Talent acquisition manager jobs in Franklin, NJ - 93 jobs

Who We Are The role of the Talent Acquisition Manager is to drive the full spectrum of the recruiting efforts and to fulfill the consulting staff people needs for the New Jersey office, including event planning and execution, candidate pipeline development, marketing and branding related activities, planning and participating in the interview process, candidate communication and relationship building, and all conversion activities. This role will work with the New Jersey Recruiting Managing Director and Partner (RMDP), New Jersey Recruiting Directors (RDs), Mid-Atlantic Regional Talent Acquisition Senior Manager, New Jersey Business Management Senior Director, recruiting directors at BCG core schools, and regional recruiting teams to lead and execute the annual recruiting pipeline across OneBCG, entry-level core business consulting (Associates and Consultants) from both campus and experienced hire pools, as well as support Experienced Hire, Digital, and Analytics recruiting efforts for the New Jersey office. This role will work with the New Jersey Partners, RDs, and Talent Acquisition team to drive the development of the overall recruiting strategy for the New Jersey office, the implementation of this strategy, and the management of day-to-day operations of the New Jersey Talent Acquisition department. To the extent that the recruiting organizational structure and processes require change to ensure that these needs are met, the Talent Acquisition Manager will suggest and implement those changes. This individual reports directly to the Mid-Atlantic Regional Talent Acquisition Senior Manager (TAM), but also works closely with the Recruiting Managing Director and Partner (RMDP), Recruiting Director (RD), and regional Talent Acquisition leadership. What You'll Do * Driving the office recruiting strategy development (jointly with TAM, RMDP, RDs) * Overseeing office-specific recruiting efforts in support of annual Consultant and Associate hiring targets: * Candidate pipeline development * Sourcing, screening, interviewing, and converting candidates from managed schools/programs, formal channels (e.g., online applications, referrals), and candidates from "alternate" / industry sources * Decision-round interviewing * Offeree conversion * Responsible for developing processes and driving change for new initiatives (e.g., short lead time recruiting, ADC recruiting, going deeper at core schools, strengthen presence at other schools) * Manage, lead, and develop the office recruiting team (currently scoped as 3 direct reports) * Ensuring diversity, equity, and inclusion strategies and principles are incorporated throughout the steps in the hiring process, from pipeline development to conversion; recommend creative and results-oriented ideas to cultivate a diverse pipeline * Managing the recruiting commitments process - e.g., select interview cadres, staff events, ensuring the right mix of consulting staff (tenure, gender, school background), making sure commitments are upheld, managing swaps process * Developing and maintaining recruiting calendar * Managing the annual budget for office recruiting and internship activities * Using the recruiting systems to generate correspondence, reports, interview and event invitations * Collecting and analyzing information and data to evaluate the effectiveness of recruiting efforts * Acting as an initial contact for candidates for the office; responding and following up with all candidate inquiries; establishing and building relationships with top priority candidates * Scheduling, planning, and executing office-specific recruiting events * Coordinating and executing 1R and DR interviews * Monitoring and screening applications * Liaising with HR for "on-boarding" of new hires (offer letters, signing bonuses, etc.) * Preparing analysis and required reports, utilizing the regional analytics team as necessary * Planning and executing welcome weekends * Ensuring communication with staff around events (confirmations, logistics, feedback from the event) * Managing summer internship programs, including coordination and execution of orientation, training, case staffing, performance evaluation, and affiliation events * Helping to lead and drive continuous improvement efforts in office recruiting; Working with other offices in the system to improve recruiting efforts * Managing short lead time recruiting efforts for the office in close coordination with the region; working with the regional Experienced Hire recruiting team and executive recruiters to fill office Project Leader, Principal, or Expert positions * Ensuring recruiting records, global database, and metrics are up to date and accurate * Understanding and enforcing company and function policies, and managing risk * Building networks and liaising with peers in other offices as well as regional recruiting to ensure alignment on all initiatives; actively participate in the Talent Acquisition Office Managers team calls, meetings, and joint work * Select specific responsibilities to deliver on above including: * Specialist training and engagement * Decision round candidate selection * Candidate coaching and feedback, relationship support * Conversion strategy and Offeree Captain coordination * Offeree weekend and summer program strategy * Conversion tracking * Special analysis / project coordination * Partner and Principal meeting, and staff meeting support * Supporting other office initiatives, such as affiliation and engagement * Leading and executing strategic projects as needed What You'll Bring Education and experience: * Bachelor's Degree or equivalent required, MBA or other graduate degree strongly preferred * 8-10 or more years of previous recruiting, HR, or other related experience. Prior professional services recruiting experience is a plus * Supervisory/management experience required * BCG experience strongly preferred * Consulting experience or exposure a plus * Experience working successfully within a complex matrix structured organization * Flexibility and some travel required, particularly around peak recruiting season and planning weeks. Attendance at key evening and weekend events required. Functional and soft skills: * Strong organizational skills with strong attention to detail, accuracy, and thoroughness * Ability to set priorities, plan workflow and take initiative * Analytical proficiency; facility with numbers * Ability to work effectively with all levels of the organization and work well under pressure * Ability to understand and manage complex reporting relationships and incorporate multiple labor laws and cultures * Strong interpersonal and communication skills, positive personal and professional image, high standards of professional behavior and ethics * Demonstrated leadership ability; works well as team player * Excellent oral and written communication skills; able to effectively persuade, influence, and negotiate * Comfortable in resolving conflict and people related issues * Ability to perform successfully in a fast-paced, intellectually intense, service- oriented environment and to interpret rules and guidelines flexibly to enhance the business and in keeping with BCG's values and culture * Display a high degree of flexibility in a demanding, fast-paced, and frequently changing environment * Balance competing priorities while keeping constant sight of overall objectives * Display strong service orientation in responding to internal and external customer needs * Recognize and maintain confidentiality * Display self-starting attitude and be proactive; work as a team player; seek and act on feedback as appropriate * Self-motivated, takes initiative, possesses creative problem-solving skills and willingness to offer suggestions for improvement; builds relationships to leverage resource Technical skills: * Exceptional PowerPoint and Excel skills; general computer and database proficiency Who You'll Work With You will report directly to the Mid-Atlantic Regional Talent Acquisition Senior Manager, but also work closely with the Business Management Senior Director, Office Leader (OL), office RMDP, office RDs, and regional Talent Acquisition teams and leadership across North America. Additional info Format: At BCG, our people and relationships are at the heart of everything we do. We believe that in-person work is essential to our culture, mentorship, and professional development. That's why we operate on a hybrid model, with the expectation that team members will be in the office 3 to 5 days per week. This role is designed for those who thrive in a dynamic, collaborative environment and is not intended for remote or virtual work. Compensation Information: Total compensation for this role includes base salary, annual discretionary performance bonus, retirement contribution, and a market leading benefits package described below. The base salary range for this role is $113,000-$139,000. This is an estimated range and specific base salaries within the range depend on factors such as office location, experience, and skill set. It is not common for new BCG employees to be hired at the high-end of the salary range. BCG regularly reviews its ranges to ensure market competitiveness. In addition to your base salary, your total compensation will include a discretionary bonus of up to 16% and a generous retirement contribution that starts at 5% and moves to 10% after 2 years. At BCG, we are committed to offering a comprehensive benefit program that includes everything our employees and their families need to be well and live life to the fullest. We pay the full cost of medical, dental, and vision coverage for employees - and their eligible family members.* That's zero dollars in premiums taken from employee paychecks. All of our plans provide best in class coverage: * Zero dollar ($0) health insurance premiums for BCG employees, spouses, and children * Low $10 (USD) copays for trips to the doctor, urgent care visits and prescriptions for generic drugs * Dental coverage, including up to $5,000 in orthodontia benefits * Vision insurance with coverage for both glasses and contact lenses annually * Reimbursement for gym memberships and other fitness activities * Fully vested retirement contributions made annually, whether you contribute or not, plus the option for employees to make personal contributions to a 401(k) plan * Paid Parental Leave and other family benefits such as elective egg freezing, surrogacy, and adoption reimbursement * Generous paid time off including 12 holidays per year, an annual office closure between Christmas and New Years, and 15 vacation days per year (earned at 1.25 days per month) * Paid sick time on an as needed basis * Employees, spouses, and children are covered at no cost. Employees share in the cost of domestic partner coverage. Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws. BCG is an E - Verify Employer. Click here for more information on E-Verify.

Job DescriptionTalent Acquisition Manager (Contract) (Pharmaceutical) Reporting to the Director Talent Acquisition, this individual will identify and attract the best candidates while ensuring a positive hiring manager/candidate experience. Proactively partner with business leaders to provide consultation on talent acquisition strategies. Develop and implement sourcing strategies to build pipelines for current and future hiring demands. Source talent via multiple talent sourcing channels to attract high quality, agile talent. Ensure that candidates that move through hiring process have a positive experience that is reflective of our culture. Partner closely with HR colleagues through the process. Produce reporting, metrics, and analytics. Strong industry knowledge in the Life Sciences and/or Biotechnology and/or Pharmaceutical and/or Medical Devices. REQUIREMENTS Bachelor's Degree 2+ years of Talent Acquisition experience in biotechnology or pharmaceutical industries. Demonstrated experience with developing and executing innovative sourcing strategies. Problem solver and ability to manage multiple priorities. Thorough knowledge of federal and state employment laws and current HR business trends and best practices. Humble and always willing to help and learn from others.

Who We Are A confidental clinical technology and services company. Who You Are Reporting to VP of Corporate Operations, the Manager or Senior Manager of Global Talent Acquisition and Management is a hands-on leader for talent acquisition and management. The role focuses on organizational realignment for global expansion and AI utilization, aligning structure, skills, and processes to deliver the company's strategic objectives. In addition, this position builds, operates, and oversees a global talent management function with regional and global HR business partners, and leads workforce planning and vendor management. The role also helps in compensation, benefits, performance management, employee relations, onboarding, policies, and compliance. What You'll Do Develop, implement, and lead organizational development, talent acquisition, talent management, and total rewards strategy with input and support from Senior Management and PEO. Serve as a trusted advisor and business partner to senior leaders, providing expert guidance on people and organizational issues and on complex, sensitive employee relations matters. Evaluate, select, and manage external recruitment partners to hire critical and senior roles in the United States and internationally. Support organizational realignment for global expansion and AI utilization. Build, operate, and oversee a global talent management model with regional and global HR business partners. Harmonize country policies, total rewards, and HR processes. Own vendor management for EOR/PEO, payroll, benefits, immigration/mobility, background checks, and recruitment partners. Negotiate MSAs and SLAs, run QBRs and scorecards, and manage performance and risk. Ensure compliance with all applicable federal, state, and local regulations and complete timely, accurate reporting to outside agencies as required. Ensure global compliance with employment, labor, tax, and data protection laws, including GDPR, cross-border data transfers, worker classification, and records retention. Architect and integrate HR systems and data flows across HRIS, payroll, and collaboration tools. Deliver reliable analytics, dashboards, and audit-ready records. Partner with the leadership team to foster a unified culture that drives high performance and strong employee engagement. Set the agenda in collaboration with senior management by understanding company culture, business goals, and strategies, and by establishing and executing initiatives that support those strategies. What You Bring Bachelor's degree required (advanced degree preferred) and 6+ years of HR experience, preferably in technology, biotech, or life sciences, including substantial experience with global talent management models, organizational development, and compensation and benefits program design. SHRM or HRCI certification preferred. Proven success in a dynamic, fast-growth, results-oriented organization. Experience supporting a distributed workforce across multiple sites and countries. Demonstrated experience scaling a company and leading change. Effective leader who inspires trust and confidence. Resourceful, and energetic self-starter. Genuine commitment to the highest standards of business and personal ethics. Possesses the business maturity and interpersonal savvy to be proactive and to establish credibility at all levels of the company. What We Offer Salary range: 170-200k commensurate on experience. Opportunity to lead and innovate in a dynamic and growing company. Collaborative and inclusive work environment. Competitive salary and benefits package. Make a significant impact on the future of clinical development through AI. #IND1

We are seeking an experienced Senior Talent Acquisition Partner to serve as a trusted advisor to business leaders and deliver high-impact recruiting solutions aligned with workforce needs. This role is ideal for a consultative recruiter who excels in full-cycle hiring, proactive sourcing, and building strong talent pipelines. What You'll Do Partner with business leaders to understand hiring needs and develop tailored recruiting approaches Lead full-cycle recruitment for professional-level roles, ensuring a positive candidate experience Build and maintain pipelines of qualified candidates for current and future hiring needs Provide expert guidance on recruiting efforts aligned with short- and long-term organizational goals Stay informed on market trends, salary benchmarks, and competitive intelligence to support hiring decisions Use recruiting data and analytics to improve hiring outcomes and efficiency Source and engage top talent using LinkedIn, Indeed, and other platforms with minimal direction Serve as a brand ambassador by promoting the organization's values and opportunities Support community engagement through university recruiting and outreach initiatives Manage an average requisition load of approximately 16 open roles Contribute to recruitment-related projects that enhance the talent acquisition function Support diversity and inclusion efforts through inclusive sourcing and hiring practices What We're Looking For 8-10 years of talent acquisition or recruitment experience Strong consultative skills and ability to partner effectively with business leaders Deep understanding of full-cycle recruiting and sourcing best practices Experience using Applicant Tracking Systems and recruiting tools Excellent communication, organizational, and relationship-building skills Ability to manage multiple priorities in a fast-paced environment Bachelor's degree in Human Resources, Business Administration, or a related field preferred Why Join Us High-impact role with strong partnership across the business Opportunity to influence hiring outcomes and workforce planning Collaborative and inclusive work environment Competitive compensation and benefits Apply today to help attract and connect top talent to meaningful opportunities.

Job DescriptionAbout Us ISMG is a global intelligence firm and media powerhouse, leading the way in cybersecurity, enterprise IT, and digital transformation. With 10+ brands, 38 digital media properties, and over 400 premier events annually-ISMG connects a network of over 2M executives, decision-makers, and innovators with the insights and opportunities they need to stay ahead. We're not just evolving-we're accelerating. By continuing to enhance our solution offerings and expand our market reach, we're entering one of the most exciting phases in our company's growth. This is the moment to join us. The Opportunity We are seeking a Talent Acquisition Manager to build world-class teams across ISMG's global business units. In this pivotal role, you'll own the end-to-end recruitment lifecycle-from strategic sourcing and candidate engagement to process management, offer negotiation, and onboarding-while shaping ISMG's hiring strategies and employer brand. In this role, you'll serve as a trusted advisor, partnering with business leaders across Sales, Marketing, Editorial, IT, Design, and more, operating in a high-visibility environment where talent acquisition is strongly valued, performance is recognized, and results are rewarded. What you can expect: A dynamic, entrepreneurial environment where innovation and creativity can thrive. High visibility and direct collaboration with executive leadership. Accelerated career growth with a defined leadership trajectory. The chance to build something meaningful-a recruiting function that scales with ISMG's rapid global growth. What You'll Be Doing Owning the end-to-end recruitment lifecycle across multiple business units, managing all aspects of candidate and process management. Developing and executing creative sourcing strategies tailored to diverse skillsets and teams (Sales, Marketing, IT/Development, Design, Editorial, Administration, etc.). Acting as a strategic talent partner to hiring managers and senior leadership-providing insights, influencing decisions, and driving alignment between hiring needs and business objectives. Championing the candidate experience, ensuring consistent communication, timely feedback, and a strong representation of ISMG's values and culture. Utilizing multiple sourcing channels including LinkedIn Recruiter, social media, job boards, networking, and events to engage both active and passive talent. Creating compelling job postings and recruitment materials that reflect ISMG's brand and tone of voice. Managing recruiting data and reporting through the applicant tracking system, ensuring accuracy and visibility into key metrics. Collaborating with leadership on long-term hiring plans, team structures, and scalable recruitment initiatives. Contributing to employer branding efforts and company culture initiatives that attract and retain top talent. Influencing the improvement and standardization of processes, playbooks, and scalable frameworks to enhance efficiency, candidate quality, and stakeholder experience. Performing additional projects as needed in support of an evolving, high-growth organization. What You Bring to the Table Bachelor's degree or higher in Human Resources, Business, or a related field (advanced credentials such as SHRM-TA Specialty a plus). 5+ years of full-cycle recruiting experience, with full ownership of candidate and process management, primarily in an in-house TA environment. (Previous agency experience is a plus.) Experience recruiting across a variety of functions and levels, with strong adaptability and business acumen. Proven success in dynamic or smaller-scale environments where priorities shift, and individuals wear multiple hats. Proficiency with Applicant Tracking Systems, LinkedIn Recruiter, and other sourcing tools. Exceptional communication and “sales” ability-capable of confidently pitching both opportunities to candidates and top talent to stakeholders. A proactive, analytical, and problem-solving mindset, with the ability to learn quickly and adjust strategies as needed. Excellent time management, organization, and prioritization skills. Familiarity with employment laws, recruitment best practices, and data-driven hiring strategies Experience supporting various people operations initiatives across HR, L&D, and/or employer branding is a major plus. ???? Why ISMG? High-growth, global organization with clear momentum and market leadership Collaborative team of innovative thinkers and creative professionals Supportive culture that values autonomy and excellence Continuous learning and professional development ???? Ready to be part of something bigger? Apply now or visit ISMG.io to learn more! ???? On-site operations Monday-Friday in Princeton, NJ or Manhattan, NY. ???? Exact compensation dependent on experience level & location.

+ The Executive Sourcing Talent Access Partner will be responsible for the delivery of high-quality executive-level candidates by utilizing strategic sourcing methodologies, business intelligence, external networks, professional organizations, social media, branding initiatives, and technology tools in support of strategic business objectives in partnership with Recruiters and Hiring managers. + Serve as a strategic Sourcer, by actively establishing a collaborative relationship with Recruiters and select business leaders by providing recommendations and talent insights using deep technical acuity, market knowledge, and a strong network + Use enterprise strategies (employer brand, etc.) and own the development of innovative digital outreach (via social, email outreach, etc.) for talent needs + Partner with Executive TA leadership to review key performance indicators that improve sourcing efficiency and overall individual and team performance + Drive a best-in-class candidate experience, cultivate long-term relationships, and build a sustainable candidate pipeline + Promote agile thinking through a fast, adaptive, and iterative sourcing approach + Use business data, technology, and other operational metrics to recommend a diverse pool of candidates to Recruiters and business leaders and "sell" the company to passive talent + As a member of our Executive TA team, you will support the identification of and outreach to external prospects for critical hiring across client globally + Be a part of a TA team that ultimately owns and drives the successful identification, attraction, and acquisition of talent in support of various talent segments + Use multiple capabilities including digital talent development, innovative technology, data, research, and analytical insights to drive the company's talent attraction strategy and directly build talent pipelines + Use enterprise strategies (employer brand, etc.) and own the development of innovative digital outreach campaigns (via social, email outreach, etc.) for talent needs + Partner with Executive TA leadership to review key performance indicators that improve sourcing efficiency and overall individual and team performance + The Executive Sourcing Specialist will be responsible for the delivery of high quality professional and executive level candidates by utilizing strategic sourcing methodologies, business intelligence, internal and external networks, professional organizations, social media, branding initiatives, and technology tools in support of strategic business objectives in partnership with Recruiters and Hiring managers within client + The incumbent accomplishes this by demonstrating the Global Leadership Profile behaviors and leveraging his/her knowledge, skills, abilities, and competencies in the talent sourcing/identification discipline + Qualifications - Internal **Responsibilities:** + Possess a global talent perspective + Strong communication skills with the ability to influence key partners across an organization + Demonstrated interpersonal skills and the ability to work competently both individually and as a team member + Experience supporting FMCG industry is a plus + The ability to speak, read and write fluently in English is required **Experience:** A minimum of five years of business/professional experience is required **Skills:** + Knowledge of ground-breaking technologies that impact the recruiting industry and their implications in the business and talent landscape + A minimum of 4 years of Executive Recruiting, Sourcing, Talent Development, or HR experience is required + Experience in creating talent pipelines for varying functions and levels through multiple channels required + Preferred background in corporate environment or in recruiting Executive level professionals in either a retained search firm, agency or corporation + Proficiency in the use of social media use (i.e., LinkedIn/job boards etc.) and software like MS Word, Outlook and Excel is required; experience with Taleo or a similar applicant tracking system and with a talent relationship management system is preferred + Knowledge of HR recruitment practices including compensation, global mobility, employment law, interviewing and sourcing strategies + Knowledge of Consumer-Packaged Goods industry + Possess excellent assessment and interviewing skills and strong command of assessment and selection methodologies, instruments and processes + Experience utilizing metrics regularly to assess and maintain performance **Education:** A minimum of a Bachelor's Degree is required **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit *********************** (*********************************** . US Tech Solutions is an Equal Opportunity Employer.All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. **Recruiter Details:** Name: **I.Prudvi kumar** Email: *********************************** Internal Id: **25-37290**

Who We Are The role of the Talent Acquisition Manager is to drive the full spectrum of the recruiting efforts and to fulfill the consulting staff people needs for the New Jersey office, including event planning and execution, candidate pipeline development, marketing and branding related activities, planning and participating in the interview process, candidate communication and relationship building, and all conversion activities. This role will work with the New Jersey Recruiting Managing Director and Partner (RMDP), New Jersey Recruiting Directors (RDs), Mid-Atlantic Regional Talent Acquisition Senior Manager, New Jersey Business Management Senior Director, recruiting directors at BCG core schools, and regional recruiting teams to lead and execute the annual recruiting pipeline across OneBCG, entry-level core business consulting (Associates and Consultants) from both campus and experienced hire pools, as well as support Experienced Hire, Digital, and Analytics recruiting efforts for the New Jersey office. This role will work with the New Jersey Partners, RDs, and Talent Acquisition team to drive the development of the overall recruiting strategy for the New Jersey office, the implementation of this strategy, and the management of day-to-day operations of the New Jersey Talent Acquisition department. To the extent that the recruiting organizational structure and processes require change to ensure that these needs are met, the Talent Acquisition Manager will suggest and implement those changes. This individual reports directly to the Mid-Atlantic Regional Talent Acquisition Senior Manager (TAM), but also works closely with the Recruiting Managing Director and Partner (RMDP), Recruiting Director (RD), and regional Talent Acquisition leadership. What You'll Do * Driving the office recruiting strategy development (jointly with TAM, RMDP, RDs) * Overseeing office-specific recruiting efforts in support of annual Consultant and Associate hiring targets: * Candidate pipeline development * Sourcing, screening, interviewing, and converting candidates from managed schools/programs, formal channels (e.g., online applications, referrals), and candidates from "alternate" / industry sources * Decision-round interviewing * Offeree conversion * Responsible for developing processes and driving change for new initiatives (e.g., short lead time recruiting, ADC recruiting, going deeper at core schools, strengthen presence at other schools) * Manage, lead, and develop the office recruiting team (currently scoped as 3 direct reports) * Ensuring diversity, equity, and inclusion strategies and principles are incorporated throughout the steps in the hiring process, from pipeline development to conversion; recommend creative and results-oriented ideas to cultivate a diverse pipeline * Managing the recruiting commitments process - e.g., select interview cadres, staff events, ensuring the right mix of consulting staff (tenure, gender, school background), making sure commitments are upheld, managing swaps process * Developing and maintaining recruiting calendar * Managing the annual budget for office recruiting and internship activities * Using the recruiting systems to generate correspondence, reports, interview and event invitations * Collecting and analyzing information and data to evaluate the effectiveness of recruiting efforts * Acting as an initial contact for candidates for the office; responding and following up with all candidate inquiries; establishing and building relationships with top priority candidates * Scheduling, planning, and executing office-specific recruiting events * Coordinating and executing 1R and DR interviews * Monitoring and screening applications * Liaising with HR for "on-boarding" of new hires (offer letters, signing bonuses, etc.) * Preparing analysis and required reports, utilizing the regional analytics team as necessary * Planning and executing welcome weekends * Ensuring communication with staff around events (confirmations, logistics, feedback from the event) * Managing summer internship programs, including coordination and execution of orientation, training, case staffing, performance evaluation, and affiliation events * Helping to lead and drive continuous improvement efforts in office recruiting; Working with other offices in the system to improve recruiting efforts * Managing short lead time recruiting efforts for the office in close coordination with the region; working with the regional Experienced Hire recruiting team and executive recruiters to fill office Project Leader, Principal, or Expert positions * Ensuring recruiting records, global database, and metrics are up to date and accurate * Understanding and enforcing company and function policies, and managing risk * Building networks and liaising with peers in other offices as well as regional recruiting to ensure alignment on all initiatives; actively participate in the Talent Acquisition Office Managers team calls, meetings, and joint work * Select specific responsibilities to deliver on above including: * Specialist training and engagement * Decision round candidate selection * Candidate coaching and feedback, relationship support * Conversion strategy and Offeree Captain coordination * Offeree weekend and summer program strategy * Conversion tracking * Special analysis / project coordination * Partner and Principal meeting, and staff meeting support * Supporting other office initiatives, such as affiliation and engagement * Leading and executing strategic projects as needed What You'll Bring Education and experience: * Bachelor's Degree or equivalent required, MBA or other graduate degree strongly preferred * 8-10 or more years of previous recruiting, HR, or other related experience. Prior professional services recruiting experience is a plus * Supervisory/management experience required * BCG experience strongly preferred * Consulting experience or exposure a plus * Experience working successfully within a complex matrix structured organization * Flexibility and some travel required, particularly around peak recruiting season and planning weeks. Attendance at key evening and weekend events required. Functional and soft skills: * Strong organizational skills with strong attention to detail, accuracy, and thoroughness * Ability to set priorities, plan workflow and take initiative * Analytical proficiency; facility with numbers * Ability to work effectively with all levels of the organization and work well under pressure * Ability to understand and manage complex reporting relationships and incorporate multiple labor laws and cultures * Strong interpersonal and communication skills, positive personal and professional image, high standards of professional behavior and ethics * Demonstrated leadership ability; works well as team player * Excellent oral and written communication skills; able to effectively persuade, influence, and negotiate * Comfortable in resolving conflict and people related issues * Ability to perform successfully in a fast-paced, intellectually intense, service- oriented environment and to interpret rules and guidelines flexibly to enhance the business and in keeping with BCG's values and culture * Display a high degree of flexibility in a demanding, fast-paced, and frequently changing environment * Balance competing priorities while keeping constant sight of overall objectives * Display strong service orientation in responding to internal and external customer needs * Recognize and maintain confidentiality * Display self-starting attitude and be proactive; work as a team player; seek and act on feedback as appropriate * Self-motivated, takes initiative, possesses creative problem-solving skills and willingness to offer suggestions for improvement; builds relationships to leverage resource Technical skills: * Exceptional PowerPoint and Excel skills; general computer and database proficiency Who You'll Work With You will report directly to the Mid-Atlantic Regional Talent Acquisition Senior Manager, but also work closely with the Business Management Senior Director, Office Leader (OL), office RMDP, office RDs, and regional Talent Acquisition teams and leadership across North America. Additional info Format: At BCG, our people and relationships are at the heart of everything we do. We believe that in-person work is essential to our culture, mentorship, and professional development. That's why we operate on a hybrid model, with the expectation that team members will be in the office 3 to 5 days per week. This role is designed for those who thrive in a dynamic, collaborative environment and is not intended for remote or virtual work. Compensation Information: Total compensation for this role includes base salary, annual discretionary performance bonus, retirement contribution, and a market leading benefits package described below. The base salary range for this role is $113,000-$139,000. This is an estimated range and specific base salaries within the range depend on factors such as office location, experience, and skill set. It is not common for new BCG employees to be hired at the high-end of the salary range. BCG regularly reviews its ranges to ensure market competitiveness. In addition to your base salary, your total compensation will include a discretionary bonus of up to 16% and a generous retirement contribution that starts at 5% and moves to 10% after 2 years. At BCG, we are committed to offering a comprehensive benefit program that includes everything our employees and their families need to be well and live life to the fullest. We pay the full cost of medical, dental, and vision coverage for employees - and their eligible family members.* That's zero dollars in premiums taken from employee paychecks. All of our plans provide best in class coverage: * Zero dollar ($0) health insurance premiums for BCG employees, spouses, and children * Low $10 (USD) copays for trips to the doctor, urgent care visits and prescriptions for generic drugs * Dental coverage, including up to $5,000 in orthodontia benefits * Vision insurance with coverage for both glasses and contact lenses annually * Reimbursement for gym memberships and other fitness activities * Fully vested retirement contributions made annually, whether you contribute or not, plus the option for employees to make personal contributions to a 401(k) plan * Paid Parental Leave and other family benefits such as elective egg freezing, surrogacy, and adoption reimbursement * Generous paid time off including 12 holidays per year, an annual office closure between Christmas and New Years, and 15 vacation days per year (earned at 1.25 days per month) * Paid sick time on an as needed basis * Employees, spouses, and children are covered at no cost. Employees share in the cost of domestic partner coverage. Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws. BCG is an E - Verify Employer. Click here for more information on E-Verify.

Talent Acquisition Partner Salary Range: $70,000 - $100,000 + commission structure Pharmaron is a global CRO (Contract Research Organization) helping pharma and biotech companies bring new therapies to life. With over 21,000 employees worldwide across 23 locations in the US, UK and China, we support drug discovery through to manufacturing with fully integrated, high-quality services. We're proud of the impact we make and just last year, we supported over 780 discovery projects, 1,000+ CMC programmes, and 1,000+ clinical trials across all phases. Our teams are involved in everything from small molecules, ADC's, biologics, and gene therapies and we work with more than 3,000 global customers. To learn more, visit ****************** Job Overview: We are seeking a Talent Acquisition Partner to serve as a strategic advisor to hiring leaders across scientific, technical, and corporate functions within our U.S. organization. This role offers true end-to-end ownership of recruitment and the opportunity to influence hiring strategy, process improvements, and candidate experience in a fast-growing global CRO environment. You will partner closely with hiring managers and HR colleagues, provide market insights and compensation guidance, lead offer negotiations, and ensure a seamless and high-quality experience for candidates from first conversation through onboarding. This is an ideal role for a proactive, data-driven recruiter who enjoys autonomy, collaboration, and impact. ROLES & RESPONSIBILITIES Own the recruitment process from requisition intake through offer acceptance and onboarding Act as a trusted recruitment partner to hiring managers, supporting current and future workforce needs Consult with leaders on role scoping, market trends, and hiring strategies Provide guidance on compensation recommendations and lead offer negotiations Actively source and engage top talent using LinkedIn Recruiter and other sourcing tools Conduct structured interviews and partner with hiring teams to drive timely, informed hiring decisions Track and report key recruiting metrics such as time-to-fill and time-to-hire Identify opportunities to improve recruitment processes, systems, and automation Contribute to continuous improvement initiatives across talent acquisition and onboarding Promote Pharmaron as an employer of choice within the life sciences community QUALIFICATION & EXPERIENCE Bachelor's degree in human resources, Business, or a related field, or equivalent experience Minimum of 7 years of recruitment experience, including at least 3 years as an internal recruiter Proven experience recruiting scientific and technical talent within pharmaceutical, biotechnology, or life sciences environments Hands-on experience with sourcing, interviewing, and offer negotiation Experience working in fast-paced, high-volume or high-complexity hiring environments Experience improving recruitment processes and systems; graduate recruitment experience is a plus KNOWLEDGE & SKILLS Strong understanding of full-cycle recruitment best practices Advanced experience with LinkedIn Recruiter and applicant tracking systems Ability to effectively communicate with and understand scientific and technical stakeholders Strong relationship-building and consultative skills Data-driven mindset with the ability to use metrics to influence decisions Excellent written, verbal, and presentation skills Strong attention to detail and organizational skills Proven negotiation and stakeholder management abilities Why Pharmaron? Pharmaron is a premier service provider for the life sciences industry. Founded in 2004, Pharmaron has invested in its people and facilities and established a broad spectrum of research, development, and manufacturing service capabilities throughout the entire drug discovery, preclinical, and clinical development process across multiple therapeutic modalities, including small molecules, biologics, and CGT products. With over 21,000 employees and operations in the U.S., the U.K. and China. Pharmaron has an excellent track record in delivering R&D solutions to its partners in North America, Europe, Japan, and China. Collaborative Culture: You will thrive in our inclusive and collaborative environment, where teamwork and innovation go hand in hand. Here, your voice matters, and your contributions make a real impact. "Employees Number One" and "Clients Centered" are the core cultural values at Pharmaron. Our culture, which sets Pharmaron apart from other organizations, has evolved from our deep commitment to our employees, partners, and collaborators. Benefits: As part of our commitment to your well-being, we offer a comprehensive benefits package: Insurance including Medical, Dental & Vision with significant employer contributions Employer-funded Health Reimbursement Account Healthcare & Dependent Care Flexible Spending Accounts 100% Employer-paid Employee Life and AD&D Insurance, Short- and Long-Term Disability Insurance 401k plan with generous employer match Access to an Employee Assistance Program How to Apply: Ready to seize this incredible opportunity? Join us at Pharmaron and be part of a dynamic team driving innovation and excellence in biopharmaceutical research and development. Apply online today! As an Equal Employment Opportunity and Affirmative Action employer, Pharmaron values diversity and inclusion in the workplace, fostering an environment where all individuals are empowered to succeed. Join us in our mission to make a difference in the world of life sciences. #LI-MC1

MetTel is a global communications solutions provider with the most complete suite of fully managed services that focus on secure connectivity, and network and mobility services. We simplify communications and networking for business and government agencies. Our customers include many of the Fortune 500, and Gartner recognizes us as an industry leader. We have the broadest portfolio of technology and integrated partnerships, as well as our private network, which we use to create tailored solutions design, deployment, and ongoing management, driving cost savings, efficiency, innovation, and the ability to focus on core objectives. We believe that each team member is a key to the success and sustainability of the group. In order to achieve this, we offer an environment where all professionals can grow and develop their skills and competencies, collaborate with diverse professionals, share knowledge and enjoy a rewarding career. We are seeking a dynamic and strategic Talent Acquisition Partner to join our team and play a pivotal role by strategically identifying, attracting, and hiring top talent. As a key member of the HR and Talent Acquisition team, you will collaborate with hiring managers and department leaders to understand workforce needs, manage full-cycle recruitment, and contribute to employer branding (EVP) and talent pipeline strategies. ROLE AND RESPONSIBILITIES: Partner with business leaders and hiring managers to define hiring needs and develop effective recruitment strategies. Manage full-cycle recruitment including sourcing, screening, interviewing, selection, and offer negotiation. Support hiring managers in the development of job descriptions and recruitment strategies. Collaborate closely with hiring manager to define role requirements and ideal candidate profiles. Build and maintain a strong pipeline of qualified candidates through proactive sourcing methods (LinkedIn, job boards, referrals, networking, etc.). Conduct initial candidate screenings to assess qualifications, cultural fit, and alignment with company values. Provide a positive candidate experience throughout the recruitment process. Collaborate with HR and hiring teams to continuously improve hiring processes, tools, and systems. Maintain accurate and up-to-date information in the applicant tracking system (ATS). Analyze hiring metrics and prepare reports on recruiting KPIs (time-to-fill, quality-of-hire, source of hire, etc.). Support employer branding initiatives, including social media campaigns, career fairs, and outreach programs. Ensure compliance with all legal and organizational hiring policies and practices. DESIRED QUALIFICATIONS: Required: Bachelor's degree in Human Resources, Business, or related field (or equivalent work experience). 7+ years of experience in full-cycle recruitment, preferably in a fast-paced or high-growth environment. Interviewing, Recruitment, Sourcing, or Talent Acquisition certifications preferred. Demonstrable experience supporting Senior Executives with a consultative approach. Excellent writing skills and attention to detail. Proven track record of quality of hire. Strong understanding of sourcing techniques, talent acquisition KPIs, and utilization of recruitment tools/platforms (e.g., LinkedIn Recruiter, ATS). Excellent interpersonal and communication skills. Ability to manage multiple complex searches simultaneously with a high level of organization. Proven ability to build trusted relationships with stakeholders at all levels. Adaptability and agility in working with dynamic growing companies. Preferred: Experience recruiting for [industry-specific roles - e.g., tech, healthcare, manufacturing, etc.]. Knowledge of employment law and hiring compliance. Experience with data-driven recruitment and recruitment marketing. Experience with internal corporate recruitment/Talent Acquisition processes and standards. *The salary range reflected is a good faith estimate of base pay for the primary location of the position. Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay for this position is eligible for a total rewards package of $115,000-$125,000 annually. Pay varies by work location and may also depend on job -related knowledge, skills, experience and abilities of the successful candidate. Your recruiter can share more about the specific salary range for the job location during the hiring process. Keywords: TA, Talent Acquisition, TABP, Recruiter, Recruitment, Sourcing, Senior Talent Acquisition Specialist, AIRS, DDI, CIR, SHRM_CP, SPHR, Korn Ferry, Lominger, HCI, LinkedIn, CSMR, CTR, Talent Acquisition Jobs Near Me, #SeniorRecruiter, #TA, #Talent Acquisition, #AIRS, #CIR, #KornFerry, #Lominger, #HCI, #LinkedInRecruiter. #CTR, #SeniorTalentAcquisitionSpecialist, Indeed, Google, #Indeed, #Google, #LinkedIN, #HumanResources, #GlobalTalentAcquisition, #LinkedInCertifiedRecruiter, MetTel, RecruitmentJobsInNJ, Recruitment Jobs In NJ, Robert Half, Adecco, Monster, Careerbuilder, Bamboo, Greenhouse, Human Resources, Talent Acquisition Manager, #RobertHalf, #Adecco, #Monster, #Careerbuilder, #Bamboo, #Greenhouse, #HumanResources, #TalentAcquisitionManager, #KellyServices, #CorporateRecruiter, #CorporateRecruiter, #SmartRecruiter, #ADP MetTel is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, religion or belief, sex, age, national origin, citizenship status, marital status, military/veteran status, genetic information, sexual orientation, gender identity, physical or mental disability or any other characteristic protected by applicable laws. To learn more about our company visit us at **************

MCG is the premier retail service organization that partners with both manufacturers and retailers to increase sales at store level. We provide in store services to department stores, mass merchants and stand alone retailers throughout the United States and Puerto Rico. At MCG, we identify your interests and talents and match these within our specialized service teams. Job Description The Talent Acquisition Manager is responsible for sourcing, attracting, and recruiting part-time employees for MCG. This is done through online recruiting campaigns, report analysis, job post optimization, and through recruitment strategy. Responsibilities: • Responsible for managing online recruitment campaigns such as Google AdWords and Facebook Ads. • Use a variety of methods to attract passive candidates. This includes Boolean searches, cold calling, and referrals. • Leverage social media to attract a pipeline of passive candidates. • Provide ongoing reports to management on recruiting campaigns, results, and other key metrics. • Partner with hiring managers to identify future talent needs. • Update and refine recruitment policies and procedures. • ATS system administration including users, workflows, reports, and interface changes. • Guide employees through technical issues via troubleshooting and/or training. • Project management including survey review. Qualifications Qualifications: • Strong analytical and report writing skills. • Advanced computer skills. • Operate at an advanced level with the Office Suite: Outlook, Excel, and Word. • Great follow-thru and time management skills; must be a self-starter. • Bachelor's Degree. • Must submit and pass criminal background check. • Familiarity with Google AdWords, Google Analytics, and Facebook Campaigns. • Preferred ATS and high volume staffing/recruiting experience Additional Information APPLY TODAY AT: Please visit our website to complete our online application. *********************** Enter Keywords/Job ID: 2016-4126 With MCG you can expect great pay, incentives, and advancement opportunities.

**Position Overview:** The Director of Talent Acquisition will lead and oversee the Talent Acquisition function which includes a team of Talent Acquisition Business Partners, Talent Acquisition Operations, and external vendor support. This role requires the incumbent to have strong vendor management skills, organizational expertise, and the ability to drive strategic talent initiatives aligned with business objectives. **Key Responsibilities:** + **Leadership and Strategy:** + Develop and implement comprehensive talent acquisition strategies that align with the organization's business goals, partnering closely with the business and departments across People & Business Services. + Providestrategic guidance across affiliates, understanding the diverse markets and recruitment strategies to attract top candidates. + Lead, mentor, and develop a team of Talent Acquisition Business Partners and TA Operations. + **Vendor Management:** + Oversee the performance and relationship with the external RPO vendor, ensuring alignment with organizational standards and goals. + Negotiate contracts and service level agreements with external vendors tooptimizerecruitment processes and outcomes. + **Stakeholder Engagement:** + Collaborate withbusinessleadership, PBS COEs, and the HRBP teamto understand workforce needs and develop proactive talent acquisition plans. + Build and foster trusted partnerships and be recognized as the strategic leader for the attraction of talent at Otsuka. + Serve as a strategic advisor to business leaders on talent acquisition trends and best practices. + **Process Optimization:** + Identifyopportunities for process improvements and implement best practices across the talent acquisition function. + Enable high-quality execution on all talent acquisition processes and programs, creating a positive experience for the business and candidates. + Leverage technology and data analytics to enhance recruitment efficiency and effectiveness. + **Inclusion & Belonging** **:** + Lead efforts to integrateinclusion and belonginginto the talent acquisition strategy. **Qualifications:** + Bachelor's degree in Human Resources, Business Administration, or related field. + Minimum of 10 years of experience in talent acquisition, with at least 5 years in a leadership role. + Proven experience in managing external vendors and RPO relationships. + Strong strategic acumen and ability to align talent strategies with businessobjectives. + Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels. + Experience in the pharmaceutical or biotechnology industry is preferred. **Competencies** **Accountability for Results -** Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. **Strategic Thinking & Problem Solving -** Make decisions considering the long-term impact to customers, patients, employees, and the business. **Patient & Customer Centricity -** Maintain an ongoing focus on the needs of our customers and/or key stakeholders. **Impactful Communication -** Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. **Respectful Collaboration -** Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. **Empowered Development -** Play an active role in professional development as a business imperative. Minimum $169,222.00 - Maximum $253,000.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate's job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accordance with states and local laws. **Application Deadline** : This will be posted for a minimum of 5 business days. **Company benefits:** Comprehensive medical, dental, vision, prescription drug coverage, company provided basic life, accidental death & dismemberment, short-term and long-term disability insurance, tuition reimbursement, student loan assistance, a generous 401(k) match, flexible time off, paid holidays, and paid leave programs as well as other company provided benefits. Come discover more about Otsuka and our benefit offerings; ********************************************* . **Disclaimer:** This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability. You can request reasonable accommodations by contacting Accommodation Request (EEAccommodations@otsuka-us.com) . **Statement Regarding Job Recruiting Fraud Scams** At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives. They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf. Please understand, Otsuka will **never** ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment. Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters. To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website ******************************************************* . Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: ************. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: ******************* , or your local authorities. Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., and Otsuka Precision Health, Inc. ("Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

Eikon Therapeutics is a new biopharmaceutical company employing revolutionary technology at the intersection of chemistry, engineering, computation, and biology to discover novel treatments for life-threatening diseases. Eikon's discovery platform is built on groundbreaking innovations from its founders (Nobel Prize, 2014), culminating in the creation of microscopes which enable real time, molecular-resolution measurements of protein movement in living cells, thereby unlocking otherwise intractable classes of proteins as drug targets. Join our G&A (Legal, Finance, HR, IT, IS) Talent Community Are you passionate about enabling scientific and clinical innovation through strong business, legal, and operational foundations - but don't see an open role that matches your background today? We'd still love to connect with you. By joining our G&A Talent Community, you'll have the opportunity to: Share your background in legal, finance, HR, IT, or IS with our Talent Acquisition team. Be considered for future opportunities that support our people, systems, and operations. Stay connected and informed about our Eikon's growth and progress. If you're excited about contributing your expertise to help scale and strengthen a growing biopharma company, we encourage you to join our community so we can reach out when the right role opens. Eikon is proud to be an equal opportunity employer and will consider all qualified applicants for employment. We are currently not accepting any new third-party agencies or firms at this time. Please do not forward unsolicited agency resumes to our website, employees or Human Resources. Eikon Therapeutics will not pay fees to any third-party agency or firm associated with unsolicited resumes.

Spark Car Wash is a high growth, institutionally backed express exterior car wash company serving the Northeast and headquartered in Summit, NJ. Our mission is to become the premier car wash brand in the market by delivering consistent excellence to our customers and creating an enriching environment for our employees. Spark is actively launching multiple best-in-class locations and has a long-term vision of becoming the largest operator in the region. Position Summary As Spark continues to expand, we are adding a Talent Acquisition Partner to our Corporate team, reporting directly to the VP of Human Resources. This role offers an exceptional opportunity for career development within a dynamic, fast-growing organization. The ideal candidate thrives in a fast-paced environment and brings strong expertise in recruiting, workforce planning, interviewing, and talent strategy. This experienced person with an entrepreneurial mindset will thrive in this is a high-impact role. One who is eager to "raise the bar," contribute new ideas, and influence the growth of a rapidly scaling company. Key Responsibilities Recruiting Strategy & Continuous Improvement * Identify opportunities to optimize the full recruiting lifecycle, implementing best practices, technology enhancements, and process improvements that elevate efficiency, quality of hire, and scalability. * Partner with HR leadership to design and refine recruiting frameworks that support rapid expansion and high-volume hiring needs. * Develop innovative sourcing and talent attraction strategies to proactively build diverse and qualified candidate pipelines. * Use data, metrics, and labor market insights to evaluate performance, recommend improvements, and drive accountability for key metrics including time-to-fill, cost-per-hire, and turnover reduction. Workforce Planning & Requisition Governance * Review and validate hiring requests to ensure alignment with approved headcount, budget guidelines, and organizational staffing plans. * Conduct structured intake meetings with hiring managers to clarify role requirements, competencies, success profiles, and recruiting strategy. * Own requisition management within the recruiting platform, including posting, workflow configuration, pipeline maintenance, and consistent movement of candidates through the process. Candidate Sourcing, Screening & Selection * Execute proactive sourcing strategies for hard-to-fill roles, specialized positions, and corporate openings using multiple tools, channels, and partnerships. * Conduct phone screens and preliminary interviews to evaluate qualifications, competencies, and cultural alignment. * Create structured, competency-based interview guides that support fair, consistent, and high-quality hiring decisions. * Ensure all candidates receive a positive, high-touch experience that reflects Spark's brand and service-oriented culture. Interview Coordination & Process Management * Coordinate interview scheduling between candidates and hiring leaders to accelerate the process while preserving quality and experience. * Maintain transparent, timely communication with hiring teams and candidates regarding timelines, expectations, and next steps. * Support hiring events and large-scale recruiting initiatives-especially new store openings-through on-site interviews, event coordination, and candidate engagement efforts. Offer Management, Pre-boarding & Compliance * Prepare and deliver accurate offer letters aligned with compensation guidelines and employment classifications. * Guide new hires through onboarding documentation and ensure a smooth transition from offer acceptance to start date. * Implement and manage the full background check process, partnering with vendors and internal stakeholders to ensure compliance and timely completion. Employer Brand Development * Strengthen and evolve Spark's employer brand through storytelling, targeted campaigns, and high-quality recruitment materials. * Lead new initiatives to increase brand visibility and talent attraction in competitive labor markets. Training, Partnerships & Cross-Functional Collaboration * Deliver and support recruiting and interview training for hiring managers, including new General Managers, to uphold best practices. * Collaborate closely with HR partners to execute a comprehensive talent strategy. * Partner with Operations, Marketing, and Leadership teams to ensure staffing plans meet business needs, support store openings, and sustain long-term workforce goals. * Travel to new store locations as needed to support hiring events, interviews, and talent-related initiatives.

Job DescriptionDescriptionRed Clover is a New Jersey-based outsourced strategic Human Resources firm managing the recruitment process on behalf of a client.The Talent Acquisition Partner is responsible for aligning recruiting strategy with business and delivery priorities and owning end-to-end execution once roles are approved. Partnering closely with HR and Delivery Leadership, this role supports technical hiring across multiple practice areas, balancing steady pipeline building for evergreen positions with shifting staffing demands. This role has a strong focus on highly specialized Product Lifecycle Management (PLM) roles, requiring industry specific fluency. The Talent Acquisition Partner is trusted to operate with a high degree of autonomy, owning technical interview processes and candidate evaluation to maintain the organization's standards. Key Responsibilities Partner with HR and Delivery Leadership to assess hiring needs, propose recruiting strategies, and own execution once requisite is approved Manage full cycle recruiting for technical roles, from intake and sourcing through screening, interviews, offer, and close Recruit for specialized PLM roles to satisfy project staffing needs for enterprise clients in the Retail, Footwear, and Apparel, Automotive and Industrial, Medical Device, and Aerospace and Defense industries Conduct initial candidate screens and interviews to assess technical capability and role fit Build and maintain pipelines for evergreen roles, nurturing long-term candidate relationships Provide regular visibility into pipeline health, priorities, and timelines through staffing and delivery meetings Collaborate across multiple practice areas and attend regular staffing and delivery meetings to maintain awareness of business priorities and evolving hiring needs Leverage Applicant Tracking System (ATS) to manage workflows, track progress, and maintain accurate hiring data Use LinkedIn Corporate Recruiter and other sourcing methods to identify and engage technical talent Act as the initial point of contact and first impression for candidates, representing the company positively throughout the recruiting process Use recruiting data and business input to adapt plans and recruitment strategy as priorities shift You are a proactive and confident recruiter who takes ownership of outcomes. You balance strategic thinking with hands-on execution and are comfortable navigating changing priorities. You communicate clearly, follow through consistently, and build trust with candidates and stakeholders. You are comfortable assessing complex technical skill sets that directly impact delivery success. Skills, Knowledge and Expertise 3+ years of experience recruiting for technical IT roles At least 1 year of in-house recruiting experience Experience recruiting for PLM or enterprise engineering platforms (e.g., Windchill, Aras, FlexPLM, or similar) Experience recruiting in a consulting or professional services environment Ability to conduct technical interviews, evaluate role-relevant capabilities, and assess candidates with enterprise implementation and integration backgrounds Comfort partnering with highly technical stakeholders to clarify role requirements Hands-on experience using an Applicant Tracking System; Paylocity ATS experience is a plus Proficiency with LinkedIn Corporate Recruiter Strong written and verbal communication skills Demonstrated ability to manage multiple active searches and shifting priorities

Phillip Jeffries is looking for a Talent Director to join our People & Culture team! At Phillip Jeffries, we believe the most beautiful spaces begin with meaningful connections - and that includes the connections we build with each other every day. What started in a family garage in 1976 has grown into a global luxury wallcovering brand trusted by the world's top designers and architects. Our collections may turn heads, but our people and culture are what truly set us apart. We're looking for a Talent Director who loves people and loves the craft of HR. Someone who can be a cheerleader for our culture, a trusted partner to leaders, and a steady hand when it comes to benefits, compliance, and people systems. If you get excited about building environments where people thrive - and you care deeply about doing HR the right way - keep reading. This role reports to our Chief People Officer and is based out of our Fairfield, NJ headquarters, following a hybrid schedule with three-four days on-site per week. What you'll be doing: Culture, Engagement & Purpose You'll be a steward of what makes PJ special - our values, our Great & Worthy Purpose, and the way people experience working here. You'll help ensure our culture isn't just something we talk about, but something people feel every day. You'll guide engagement efforts, make sense of the data, and help leaders turn insight into action. Employee Relations & Leadership Enablement You'll help leaders navigate the human side of leadership - the hard conversations, the gray areas, and the moments that matter most. You'll design thoughtful frameworks that promote fairness, trust, and accountability, while helping leaders build strong, healthy teams. You'll spot patterns early and help prevent issues before they become problems. Total Rewards, Benefits & Well-Being You'll help shape how we reward, support, and care for our people - from benefits and wellness to compensation philosophy. You'll partner closely with Finance and external partners to make sure our programs are competitive, sustainable, and aligned with our culture. Compliance, Policy & Systems You'll make sure our people practices are solid, scalable, and compliant - without losing the human touch. You'll guide policy and compliance frameworks, oversee HR systems from a strategic lens, and ensure our processes support a great employee experience (not get in the way of it). Leadership & Partnership You'll lead and develop members of our Talent team, collaborate closely with HR Business Partners, and work alongside leaders across the business. You'll be a connector - helping culture, systems, and leadership practices work together seamlessly. This role is probably for you if you: Are based in New Jersey or can be on-site 3-4 days per week in Fairfield, NJ Have 8+ years of progressive HR/Talent experience and have led people or programs Love culture, engagement, and leadership development - and also care deeply about benefits, compliance, and doing things right Ability to travel both domestically and internationally Think in systems, patterns, and long-term impact (not just tasks) Are comfortable advising leaders and influencing with confidence and empathy Have strong judgment, a steady presence, and a good sense of humor Believe HR can be both human and rigorous Want to build something meaningful - not just maintain what exists Why Phillip Jeffries? As a purpose-driven organization, we truly believe that where you work matters. We are committed to creating an organization with a higher purpose, a place where our talented team can truly flourish. Phillip Jeffries believes in creating an environment with opportunities to grow personally and financially, offering volunteer opportunities that support our community and environment as well as extending a rich benefits package to care for our most valuable assets, our team. Compensation Benefits: Competitive annual salary ranging from $130,000 to $150,000, based on your experience. Company bonus program Annual Cost of Living Increase Retirement Plan - company automatically contributes approximately 10% of your annual compensation Health Benefits: Medical Coverage - low cost to the employee ($40 per month) Spouse/ Domestic Partner/ Civil Union Partner Coverage Family Coverage Health Reimbursement Account (HRA) Prescription Plan Dental and vision coverage Access to ComPsych, confidential mental health support, counseling, and life resources for you and your family Tax advantages through Flexible Spending Accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars Other PJ Perks & Benefits: 20 Paid days off per calendar year 10 Paid holidays Thoughtful onboarding plans that outline 30/60/90 goals and trainings. Earn Paid time off for community service - Up to 3 days per year Access to Working Advantage, providing exclusive discounts on travel, entertainment, shopping, and everyday purchases Budget towards learning and development support (courses, certifications, conferences) Employee Discount on PJ Wallcoverings Phillip Jeffries is an Equal Opportunity Employer committed to diversity, inclusion, and equality in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, physical and mental disability, genetic information, marital status, sexual orientation, gender identity/assignment, citizenship, pregnancy or maternity, protected veteran status, or any other status prohibited by applicable national, federal, state or local law.

Salary: Calling all Talent enthusiasts! If you are passionate about working in a challenging and continuously learning environment, keep reading We are WIRIS,asoftware development companyheadquartered in Barcelona, with an office in Long Beach, California.Our mission is to make peoples STEM work more meaningful We develop tools for the education, scientific and publishing communities, working with the biggest players like Google Workspace, Moodle, Blackboard, Canvas, and Microsoft Office. You can find us everywhere! Follow us on Instagram@lifeatwiristo get a sneak peek into our vibrant company culture! Don't miss this exciting opportunity to contribute your experience as a Talent Acquisition Partner and help shape the future of WIRIS. All our job offers are open to people with a disability certification. WHAT WILL YOU DO? Hiring: Own the end-to-end talent acquisition process, from role briefing and sourcing through interviews, business case or challenges, offer management, closing, and early onboarding, ensuring a strong and sustainable fit. Build and nurturetalent pipelines, proactively sourcing and engaging candidates for both current and future opportunities. Ensure a positive and consistent experience for candidates and hiring managers through clear, transparent, and timely communication across the hiring journey. Partnership: Act as a trusted partner to hiring managers, clarifying real team needs and co-creating job descriptions that reflect the role, team context, and realistic expectations. Share recruitingbest practices and act as an advisor to hiring managers, supporting them with interview techniques, candidate engagement, and long-term retention insights. Community: Actively engage with the talent market by participating in industry events and staying close to emerging trends and best practices. Strengthen WIRIS employer branding by contributing to social media initiatives and promoting our culture through @lifeatwiris. Build and manage university partnerships, coordinating internship programs that strengthen early-career pipelines and connections with future talent. Impact: Develop and maintain relationships with foundations and social impact initiatives, ensuring alignment with our values and culture, smooth operational coordination, and clear internal communication. WHAT WILL MAKE YOU SUCCEED IN THIS POSITION? Bachelors degree in Labour Relations, Business Administration, Psychology, or a human resources-related field. Around 2 years of experience recruiting tech profiles, ideally in a fast-growing or dynamic environment. Hands-on experience using LinkedIn Recruiter and ATS to manage sourcing and hiring processes. Basic knowledge or experience working with HRIS tools, supporting recruitment and people-related processes. Experience collaborating with universities, student associations, or early-career programs, contributing to internship initiatives and early talent pipelines. A people-oriented attitude, with strong communication skills and the ability to adapt to different stakeholders. Curiosity and a proactive mindset to explore different sourcing channels and recruiting strategies. Fluency in Spanish and English. Catalan is a plus. WHAT DO WE OFFER YOU? Full-time permanent position. Competitive salary + Bonus + Optional flex salary plan . Private health insurance, Sanitas. Flexible working hours and a hybrid work environment. Birthday day off, in addition to your vacation days off. Unlimited access to Udemy Business. In-house English, Spanish and Catalan lessons to improve your knowledge. A great work environment in Barcelona city center. WHAT DO WE CARE ABOUT? People first: We are a people-oriented company. Contribution: We want to leave our mark. Courage: We are brave and determined. Leadership: We have the aspiration to transform. Wiris, where everyone matters, work is fun, and growth never ends We are an Equal Opportunity Employer and do not discriminate against any employee or applicant from underrepresented minorities, persons with disabilities, sexual minority groups, and other candidates who may contribute to the diversification and enrichment of ideas and perspectives.

Job DescriptionAbout Us ISMG is a global intelligence firm and media powerhouse, leading the way in cybersecurity, enterprise IT, and digital transformation. With 10+ brands, 38 digital media properties, and over 400 premier events annually-ISMG connects a network of over 2M executives, decision-makers, and innovators with the insights and opportunities they need to stay ahead. We're not just evolving-we're accelerating. By continuing to enhance our solution offerings and expand our market reach, we're entering one of the most exciting phases in our company's growth. This is the moment to join us. The Opportunity ISMG is seeking a Senior Talent Acquisition Manager to serve as a strategic partner and operational leader within our global Talent Acquisition function. This role is ideal for an experienced recruiter who is ready to operate at a leadership level immediately, with scope spanning execution, coaching, strategy, and cross-functional partnership. Reporting directly to the Global Director of Talent Acquisition, you will act as a deputy leader for the function-owning critical hiring initiatives, supporting and mentoring recruiters, and contributing to broader people strategies including learning & development, hiring manager enablement, and foundational HR support. This is a highly visible, high-impact role with a clear path to regional or global TA leadership. You'll help shape how ISMG attracts, develops, and retains talent while operating in a fast-paced, entrepreneurial environment where initiative, judgment, and influence matter as much as execution. This is more than a senior recruiting role-it's an opportunity to help lead and scale a global TA function. What you can expect: Immediate strategic exposure and partnership with executive leadership. Meaningful influence over hiring strategy, process, and talent development. The opportunity to coach and develop recruiters and hiring managers. A clear progression toward regional or global TA leadership. What You'll Be Doing Talent Acquisition Leadership & Execution: Owning end-to-end recruitment for key business units and senior-level roles, ensuring consistent quality, speed, and stakeholder satisfaction. Serving as a senior talent advisor to business leaders-guiding workforce planning, role design, and hiring decisions. Leading complex or high-priority searches while modeling best-in-class recruiting practices. Team Support, Coaching & Enablement: Acting as a mentor and coach to recruiters, providing guidance on sourcing strategy, candidate assessment, stakeholder management, and prioritization. Supporting onboarding, training, and ongoing development of TA team members. Helping define and reinforcing recruiting standards, playbooks, and best practices globally. Strategy, Process & Scale: Partnering with the Global Director of TA on hiring strategy, regional capacity planning, and team structure. Driving continuous improvement of recruiting processes, tools, and reporting to support scalability and efficiency. Analyzing recruiting data and trends to inform decision-making and optimize outcomes. Employer Brand & Candidate Experience: Championing a high-quality candidate experience across all regions and roles. Contributing to employer branding, messaging, and recruitment marketing initiatives. Ensuring ISMG's values, culture, and growth opportunities are consistently represented in the market. Broader People & HR Partnership: Supporting talent development initiatives such as interviewer training, hiring manager enablement, and early-stage L&D programs. Partnering cross-functionally with HR, leadership, and operations on people-related initiatives as the organization scales. Taking on special projects that support the evolution of ISMG's people strategy. What You Bring to the Table Bachelor's degree or higher in Human Resources, Business, or a related field (advanced certifications a plus). 6-8+ years of full-cycle recruiting experience, primarily in an in-house TA environment. (Previous agency experience is a plus.) Proven ability to operate as a senior, trusted advisor to business leaders. Experience recruiting across diverse functions and seniority levels, with proven success in fast-moving environments. Advanced proficiency with Applicant Tracking Systems, LinkedIn Recruiter, and other sourcing tools. Demonstrated success mentoring or coaching recruiters or junior team members (formal or informal). Strong strategic thinking combined with hands-on execution-comfortable moving between big-picture planning and day-to-day delivery. Excellent communication and influence skills, with the ability to “sell” roles, align stakeholders, and navigate ambiguity. High level of organization, prioritization, and accountability. Familiarity with employment law, recruiting analytics, and scalable TA best practices. ???? Why ISMG? High-growth, global organization with clear momentum and market leadership Collaborative team of innovative thinkers and creative professionals Supportive culture that values autonomy and excellence Continuous learning and professional development ???? Ready to be part of something bigger? Apply now or visit ISMG.io to learn more! ???? On-site operations Monday-Friday in Princeton, NJ or Manhattan, NY. ???? Exact compensation dependent on experience level & location.

MCG is the premier retail service organization that partners with both manufacturers and retailers to increase sales at store level. We provide in store services to department stores, mass merchants and stand alone retailers throughout the United States and Puerto Rico. At MCG, we identify your interests and talents and match these within our specialized service teams. Job Description The Talent Acquisition Manager is responsible for sourcing, attracting, and recruiting part-time employees for MCG. This is done through online recruiting campaigns, report analysis, job post optimization, and through recruitment strategy. Responsibilities: • Responsible for managing online recruitment campaigns such as Google AdWords and Facebook Ads. • Use a variety of methods to attract passive candidates. This includes Boolean searches, cold calling, and referrals. • Leverage social media to attract a pipeline of passive candidates. • Provide ongoing reports to management on recruiting campaigns, results, and other key metrics. • Partner with hiring managers to identify future talent needs. • Update and refine recruitment policies and procedures. • ATS system administration including users, workflows, reports, and interface changes. • Guide employees through technical issues via troubleshooting and/or training. • Project management including survey review. Qualifications Qualifications: • Strong analytical and report writing skills. • Advanced computer skills. • Operate at an advanced level with the Office Suite: Outlook, Excel, and Word. • Great follow-thru and time management skills; must be a self-starter. • Bachelor's Degree. • Must submit and pass criminal background check. • Familiarity with Google AdWords, Google Analytics, and Facebook Campaigns. • Preferred ATS and high volume staffing/recruiting experience Additional Information APPLY TODAY AT: Please visit our website to complete our online application. *********************** Enter Keywords/Job ID: 2016-4126 With MCG you can expect great pay, incentives, and advancement opportunities.

The Manager of Talent Management Experience at Otsuka is a pivotal role responsible for leading and enhancing the talent management processes within the organization. This role involves leading programs to improve employee experience, drive talent development, and ensure program excellence in talent management practices. The manager will oversee as Program Lead the Talent Marketplace Program and Leaders for Life Mentorship Program, as well as support functions including succession planning and selection and assessment initiatives/processes under the guide of senior leadership. This role reports to the Director of Talent Management with strong partnership to Enterprise Leadership Development and Inclusion and Belonging leader as well as Selection, Assessment and Performance Management leader. **Key Responsibilities:** **Talent Management Support:** + Collaborate to evolve processes that drive efficiency, simplification and optimize practices to drive enterprise impact in partnership with the Talent Management Leader and Leadership team. + Support comprehensive talent management strategies, succession planning administration, and a robust pipeline of future leaders overall. Succession planning support includes but is not limited to: employee development tracking, strategy support, data insights, PPT creation, and road-map development. **Talent Marketplace:** + Support administration of Talent Marketplace and Mentorship Program under guidance of senior leadership, ensuring it effectively matches employees with opportunities that align with their skills and career aspirations. + Continuously evaluate and improve the Talent Marketplace to enhance user experience and program efficiency. + Provide overall program management which includes but not limited to thought partnership and collaboration to the senior leader on the design, communications, long-term planning, and outcomes aligned to business strategy, partnerships across PBS and non-PBS functions (i.e., total rewards, mobility, workforce planning, legal, compliance, etc.), resources, toolkits, and other for effective team delivery. + Includes change management, partnership with Change & Comms teams, HRIS, and potentially IT/Vendor support for potential systems and/or integrations + Influence without authority with participants, people leaders, HRBPs, and others + Help drive insights from KPIs metrics for program effectiveness, pivot as appropriate based on data **Mentorship Program:** + Support the responsibility to oversee the Mentorship Program (Leaders for Life) to foster employee development and engagement in alignment with PBS development, onboarding, culture and engagement strategies. + Monitor program effectiveness and make data-driven recommendations to maximize impact. **Selection and Assessment:** + Collaborate with the Selection and Assessment Leader to support coaching, 360-degree feedback processes, and skill mapping initiatives. + Ensure assessment tools and processes are effective and aligned with organizational goals. + Includes support and ownership of coaching data and analytics in partnership with the leader of selection and assessment + Includes but not limited to other initiatives **Program Excellence:** + Maintain program documentation and ensure compliance with established processes to help drive program excellence + In partnership with HRIS, utilize data analytics to measure the effectiveness of talent management initiatives and inform decision for the Talent Management leader and leadership team to analyze for potential future programmatic evolutions + Partner to provide input to HRIS (in partnership with the Talent Management leader) to create a one holistic Talent Management dashboard which includes but not limited to succession, performance management, leadership development, inclusion and belonging, coach, selection and assessment, and talent experiences which will provide a total holistic story to inform talent strategies with the business. + Responsible for exceptional day-to-day task execution of all responsible programs, initiatives and projects. **Stakeholder Engagement:** + Build strong relationships with key stakeholders across the organization to ensure alignment and support for talent management initiatives. + Support the communicate, and any change plans as needed in collaboration with the change and comms leaders to drive effective comms with all levels of the organization with goals to promote understanding and engagement with talent management strategies under the guidance, leadership, and partnership of the ED, Talent Management Leader and other senior leaders. **Compliance and Best Practices:** + Ensure all talent management practices comply with legal requirements and industry best practices. + Stay updated on the latest trends and innovations in talent management. **Qualifications:** + Bachelor's degree; Master's degree preferred with a focus on leadership + Minimum of 3-5 years of work experience in talent management, human resources, program management, or related field. + Proven experience and knowledge of talent management programs and initiatives. + Strong understanding and of talent development, succession planning, and employee engagement strategies with preferred experience working with succession, performance management, and talent management reporting + Excellent communication, leadership, and interpersonal skills. + Ability to work collaboratively and influence stakeholders at all levels. + Proficiency in data analysis and the use of HR technology platforms. + Strategic thinking and problem-solving abilities. + Ability to manage multiple projects and priorities simultaneously. + Ability to work independently, prioritize, and work with multiple leaders + Strong analytical skills with a focus on data-driven decision-making. + Ability to work collaboratively with peers across departments and with senior leadership. + Preferred knowledge of Otsuka Talent Management functions + MS Teams and Sharepoint proficiency + Program Management expertise **Competencies** **Accountability for Results -** Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. **Strategic Thinking & Problem Solving -** Make decisions considering the long-term impact to customers, patients, employees, and the business. **Patient & Customer Centricity -** Maintain an ongoing focus on the needs of our customers and/or key stakeholders. **Impactful Communication -** Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. **Respectful Collaboration -** Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. **Empowered Development -** Play an active role in professional development as a business imperative. Minimum $107,718.00 - Maximum $161,000.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate's job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accordance with states and local laws. **Application Deadline** : This will be posted for a minimum of 5 business days. **Company benefits:** Comprehensive medical, dental, vision, prescription drug coverage, company provided basic life, accidental death & dismemberment, short-term and long-term disability insurance, tuition reimbursement, student loan assistance, a generous 401(k) match, flexible time off, paid holidays, and paid leave programs as well as other company provided benefits. Come discover more about Otsuka and our benefit offerings; ********************************************* . **Disclaimer:** This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability. You can request reasonable accommodations by contacting Accommodation Request (EEAccommodations@otsuka-us.com) . **Statement Regarding Job Recruiting Fraud Scams** At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives. They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf. Please understand, Otsuka will **never** ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment. Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters. To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website ******************************************************* . Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: ************. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: ******************* , or your local authorities. Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., and Otsuka Precision Health, Inc. ("Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.