Talent acquisition manager jobs in Rancho Cucamonga, CA

Who We Are: Founded in 2019 by seasoned industry pioneers, CFO's Domain provides Accounting, Finance, and Business Intelligence Consulting and Recruiting solutions to Fortune 1000, middle-market and high-growth companies. We were built on the premise that work is just one part of life and we understand that work lives and personal lives co-exist. As such, our purpose is very simply to improve the quality of the lives of those who we serve. What We Are Looking For: We are looking for a well-networked, proven, and experienced Recruiting Director with an appetite to master their craft through hard work, determination, and the application of their talents to our growing organization. This role will contribute to our rapidly growing organization by increasing our recruiting capacity. As an organization with shared core values, we are looking for a candidate that will model the following in their role: Core Values: Perpetual Growth - seeks to understand how they can constantly improve, asks for feedback, and works on developing their skill set outside of the office. Adaptation - embraces the dynamics of the role and is comfortable adapting to new and changing responsibilities to serve the business. Empathy - seeks to first understand and then be understood. Accountability - assumes ownership over processes they participate in and takes responsibility for promoting our company's brand in a positive light. Integrity - is radically transparent to allow for clear alignment of expectations, does what they say will do and what is expected of them, is consistently reliable and dependable in the execution of their roles and responsibilities. Key Responsibilities: Strategic Planning & Meetings: Participate in daily stand-ups to discuss sourcing strategies, market research, and alignment with client needs. Sourcing & Pipeline Management: Review submissions from Sourcing Specialists, guide recalibration efforts, and develop a robust pipeline of finance talent. Candidate Engagement: Conduct phone and video interviews, build relationships across generations, and screen for both interpersonal and technical skills. Data Management: Maintain data governance in our ATS/CRM, filter and mine data from various sources to identify potential candidates. Marketing & Outreach: Create and monitor targeted email campaigns, formulate job descriptions, and review candidate applications. Candidate Coaching: Provide career guidance, prepare candidates for interviews, and negotiate compensation packages. Client Coordination: Manage the interview process, from preparation to debrief, and ensure a smooth experience for both candidates and clients. Additional Duties: Assist with setting sales meetings, ATS strategy, data reconciliation, and operational processes. Requirements: 5-10+ years of Accounting, Finance, management consulting or executive level staffing recruiting experience. Excellent communication skills, both orally and written. Analytical, thoughtful, and intellectually curious. Accountable, dependable, has integrity, and is consistently reliable. Can work independently and is self-motivated. Personable, confident, and friendly phone presence. Proactive, takes initiatives, and adapts to new responsibilities and shifts in focus easily. Extremely detail oriented. Bachelor's Degree Required (MBA and/or CPA preferred).

Job Title: Corporate Recruiter Duration: Long-Term Temp Schedule: Mon-Fri 8:00-5:00 Pay: $30-$38/hr. About the Role Our client is seeking a dynamic Corporate Recruiter to lead their talent acquisition strategy and ensure a seamless onboarding experience. This role is pivotal in attracting, hiring, and retaining top talent while aligning workforce planning with business objectives. You'll act as a trusted advisor to managers and leadership, leveraging data-driven insights to support organizational growth. What You'll Do Recruitment Leadership: Manage full-cycle recruiting for roles across all levels. Partner with hiring managers to craft effective sourcing strategies and leverage social media and job boards. Conduct intake meetings, interviews, and candidate assessments. Maintain recruitment metrics and deliver actionable reports. Onboarding Excellence: Oversee background checks, I-9 verification, and HRIS setup. Audit documentation for compliance and accuracy. Facilitate new hire orientation and serve as the go-to resource for onboarding questions. Strategic HR Support: Advise on best practices and ensure compliance with employment laws. Collaborate on workforce planning and talent pipeline development. Participate in HR projects and initiatives to enhance processes. What We're Looking For Education: Bachelor's degree in Human Resources or related field preferred. Experience: 4-6 years in HR with proven success in full-cycle recruitment. Strong knowledge of employment law and compliance. Skilled in ATS and HRIS systems; advanced Excel and PowerPoint proficiency (Pivot Tables, VLOOKUP, dashboards). Experience with college recruiting and vendor management is a plus. Certifications: PHR or SHRM-CP preferred. Desired Skills and Experience Recruitment & Talent Acquisition Full-Cycle Recruiting Workforce Planning Applicant Tracking Systems (ATS) HRIS Management Onboarding Employee Orientation Candidate Sourcing Interviewing Offer Negotiation Employer Branding College Recruiting Vendor Management Compliance & Employment Law Diversity & Inclusion Recruiting Data-Driven Recruiting Talent Pipeline Development Microsoft Excel (VLOOKUP, Pivot Tables) Microsoft PowerPoint HR Reporting & Analytics Background Checks I-9 Verification Payroll Setup HR Business Partnering Employee Relations Headcount Management HR Metrics & Reporting Strategic HR Planning PHR SHRM-CP All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

About the Team: At TikTok, our US Data Security (USDS) team is a dedicated organization established to safeguard US user data and ensure national security interests are protected. Our USDS teams are building a new, secure-by-design infrastructure and service ecosystem. This is a mission-driven team with the critical responsibility of protecting our platform and users. As a member of the USDS Talent Acquisition team, your role in Talent Acquisition profoundly impacts a mission-critical aspect of the organization's development. As a trusted Talent Acquisition Partner with a focus on hiring across multiple departments, you will work closely with the business to understand how TikTok has grown into one of the most popular platforms in the world. The Talent Acquisition Partner will be responsible for managing the full lifecycle of a hiring process including; intake meeting, sourcing, and offer stage while also being a business partner to key stakeholders across the business. You will build innovative sourcing strategies led by data and market intelligence, lead a selection process that adopts D&I best practices, and ensure exceptional candidate experience through the hiring journey. We anticipate this role to cover an assortment of different client groups and flex business coverage based on business needs over time. On-site presence across teams allows the company to operate with greater speed, alignment, and agility - especially in areas like real-time decision-making, team development, and integrated execution. As such, the company is shifting from a hybrid work model to a fully in-person schedule up to 5 days a week. Responsibilities * Partner closely with business units to ensure sourcing and hiring strategies are aligned with TikTok people strategies. * Partner with business leaders and hiring managers to assess their talent requirements and advise on the best hiring strategy. * Use various techniques, skills, and experience to discover, identify, and attract top talent. * Screen and select candidates effectively by assessing both the technical or business skills as well as the culture fit with the TikTok environment. * Provide an efficient and high-touch experience for every candidate from the application stage to offer, evaluating skill level, driving the interview and offer process, including reference checks, salary recommendations, and closing of candidates. * Leverage data to uncover key challenges, develop targeted solutions, and ensure effective execution.Minimum Qualifications: * 3 years of full lifecycle recruitment experience. * Proficiency in utilizing advanced search techniques and boolean logic to effectively source candidates across online databases and sourcing platforms. * Familiarity with a variety of sourcing tools and technologies, including applicant tracking systems (ATS), candidate relationship management (CRM) platforms, and sourcing automation tools. * Experience using data and metrics to advise hiring managers and shape recruiting strategies. Preferred Qualifications: * 2+ years of experience working in tech company. * Ability to effectively manage a high volume of roles and stakeholders. * Demonstrated ability to work cross-functionally and regionally within a dynamic, fast-paced environment. * Strong analytical skills and proficiency in data analysis tools to extract insights and drive strategic decision-making. * Exceptional communication and presentation skills, with the ability to convey complex information clearly and effectively.

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

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

About PS PS is redefining the way the world travels. We build and operate private airport terminals that transform commercial air travel into a seamless luxury experience. Currently serving guests at Los Angeles International Airport (LAX), Hartsfield-Jackson Atlanta International Airport (ATL), and Paris Charles de Gaulle (CDG), with new terminals underway at Dallas Fort Worth International Airport (DFW) and Miami International Airport (MIA), PS is pioneering a new global standard in hospitality. Far from the crowds and chaos of the public airport, PS offers members the privacy, ease, and security of the private flight experience while flying commercial. With exclusive partnerships with TSA and U.S. Customs and Border Protection, guests move effortlessly through line-free departures and arrivals. Every moment is carefully orchestrated by our expert team - private TSA screening, dedicated customs and immigration services, and luxury chauffeur transfers across the airfield directly to or from your aircraft. Inside our private terminals, guests enjoy serene suites, chef-prepared dining, spa services, and personalized attention, while our Control Room coordinates discreetly with government, airline, and security partners to ensure unmatched efficiency, safety, and peace of mind. At PS, waiting in lines, crowded terminals, and luggage hassles give way to quiet elegance, service with heart and inspired experiences. We are building more than terminals - we are shaping a new way to travel. If you're passionate about luxury hospitality and excited to be part of something extraordinary, join us as we expand to new markets and reimagine the future of travel with PS. About the Role The Manager of Talent Acquisition is responsible for leading the strategy, execution, and continuous improvement of the Company's Talent Acquisition and internal mobility processes. This role oversees both property-based and HQ Talent Acquisition Specialists & Coordinators and ensures consistent delivery of best-in-class talent practices aligned with PS' business objectives and brand standards. This individual will design and implement innovative approaches to sourcing and talent engagement, manage recruitment for specialized HQ positions, and oversee the internal job posting and mobility framework. Working in close partnership with Human Resources and Learning & Development, the Manager will also contribute to talent assessment, succession planning and the overall development of internal talent pipelines. Key Responsibilities Talent Acquisition Strategy Develop and execute a comprehensive talent acquisition strategy that supports PS' organizational growth and aligns with our brand positioning Lead and mentor a team of Talent Acquisition Specialists/Coordinators across our properties and HQ to ensure operational excellence and consistency in execution Drive innovation in sourcing, including relationship-based and nontraditional recruitment methods, to attract high-caliver external talent Manage recruitment for HQ and specialized leadership roles, ensuring precision in selection and alignment with PS standards Build and maintain relationships with external partners, industry networks, and educational institutions to strengthen employer brand visibility and candidate pipelines Internal Talent Mobility & Development Oversee the internal job posting and movement process, ensuring transparency, compliance, and alignment with Company policy Partner with Human Resources and Learning & Development to identify, assess, and develop internal talent for future leadership opportunities Contribute to the design and facilitation of succession planning and talent assessment initiatives to ensure readiness and organizational continuity Support initiatives that enhance internal engagement and retention through clearly defined career pathways and growth opportunities Foster a culture where internal mobility and professional growth are key drivers of engagement and retention Operational Excellence & Compliance Ensure all recruitment and mobility processes adhere to Company policies, employment legislation, and regional compliance requirements Establish and track key talent acquisition metrics to measure performance, efficiency and quality of hire Provide regular reporting and insights to senior Operations and Human Resources leadership to support data-driven decision making Promote consistency and alignment in talent processes across all locations Perform other related duties and projects as assigned Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field 5-7+ years in Talent Acquisition or Human Resources, preferably within the luxury hospitality or service industries Demonstrated experience managing a geographically dispersed recruitment team Proven success in developing and executing talent strategies across multiple business units or regions Strong understanding of internal mobility, succession planning and leadership development principles Exceptional communication, project management, and stakeholder engagement skills High degree of professionalism, discretion, and cultural awareness Employee Benefits Employee benefits include medical, dental, vision, life insurance, long-term and short-term disability. 401K retirement plan with company matching Health and Dependent Care FSA and HSA with company matching. Unlimited PTO Monthly Health and Wellness, and cell phone reimbursement A great career path with promotion opportunities Salary Range: $115,000-130,000 Annually Job Type Full-time/hybrid (Monday-Friday) Work Location PSHQ - El Segundo, CA

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

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

Requisition ID 22817 Country United States of America State / Province California City Los Angeles Application Deadline Applications are accepted on an ongoing basis. About Us Korn Ferry is a global consulting firm that powers performance. We unlock the potential in your people and unleash transformation across your business - synchronizing strategy, operations, and talent to accelerate performance, fuel growth, and inspire a legacy of change. That's why the world's most forward-thinking companies across every major industry turn to us - for a shared commitment to lasting impact and the bold ambition to Be More Than. Headquartered in Los Angeles, our over 9,000 colleagues globally serve clients in more than 50 countries. We offer five core capabilities that span the full talent lifecycle: * Organizational Strategy * Assessment and Succession * Talent Acquisition * Leadership Development * Rewards and Benefits Job description The Role Korn Ferry is seeking a Senior Talent Acquisition Manager to support our RPO client. This role has an onsite requirement in downtown Los Angeles 5 days a week. The Sr RPO Talent Acquisition Manager will contribute to Korn Ferry's growth and profitability goals by delivering best in class recruitment services to our client. You will be responsible for the day-to-day operational aspects of the project and scope to include oversight and support of the customized RPO solution. The aim of the role is to ensure the continued quality assurance of the project delivered to our client while being a true strategic partner. Key Responsibilities * Create and execute project work plans using the Project Toolkit and revises as appropriate to meet changing needs and requirements. Ensure search requests are clearly defined to include key responsibilities, requirements, reporting structure, compensation and interview process. * Identify resources needed and assign individual responsibilities. Define and communicate individual and team metrics. * Maintain awareness of creative sourcing strategies and work closely with team to develop best approach for client. * Effectively

Under general direction of the Director, the Talent Acquisition Partner provides support functions throughout the hiring life-cycle. The Incumbent contributes to the overall success of the of the Employment Services program by providing high level customer service, performing proficient business processes throughout the full cycle recruiting process, and by taking a consultative approach to advising hiring managers to ensure the attraction and selection of a broad and diverse pool of qualified candidates for staff and student and as needed support to management positions. Responsibilities: Talent Acquisition: • Coordinate end-to-end recruitment processes for staff, Management, and student employment positions by developing job postings, screening applicant pools, referring qualified candidates, and supporting hiring managers through the attraction, selection, and appointment stages in accordance with CSU policy and collective bargaining requirements. • Conduct recruitment planning meetings with hiring managers to establish recruitment timelines, clarify job requirements, determine sourcing needs, and ensure alignment with established campus hiring procedures. • Develop and administer selection materials, including interview questions, supplemental questionnaires, written assessments, and performance exams, ensuring appropriate application of campus standards and defensible selection practices. • Monitor recruitment activities by coordinating interview schedules, proctoring tests, tracking candidate progress, reviewing interview documentation for compliance, and communicating status updates to hiring managers. • Research and analyze recruitment data to identify trends, assess process effectiveness, and recommend improvements to outreach, assessment methods, candidate experience, and recruitment timelines. • Prepare recruitment-related KPI and analytical reports as the Campus Reports Administrator (CRA), interpreting data to provide actionable recommendations for improving hiring efficiency, quality, and compliance. • Maintain and utilize applicant tracking systems to ensure accurate posting, documentation, applicant movement, and reporting, troubleshooting routine system issues and supporting users as needed. • Advise hiring managers and campus partners on recruitment procedures, selection requirements, and standard best practices, providing guidance grounded in established policy and HR protocols. • Promote inclusive recruitment practices by supporting diversity, equity, and inclusion strategies within established HR frameworks. • Respond to inquiries from applicants, employees, and campus stakeholders, providing timely, customer-focused support and accurate guidance on recruitment processes. Student Employment: • Coordinate student employee recruitments by establishing timelines, preparing job announcements, managing applicant screens, and supporting hiring managers in selecting qualified student candidates consistent with campus and CSU requirements. • Monitor ongoing student recruitment activities to ensure timely movement of applicants, adherence to campus processes, and resolution of routine recruitment challenges. • Identify and recommend solutions for hard-to-fill student positions by reviewing recruitment trends, evaluating outreach methods, and supporting hiring managers with alternative approaches. • Conduct routine research and analysis to support enhancements in student employment practices, including retention strategies, process streamlining, and other continuous improvement initiatives. • Provide customer service and guidance to students, supervisors, and campus partners, maintaining strong working relationships and ensuring clarity around student employment processes. Compliance & Processing: • Coordinate the background check process for staff and Management positions by reviewing candidate information, ensuring proper documentation, and processing results in accordance with CSU policy and federal/state regulations. • Review Live Scan and pre-employment physical results to identify any required follow-up and confirm compliance with established standards. • Conduct or assist with specialized background checks for University Police Department candidates by ensuring required steps-such as POST-mandated investigations, psychological evaluations, and physical assessments-are completed in compliance with regulatory requirements and campus protocol. On-Boarding: • Assist with planning and delivering New Employee Orientation (NEO) by preparing materials, coordinating presentations, updating content, and supporting the smooth execution of orientation activities. • Manage NEO logistics, including generating participant lists, maintaining presentation materials, coordinating interactive components, and administering post-NEO evaluations to support continuous improvement. • Ensure new hires receive accurate pre-boarding information by coordinating with hiring managers and HR staff to support timely completion of required documentation and preparation for the first day of employment. • Perform additional HR duties as assigned to support recruitment, compliance, onboarding, and general HR operational needs. Minimum Qualifications: Required Education and Experience Equivalent to a bachelor's degree in a related field and two years of relevant experience. Additional experience which demonstrates acquired and successfully applied knowledge and abilities shown above may be substituted for the required education on a year-for-year basis. An advanced degree in a related field may be substituted for the required experience on a year-for-year basis. Required Knowledge, Skills, and Abilities: Required Knowledge, Skills, and Abilities: Working skills and knowledge of human resource discipline principles, practices, and related regulations. Demonstrated experience in developing and implementing human resource standards, policies, and procedures. Strong project planning and organizational skills to plan, organize, and manage multiple projects. Strong analytical skills in order to evaluate and interpret data to develop sound conclusions and recommendations. Strong communication and interpersonal skills to effectively present information and ideas and advise managers, staff, and faculty regarding human resources policies and procedures. Preferred Qualifications - Three years of increasingly responsible technical and/or professional experience performing human resources duties which include recruitment and selection. - One year of related Talent Acquisition, Recruiting, or HR Employment experience. - Experience with coordinating an onboarding program. - Experience in recruitment and selection/talent acquisition. - General knowledge of Human resources policies and procedures. - General knowledge and skills in Human Resources with a foundational knowledge of public administration principles, practices, and methods. - Working knowledge of Human Resources policies and procedures. - Ability to learn, interpret, and apply a wide variety of state, federal and local policies and procedures relating to Human Resources and University. - Ability to organize and plan work and projects including handling multiple priorities. - Ability to make independent decisions and exercise sound judgment. - Ability to compile, write, and present reports related to program or administrative specialty. - Demonstrated ability to establish and maintain effective working relationships within and outside the work group and serve as a liaison for the organizational unit. - Proficient experience using Microsoft Office and other computer systems - Reviews, revises, and develops human resource policies, processes, and guidelines to support the university's goals and objectives. - Collaborates with university departments, faculty, and staff to resolve complex issues or questions related to specific area of expertise (e.g., talent acquisition, benefits, human resources information systems). - Interprets regulations, policies, and related documents (e.g., bargaining unit contracts) to advise managers on the best course of action. - Analyzes data, trends, and costs to evaluate the effectiveness of programs. This includes benefits utilization data, and recruitment data. Uses metrics data to identify opportunities for improvement and monitor effectiveness of programs. - Recommends, develops, and plans recruitment and selection programs including determining recruitment tactics for specific positions; developing materials to train and guide selection committees; and handling applicant screening and candidate interview processes. - Maintains third party relationships such as monitoring service levels with vendor partners. - Organizes, coordinates, and trains professionals and administrative staff with regard to current policies and procedures for hiring processes and other human resource functions. - Under direction of management, develops, implements, modifies, and monitors talent acquisition, benefits, learning and development, and human resources information systems, processes, and practices. - Provides recommendations for ongoing improvement based on review of industry best practices and trends in human resources. Compensation and Benefits: Anticipated Hiring Range: Step 1 $5,274 per month for qualified candidates. CSU Classification Salary Step Range: $5,274 - $7,684 per month (Step 1 - Step 20) The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 15 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here. Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. The application deadline is: Wednesday, January 7, 2026. As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino is not a sponsoring agency for staff or management positions (i.e. H1-B Visas). CSUSB is not an E-Verify employer and cannot support visa holders with certain requirements (e.g., H1B, F1, STEM OPT). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Drivers License Check Possession of a valid Driver's License is required. Employees in this position will be enrolled in the Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver's license and reflects driving record. Mandated Reporter The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents. Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact CSUSB Benefits at benefits@csusb.edu. Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/. Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act

Group 1 Automotive, is an international Fortune 250 automotive retailer and a leading operator in the automotive retailing industry. Group 1 Automotive owns and operates automotive dealerships and collision centers across the United States and United Kingdom. We guide everything we do based around our core values of integrity, transparency, professionalism, teamwork and respect. We are a rapidly growing national organization with over 10,000 employees across the United States. Our culture is built on inclusion, fast-paced collaboration, and open communication. As we continue to expand, we are investing in a world-class talent acquisition function that connects outstanding people with meaningful opportunities across our company. We are seeking passionate, resourceful recruiters who thrive in fast-moving environments and are excited by the opportunity to support growth and transformation. Position Overview The Regional Talent Acquisition Partner will play a critical role in attracting top talent for both sales and operations functions within an assigned U.S. region. Reporting to the Talent Acquisition Manager, this individual will serve as a trusted talent advisor to regional operations leaders and hiring managers. This is a full-cycle recruitment role focused on relationship-building, headhunting for niche roles, coordinating with local partners such as trade schools, and creating an exceptional candidate experience that reflects our inclusive and high-growth culture. The ideal candidate is both strategic and hands-on-comfortable managing a high volume of requisitions while building long-term talent pipelines. You'll help shape the future of our workforce by sourcing, engaging, and guiding candidates through a thoughtful and effective recruitment process. Responsibilities Full-Cycle Recruitment Manage full-cycle recruiting for regional sales, operations, and specialty positions, from intake to offer Develop strong partnerships with regional leadership to understand workforce plans, skill gaps, and hiring priorities Create tailored recruiting strategies to attract diverse and qualified talent for hard-to-fill and time-sensitive roles Talent Sourcing & Outreach Actively source candidates through job boards, social platforms, referrals, and direct outreach using modern headhunting techniques Build relationships with local technical schools, colleges, and workforce development organizations to create candidate pipelines Attend job fairs, school visits, and local hiring events in coordination with site leadership Candidate & Hiring Manager Experience Champion a candidate-centric process that reflects the company's brand, culture, and growth Ensure seamless communication and coordination between recruiting, hiring managers, and onboarding teams Guide hiring managers through best practices on interviewing, selection, and equitable hiring Collaboration & Reporting Partner closely with other regional recruiters and the Talent Acquisition Manager to ensure alignment across teams Participate in team meetings, strategy sessions, and KPI reviews to improve results and share market insights Maintain up-to-date records in the applicant tracking system (Workday) and support the rollout of TA technology initiatives Qualifications Bachelor's degree or equivalent experience in Human Resources, Business, or related field 3+ years of full-cycle recruiting experience, ideally in a fast-paced or high-volume environment Demonstrated ability to proactively source candidates using a variety of tools and platforms Experience recruiting for both hourly and salaried roles in operational and/or sales environments Outstanding interpersonal and communication skills with the ability to build trust quickly Strong organizational and time management skills; self-directed and accountable Experience using an applicant tracking system (Workday strongly preferred) Willingness to travel up to 60%, mostly day trips, driving to locations in the region, to support local hiring events and school outreach What We Offer Compensation: $83,000.00 - $104,000.00/year, depending on experience Inclusive, collaborative team culture with support from experienced TA leaders Opportunity to grow your recruiting career in a high-growth, national organization Competitive salary and performance-based incentives Full benefits package including medical, dental, vision, 401(k), and career development support *All applicants must pass pre-employment testing to include: background checks, and drug testing in order to qualify for employment* Group 1 Automotive is an Equal Employment Opportunity employer and participates in E-Verify Not ready to apply to a position? Sign-up to let us know about your interest in a career with Group 1 Automotive.

Under general direction of the Director, the Talent Acquisition Partner provides support functions throughout the hiring life-cycle. The Incumbent contributes to the overall success of the of the Employment Services program by providing high level customer service, performing proficient business processes throughout the full cycle recruiting process, and by taking a consultative approach to advising hiring managers to ensure the attraction and selection of a broad and diverse pool of qualified candidates for staff and student and as needed support to management positions. Responsibilities: Talent Acquisition: • Coordinate end-to-end recruitment processes for staff, Management, and student employment positions by developing job postings, screening applicant pools, referring qualified candidates, and supporting hiring managers through the attraction, selection, and appointment stages in accordance with CSU policy and collective bargaining requirements. • Conduct recruitment planning meetings with hiring managers to establish recruitment timelines, clarify job requirements, determine sourcing needs, and ensure alignment with established campus hiring procedures. • Develop and administer selection materials, including interview questions, supplemental questionnaires, written assessments, and performance exams, ensuring appropriate application of campus standards and defensible selection practices. • Monitor recruitment activities by coordinating interview schedules, proctoring tests, tracking candidate progress, reviewing interview documentation for compliance, and communicating status updates to hiring managers. • Research and analyze recruitment data to identify trends, assess process effectiveness, and recommend improvements to outreach, assessment methods, candidate experience, and recruitment timelines. • Prepare recruitment-related KPI and analytical reports as the Campus Reports Administrator (CRA), interpreting data to provide actionable recommendations for improving hiring efficiency, quality, and compliance. • Maintain and utilize applicant tracking systems to ensure accurate posting, documentation, applicant movement, and reporting, troubleshooting routine system issues and supporting users as needed. • Advise hiring managers and campus partners on recruitment procedures, selection requirements, and standard best practices, providing guidance grounded in established policy and HR protocols. • Promote inclusive recruitment practices by supporting diversity, equity, and inclusion strategies within established HR frameworks. • Respond to inquiries from applicants, employees, and campus stakeholders, providing timely, customer-focused support and accurate guidance on recruitment processes. Student Employment: • Coordinate student employee recruitments by establishing timelines, preparing job announcements, managing applicant screens, and supporting hiring managers in selecting qualified student candidates consistent with campus and CSU requirements. • Monitor ongoing student recruitment activities to ensure timely movement of applicants, adherence to campus processes, and resolution of routine recruitment challenges. • Identify and recommend solutions for hard-to-fill student positions by reviewing recruitment trends, evaluating outreach methods, and supporting hiring managers with alternative approaches. • Conduct routine research and analysis to support enhancements in student employment practices, including retention strategies, process streamlining, and other continuous improvement initiatives. • Provide customer service and guidance to students, supervisors, and campus partners, maintaining strong working relationships and ensuring clarity around student employment processes. Compliance & Processing: • Coordinate the background check process for staff and Management positions by reviewing candidate information, ensuring proper documentation, and processing results in accordance with CSU policy and federal/state regulations. • Review Live Scan and pre-employment physical results to identify any required follow-up and confirm compliance with established standards. • Conduct or assist with specialized background checks for University Police Department candidates by ensuring required steps-such as POST-mandated investigations, psychological evaluations, and physical assessments-are completed in compliance with regulatory requirements and campus protocol. On-Boarding: • Assist with planning and delivering New Employee Orientation (NEO) by preparing materials, coordinating presentations, updating content, and supporting the smooth execution of orientation activities. • Manage NEO logistics, including generating participant lists, maintaining presentation materials, coordinating interactive components, and administering post-NEO evaluations to support continuous improvement. • Ensure new hires receive accurate pre-boarding information by coordinating with hiring managers and HR staff to support timely completion of required documentation and preparation for the first day of employment. • Perform additional HR duties as assigned to support recruitment, compliance, onboarding, and general HR operational needs. Minimum Qualifications: Required Education and Experience Equivalent to a bachelor's degree in a related field and two years of relevant experience. Additional experience which demonstrates acquired and successfully applied knowledge and abilities shown above may be substituted for the required education on a year-for-year basis. An advanced degree in a related field may be substituted for the required experience on a year-for-year basis. Required Knowledge, Skills, and Abilities: Required Knowledge, Skills, and Abilities: Working skills and knowledge of human resource discipline principles, practices, and related regulations. Demonstrated experience in developing and implementing human resource standards, policies, and procedures. Strong project planning and organizational skills to plan, organize, and manage multiple projects. Strong analytical skills in order to evaluate and interpret data to develop sound conclusions and recommendations. Strong communication and interpersonal skills to effectively present information and ideas and advise managers, staff, and faculty regarding human resources policies and procedures. Preferred Qualifications - Three years of increasingly responsible technical and/or professional experience performing human resources duties which include recruitment and selection. - One year of related Talent Acquisition, Recruiting, or HR Employment experience. - Experience with coordinating an onboarding program. - Experience in recruitment and selection/talent acquisition. - General knowledge of Human resources policies and procedures. - General knowledge and skills in Human Resources with a foundational knowledge of public administration principles, practices, and methods. - Working knowledge of Human Resources policies and procedures. - Ability to learn, interpret, and apply a wide variety of state, federal and local policies and procedures relating to Human Resources and University. - Ability to organize and plan work and projects including handling multiple priorities. - Ability to make independent decisions and exercise sound judgment. - Ability to compile, write, and present reports related to program or administrative specialty. - Demonstrated ability to establish and maintain effective working relationships within and outside the work group and serve as a liaison for the organizational unit. - Proficient experience using Microsoft Office and other computer systems - Reviews, revises, and develops human resource policies, processes, and guidelines to support the university's goals and objectives. - Collaborates with university departments, faculty, and staff to resolve complex issues or questions related to specific area of expertise (e.g., talent acquisition, benefits, human resources information systems). - Interprets regulations, policies, and related documents (e.g., bargaining unit contracts) to advise managers on the best course of action. - Analyzes data, trends, and costs to evaluate the effectiveness of programs. This includes benefits utilization data, and recruitment data. Uses metrics data to identify opportunities for improvement and monitor effectiveness of programs. - Recommends, develops, and plans recruitment and selection programs including determining recruitment tactics for specific positions; developing materials to train and guide selection committees; and handling applicant screening and candidate interview processes. - Maintains third party relationships such as monitoring service levels with vendor partners. - Organizes, coordinates, and trains professionals and administrative staff with regard to current policies and procedures for hiring processes and other human resource functions. - Under direction of management, develops, implements, modifies, and monitors talent acquisition, benefits, learning and development, and human resources information systems, processes, and practices. - Provides recommendations for ongoing improvement based on review of industry best practices and trends in human resources. Compensation and Benefits: Anticipated Hiring Range: Step 1 $5,274 per month for qualified candidates. CSU Classification Salary Step Range: $5,274 - $7,684 per month (Step 1 - Step 20) The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 15 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here. Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. The application deadline is: Wednesday, January 7, 2026. As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino is not a sponsoring agency for staff or management positions (i.e. H1-B Visas). CSUSB is not an E-Verify employer and cannot support visa holders with certain requirements (e.g., H1B, F1, STEM OPT). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Drivers License Check Possession of a valid Driver's License is required. Employees in this position will be enrolled in the Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver's license and reflects driving record. Mandated Reporter The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at **************************************************************** Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit ********************************************************* Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact CSUSB Benefits at ******************. Smoking CSUSB is a smoke and tobacco-free campus. See policy at ******************************************************* Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: *******************************

Our Mission We're passionate about bridging the world through travel, bringing individuals and cultures closer together by making travel easy and rewarding for everyone. As a Tech Recruiter, you'll be a critical part of our global technology team, responsible for identifying and attracting top talent across various technology domains. Key Responsibilities: Develop and implement comprehensive recruiting strategies Conduct end-to-end recruitment for technology roles Screen candidates for technical skills and cultural fit Collaborate with hiring managers to define recruitment strategies Utilize data-driven approaches to talent acquisition Work autonomously while partnering with tech sourcers and stakeholders Qualifications: Required: 6+ years of in-house technical recruiting experience Experience recruiting for IT Security, Data Science, and Engineering roles Strong English communication skills Bachelor's degree or equivalent recruitment experience Expertise in ATS systems and sourcing tools Proficiency in MS Office Preferred: Greenhouse and LinkedIn Recruiter expertise Experience in product, e-commerce, or internet companies What We Offer: Global, diverse work environment Opportunity to impact travel technology Collaborative and innovative team culture Competitive compensation and benefits Join us in revolutionizing travel technology and connecting people worldwide!

Roles and Responsibilities: Provide full-life cycle recruiting for salaried and/or hourly positions, to include: sourcing, screening, qualifying, interviewing and managing candidate relationships while advising hiring managers through the assessment and selection process. A successful candidate must be able to effectively manage competing priorities, remain highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to our clients. Strategic Talent Acquisition: Demonstrated ability to apply a business mindset to the talent acquisition function Makes connections between all talent management phases (acquisition, development, retention, culture) Leverages data and market intelligence to develop and execute staffing strategies Successfully blends diversity, regulatory requirements and business strategy throughout the process Consultation: Develop a high level understanding of our business, processes, market conditions, technology and cultural, and any associated challenges Demonstrates uncompromising ethical standards, integrity and respect for people Influences hiring managers, executives, candidates and peers by developing trusted relationships Advises hiring managers on effective interviewing techniques and candidate selection Effectively leverages adjacent HR partners when advising the business (i.e. HR partners, Compensation, HRRC, Employee Relations, Labor Relations, etc.) Routinely leverages metrics to advise managers, improve processes and/ or self-assess performance Operates with a high sense of urgency (action-oriented) Constructively manages clients and/or conducts crucial conversations with hiring managers as needed Proactively collaborates as necessary to ensure a smooth end-to-end process. Process Management: Proactively serves as a change agent (first to adopt and promote new ways of delivering value) Consistently promotes and adheres to talent acquisition, compliance, and diversity processes Routinely identifies innovative solutions to program, policy and process challenges Self-governs / manages via use of staffing data (always ensures integrity of system data) Develops candidate pipelines to meet business objectives Recruiting Process - Sourcing, Assessment, and Selection: Ability to directly source candidates via a variety of contemporary recruiting channels (internet searches, recruiting tools, cold calling, etc.) Ability to implement, execute, and manage programs and specific recruiting initiatives (i.e. College, Military, Production, etc. Accurately assesses candidates (via in-person, video, phone) for skill, competency and culture Quickly synthesizes candidate and hiring manager feedback Routinely pre-closes candidates (early in the process) to ensure high acceptance rates

What we're building Our vision is to electrify all waterborne vessels, and we're starting with electric water sport boats. Gas boats dominate today's marine industry not because of great product offerings but because of a lack of better alternatives. Boaters have grown accustomed to vehicles that feel stuck in the 1980s: unreliable, expensive, loud, noxious, and a nightmare to own and operate. They're also awful for the water and air they reside in. By contrast, electric boats are superior in nearly every way: not only are they far more reliable and less costly to operate, but they're also quieter, quicker, and cleaner, with no fumes or pollutants. However, they've been held back by both the technology and the talent to make them truly competitive with gas alternatives. That's Arc's opportunity. Using modern, aerospace- and automotive-inspired techniques, we're building our hulls, batteries, cooling systems, firmware, and software together to deliver the next generation of watercraft. Who we're looking for We're looking for someone who's fired up by our mission and ready to build. You'll thrive here if you adapt quickly, take ownership, and care about the details. This is a full-time, on-site role at our Los Angeles headquarters and work closely with a lean, high-trust team where everyone's work matters. Core responsibilities Managing full-cycle recruiting for assigned roles Partnering with hiring managers to understand role requirements and align on recruiting plans Sourcing candidates using job boards, LinkedIn, and other sourcing tools Reviewing applications, screening candidates, and conducting initial interviews Coordinating interviewer feedback, guiding candidates through the hiring process, and facilitating timely decision-making Supporting offer processes Scheduling interviews across roles and teams, ensuring a seamless experience for candidates and interviewers Executing all interview scheduling and communication across roles and teams, ensuring a seamless experience for candidates and interviewers Keeping systems and data organized so we can clearly see how well Arc's recruiting efforts are working Maintaining accurate candidate records in our ATS (Greenhouse), ensuring all stages are up to date Posting open roles to job boards and internal systems Generating recruiting reports and assist with metrics tracking Basic qualifications 3 years of experience in recruiting, coordination, or HR support, including some hands-on full-cycle recruiting Experience with an Applicant Tracking System (Greenhouse experience a plus) Strong organization and time management skills with attention to detail Excellent verbal and written communication Comfortable handling sensitive information with professionalism and confidentiality Ability to manage multiple priorities in a fast-paced, dynamic environment Bonus qualifications Experience in a start-up environment Experience with high volume recruiting Experience recruiting technicians Experience using Rippling and/or Greenhouse Advanced Excel/Google Sheets skills Enthusiasm for boating and clean energy At Arc, we encourage diversity and consider all qualified applicants equally for employment, regardless of background, identity, or status. You're always welcome to reach out even if you don't meet many of these qualifications. Passion and aptitude make up for a lot. Our values We value these five things above all else: Ownership over both your work and the company's success Empathy for colleagues and for customers Humility in problem solving and collaboration Pragmatism for navigating ambiguity quickly and sensibly Inclusion of different backgrounds, opinions, cultures, etc. Given that we work in a sometimes intense or stressful environment, it's vital that our values align. We'd be happy to elaborate on any or all of these during the interview process. What we offer Talented teammates that challenge you to be better Access and opportunity to provide input on a wide range of business activities Salary of $110,000 per year Semi-annual bonuses tied to impact A meaningful equity stake An opportunity to have an outsized impact on industry-defining vehicles The ability to drive positive environmental change through your work Nearly free health insurance (we cover 99%) and a 401k access Generous parental leave Daily lunches at HQ, plenty of snacks, lots of swag, and more Boat rides! Hope to hear from you soon! The Crew at Arc

WHAT YOU'LL DO The Talent Acquisition Partner, Tech supports high-volume recruiting efforts for Viant's Software Engineering and technical functions. This role manages full-cycle recruiting for early-career and mid-level technical roles, ensuring a streamlined candidate experience and strong partnership with hiring managers. The ideal candidate is detail-oriented, process-driven, and eager to grow within a fast-paced, tech-focused recruiting environment. THE DAY-TO-DAY * Manage full-cycle recruitment for high-volume technical roles, with a primary focus on Software Engineers and related early-career/mid-level technical positions. * Source, screen, and assess candidates using a variety of tools, channels, and creative strategies to build strong talent pipelines. * Conduct initial phone screens to evaluate technical competencies, role alignment, and candidate motivations. * Partner closely with hiring managers to clarify role requirements, interview structures, and evaluation criteria to ensure consistent, fair assessment. * Coordinate and schedule interviews, ensuring a smooth, well-organized candidate experience. * Maintain accurate and timely data in the applicant tracking system (Greenhouse), ensuring compliance and reporting readiness. * Support offer generation by providing compensation inputs, conducting internal equity checks, and partnering with Compensation and HR Ops for approval workflows. * Build and maintain relationships with passive candidates for future technical hiring needs. * Track pipeline activity, hiring metrics, and recruiting trends; provide regular updates to hiring managers and TA leadership. * Contribute to ongoing process improvements, documentation, and scalable workflows to support high-volume recruiting efficiency. GREAT TO HAVE * 1-3 years of recruiting experience with a focus on engineering roles, preferably in a high volume setting * Experience sourcing and evaluating candidates for software engineering roles * Strong organizational skills and attention to detail, with the ability to manage multiple open roles simultaneously. * Excellent communication and relationship-building skills across candidates, hiring teams, and cross-functional partners. * Familiarity with applicant tracking systems (Greenhouse preferred). LIFE AT VIANT Investing in our employee's professional growth is important to us, but so is investing in their well-being. That's why Viant was voted one of the best places to work and some of our favorite employee benefits include fully paid health insurance, paid parental leave and unlimited PTO and more. Base compensation range: $90,000 - $100,000 In accordance with California law, the range provided is Viant's reasonable estimate of the compensation for this role. Final title and compensation for the position will be based on several factors including work experience and education. #LI-KT1 About Viant Viant Technology Inc. (NASDAQ: DSP) is a leader in CTV and AI-powered programmatic advertising, dedicated to driving innovation in digital marketing. Viant's omnichannel platform built for CTV allows marketers to plan, execute and measure their campaigns with unmatched precision and efficiency. With the launch of ViantAI, Viant is building the future of fully autonomous advertising solutions, empowering advertisers to achieve their boldest goals. Viant was recently awarded Best AI-Powered Advertising Solution and Best Demand-Side Platform by MarTech Breakthrough, Great Place to Work certification and received the Business Intelligence Group's AI Excellence Award. Learn more at viantinc.com. Viant is an equal opportunity employer and makes employment decisions on the basis of merit. Viant prohibits unlawful discrimination against employees or applicants based on race (including traits historically associated with race, such as hair texture and protective hairstyles), religion, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, reproductive health decision making, gender, gender identity, gender expression, age, military status, veteran status, uniformed service member status, sexual orientation, transgender identity, citizenship status, pregnancy, or any other consideration made unlawful by federal, state, or local laws. Viant also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. By clicking "Apply for this Job" and providing any information, I accept the Viant California Personnel Privacy Notice.

The Talent Acquisition Partner is responsible for partnering with management throughout the organization to find the most qualified talent for each job opening assigned by learning the specifications for each job opening. This individual will achieve staffing objectives by sourcing and evaluating candidates, advising managers on candidate qualifications, and managing candidates through the hiring process. Responsibilities: * Source, review, and evaluate qualified applicants for the openings assigned and assess candidate's fit to job opening requirements and company culture. * Actively use techniques and tools to search for talent on the internet via social media, sourcing tools, NMLS listings and within company databases. * Develop relationships with candidates to learn their motivation and qualifications for job opportunities during all communications including phone interviews through the point of offer and starting. * Partners effectively with managers to develop a strong understanding of their business and talent requirements while proactively consulting and influencing managers to help balance between business demands and hiring needs. * Assists with communications that support project objectives, priorities, and results (e.g. interview notes, debrief meetings, intake meetings). * Helps aid the hiring process through systems knowledge or to add recruiting expertise in different areas such as compensation or benefits as needed. Requirements: * Minimum of two (2) + years' experience working in HR or Recruiting. * Experience working in Applicant Tracking Systems (ATS) such as Jobvite * Bachelor's Degree strongly preferred. Why work for #teamloan Depot: * Aggressive compensation package based on experience and skill set. * Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive. * Work with other passionate, purposeful, and customer-centric people. * Extensive internal growth and professional development opportunities including tuition reimbursement. * Comprehensive benefits package including Medical/Dental/Vision. * Wellness program to support both mental and physical health. * Generous paid time off for both exempt and non-exempt positions. About loan Depot: loan Depot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loan Depot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. Today, loan Depot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loan Depot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts. Base pay is one part of our total compensation package and is determined within a range. This provides the opportunity to progress as you grow and develop within a role. The base pay for this role is between $40.00 and $55.00/hr. Your base pay will depend on multiple individualized factors, including your job-related knowledge/skills, qualifications, experience, and market location. We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

The Role Korn Ferry is seeking a Senior Talent Acquisition Manager to support our RPO client. This role has an onsite requirement in downtown Los Angeles 5 days a week. The Sr RPO Talent Acquisition Manager will contribute to Korn Ferry's growth and profitability goals by delivering best in class recruitment services to our client. You will be responsible for the day-to-day operational aspects of the project and scope to include oversight and support of the customized RPO solution. The aim of the role is to ensure the continued quality assurance of the project delivered to our client while being a true strategic partner. Key Responsibilities Create and execute project work plans using the Project Toolkit and revises as appropriate to meet changing needs and requirements. Ensure search requests are clearly defined to include key responsibilities, requirements, reporting structure, compensation and interview process. Identify resources needed and assign individual responsibilities. Define and communicate individual and team metrics. Maintain awareness of creative sourcing strategies and work closely with team to develop best approach for client. Effectively apply Korn Ferry's staffing methodology and enforce project standards. Review deliverables prepared by team before passing to client. Anticipate and minimize risks on project. Prepare and participate in project reviews with client and senior management. Effectively communicate relevant project information to superiors. Escalate and resolve issues in a timely fashion. Facilitate regular status meetings with project team and client. Keep team informed of changes within the Company. Ensure project documents and engagements are complete and updated timely. Develop and deliver client and management reporting. Review and track team hours and expenses as needed. Participate in project scoping and implement SOW/SLA requirements. Identify business development and “add-on sales opportunities as they relate to the project. Manage day-to-day client interaction. Set and manage client expectations. Communicate effectively with client to identify needs and evaluate alternative recruiting solutions. Continually seek opportunities to increase customer satisfaction. Maintain a knowledge base of client's business, organization and objectives. Identify opportunities for improvement and make constructive suggestions for change. Inspire team to attain goals and pursue excellence. Conduct effective performance evaluations and help execute career development plans. Manage a small requisition load, as needed, in support of client needs. Skills & Experience 5-10 years of relevant leadership experience in talent acquisition. Strong understanding of full life cycle recruiting, and industry practices preferred. Understanding of recruiting metrics and reporting standards. Familiarity with SLA's/SOW as it relates to our business. Understands revenue and pricing models and P&L's. Computer skills specifically Excel and PowerPoint, and facility with numbers. Familiarity with Human Resource laws and functions. Business development/sales background or orientation. Strong proven track record of success in leading and motivating teams of recruiters. Ability to analyze complex data and develop sound recommendations and solutions. Excellent planning and organizing skills; able to “juggle” responsibilities effectively in a high volume, fast-paced service environment. Ability to communicate clearly, concisely and persuasively with client and in large group settings. Strong customer and results orientation. Ability to interact effectively at all levels and across diverse cultures. Ability to adapt as organization evolves. Energetic, confidence, maturity and interpersonal sensitivity. High School Diploma Required, Bachelor's degree preferred

at loan Depot The Talent Acquisition Partner is responsible for partnering with management throughout the organization to find the most qualified talent for each job opening assigned by learning the specifications for each job opening. This individual will achieve staffing objectives by sourcing and evaluating candidates, advising managers on candidate qualifications, and managing candidates through the hiring process. Responsibilities: Source, review, and evaluate qualified applicants for the openings assigned and assess candidate's fit to job opening requirements and company culture. Actively use techniques and tools to search for talent on the internet via social media, sourcing tools, NMLS listings and within company databases. Develop relationships with candidates to learn their motivation and qualifications for job opportunities during all communications including phone interviews through the point of offer and starting. Partners effectively with managers to develop a strong understanding of their business and talent requirements while proactively consulting and influencing managers to help balance between business demands and hiring needs. Assists with communications that support project objectives, priorities, and results (e.g. interview notes, debrief meetings, intake meetings). Helps aid the hiring process through systems knowledge or to add recruiting expertise in different areas such as compensation or benefits as needed. Requirements: Minimum of two (2) + years' experience working in HR or Recruiting. Experience working in Applicant Tracking Systems (ATS) such as Jobvite Bachelor's Degree strongly preferred. Why work for #teamloan Depot: Aggressive compensation package based on experience and skill set. Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive. Work with other passionate, purposeful, and customer-centric people. Extensive internal growth and professional development opportunities including tuition reimbursement. Comprehensive benefits package including Medical/Dental/Vision. Wellness program to support both mental and physical health. Generous paid time off for both exempt and non-exempt positions. About loan Depot:loan Depot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loan Depot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. Today, loan Depot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loan Depot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts. Base pay is one part of our total compensation package and is determined within a range. This provides the opportunity to progress as you grow and develop within a role. The base pay for this role is between $40.00 and $55.00/hr. Your base pay will depend on multiple individualized factors, including your job-related knowledge/skills, qualifications, experience, and market location. We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.