aerospace, or engineering-heavy environments). Demonstrated success sourcing and closing technical or hard-to-fill roles. Strong command of modern recruiting tools (LinkedIn Recruiter, Ashby, or equivalent ATS). Previous experience recruiting in ITAR or other highly regulated industries Proven ability to manage multiple requisitions in a fast-paced, scaling company. Excellent communication, follow-up, and relationship-building skills. Bonus Experience recruiting in AnySignal's core disciplines - RF engineering, embedded systems, software engineering, or aerospace hardware. AnySignal values and fosters an inclusive, accessible environment, where all employees and customers feel respected, supported and able to participate. We welcome applications from: women, Aboriginal persons, persons with disabilities, ethnic minorities, visible minorities, veterans, people who identify as LGBTQIA2S+ and others who may contribute to diversification in our environment. Should you have a need for accommodation, AnySignal will endeavor to meet your accommodation needs. At any stage of the recruitment and selection process you may make your needs for accommodation known through contacting our team, in confidence, by email to: *********************. We aim to provide equal access to all applicants with disabilities, please do not hesitate to contact us about accommodations.