Talent acquisition manager jobs in Thousand Oaks, CA

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

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

Live events are fun. Concerts, sporting events, festivals….we make lifelong memories enjoying live events with friends and family. Companies spend over $600 billion each year taking clients and prospects to events because it works. At TicketManager, we get to work in an industry we love: Live events that bring people together and make memories. The world's best companies use TicketManager's industry leading ticket and event management software to make client entertainment easy and prove the ROI. We help companies have more fun by making it easier to invite guests, manage an event from invitation to execution to post-event reporting, and proving just how valuable live events can be. TicketManager is an official partner of the New York Jets, Philadelphia Eagles & Phillies, Capital One Arena, Texas Rangers, Houston Texans, LAFC, Seattle Seahawks, and a partner of over 50 professional and college sports teams, franchises, universities and technology providers. TicketManager serves a who's who of global brands including Fortune 500s, local businesses and even the NBA, NFL, NCAA, and NASCAR The Talent Acquisition Lead owns the full cycle recruiting process, from outbound sourcing and reviewing applications to interviewing, scheduling, and partnering with hiring managers to attract and hire top talent across sales, customer success, marketing, product, engineering, and other business roles. Working closely with senior leadership and reporting into the Head of Business & People Operations, this person plays a vital role in building a culture of service, fun, and growth across TicketManager's nationwide offices. The ideal candidate is an energetic, organized, and flexible professional who thrives in a high-growth environment, bringing both strategic vision and tactical execution to sourcing, hiring, and developing talent. With proven experience managing candidate pipelines, driving performance through process, and fostering culture-building initiatives, this leader will play an integral part in advancing TicketManager's mission and long-term success. * This role is In-Office in Calabasas, CA, Monday-Friday* Responsibilities: * Run the full cycle recruiting process, including outbound sourcing, application review, interview scheduling, candidate communication, and coordination with hiring managers. * Serve as the primary point of contact for candidates and hiring partners, ensuring professional, timely, and engaging candidate experience. * Manage recruiting agency relationships, review submissions, and coordinate next steps for agency-provided candidates. * Manage job postings across boards and optimize visibility to attract qualified applicants. * Partner closely with hiring managers to provide regular updates, share reports, and ensure alignment of candidate pipelines and next steps. * Maintain accurate candidate tracking through ATS and reporting tools; compile weekly recruiting metrics and executive updates. * Draft, distribute, and manage candidate offer letters, background checks, and onboarding coordination. * Plan and manage TicketManager's presence at career fairs and recruiting events, including logistics, booth preparation, and post-event follow-up. * Support People Operations initiatives such as employee communications, award submissions, and culture-building activities. * Collaborate cross-functionally with leadership and People Operations to continuously improve recruiting processes, reporting accuracy, and operational efficiency. Desired Skills and Experience:

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.

As a member of the Human Resources Team, the Talent Acquisition Manager plays a critical role in developing and executive proactive strategies to meet the recruitment and talent needs for St. John's Community Health (SJCH). The Talent Acquisition Manager will continue to find ways to innovate and streamline the hiring experience by leveraging technology, analyzing data, and metrics, and staying abreast of industry trends. As the leader of the Talent Acquisition team, this position identifies and attracts highly qualified and diverse candidates to work at SJCH, developing talent sources and creating an ongoing talent pipeline; partners with hiring managers to anticipate talent needs, and ensures a positive candidate experience. The Talent Acquisition Manager will bring a strong diversity, equity, inclusion, and accessibility (DEIA) perspective to talent acquisition at SJCH. The Talent Acquisition Manager supports SJCH in the following functional areas: talent acquisition and retention strategy, employment branding, team management, full-cycle recruitment - from sourcing to job offer, applicant tracking system utilization, trend analysis, vendor-relationships with staffing and locum agencies, and liaison between candidate and immigration matters such as H1B, E-3. Benefits : Free Medical, Dental & Vision 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Degree in Human Resources or related field. 5-7 years of recruiting experience with both exempt and non-exempt healthcare positions, proven experience as a talent acquisition manager or similar recruitment leadership role. Human Resources Talent Acquisition certification, a plus; 3-5 years of progressive experience in a management role which demonstrates the candidate's ability to assume responsibility for the development of a recruitment team; Experience using a variety of proven recruitment methods and strong background in full-cycle, recruiting, sourcing and candidate assessment; Experience with an applicant tracking software and other HRIS systems; knowledge of ADP WFN Recruitment Module, preferred; Proficient in candidate sourcing using various channels, including social media, job boards, and networking; Experience working in a labor environment, a plus. Demonstrated commitment to serving the needs of underserved communities such as undocumented workers, unaccompanied minors, LGBTQ+ populations, communities of color, youth/adolescents, and those experiencing homelessness, substance abuse, and/or mental illness; Knowledge of the principles and practices of compliant recruiting and state and federal employment laws; Strong relationship-building skills with hiring managers, internal teams, and external partners. Networking skills to establish connections within the industry and sector and build a talent pipeline; Data-driven mindset with the ability to analyze recruitment metrics and optimize strategies accordingly; Knowledge of supervisory principles; Skilled in effective written and oral communications, listening, presentation, group facilitation, influencing and negotiations; Skilled in coordinating activities with other internal departments and/or external agencies; Skilled in effective project and time management; Bilingual English/Spanish, a plus (read, write, speak with fluency). Willingness to work evenings and weekends, within the 40-hour workweek, as needed Ability to utilize strategic thinking skills and work to collaborate with fellow team members on best practices; Strong customer focus and effective use of consultative approach with hiring managers; Exceptional attention to detail and quality control; Ability to use data to inform decisions and drive continuous improvement; Ability to work as part of a team that supports all of SJCH employees at all levels and tenures; Ability to apply Higher Order Thinking Skills to all aspects of the role and essential functions; Ability to efficiently manage multiple projects simultaneously. Responsibilities Performs a combination, but not necessarily all, of the following duties: Determine current staffing needs and produce forecasts working with SJCH Finance to meet budgetary staffing levels and approved positions management. Develop talent acquisition strategies and hiring plans with particular focus on medical, dental and behavioral health provider sourcing, acquisition, and anticipation of future needs. Participate in the interviewing process and support hiring managers in making the final hiring decision. Track progress with active recruitment efforts, including attracting and acquiring high-potential, licensed healthcare professionals creating specialized intelligence talent pools. Writes and coordinates s and internal and external job postings, and develops creative recruitment programs, and socially-engaging marketing materials to ensure job posting optimization. Develops job descriptions and job titles based on an understanding of duties and competencies of different roles, grant-specific position requirements, and bargaining unit classifications. Monitors and evaluates flow of applications and adjusts strategies to sustain applicant flow; reviews and screens applications, and manages applicant relationships. Designs and develops selection processes, including developing competency sets, selection processes, interview guides, scoring rubrics and candidate exercises or skills assessments. Supports the recruitment team as they coordinate interviews with hiring managers and panels, and attend career fairs, college fairs, and similar hiring events. Develops diversity recruiting initiatives, diverse recruiting pipelines, and evaluates the processes for inclusivity and equity to ensure compliance with pay equity and pay transparency in all recruitment practices. Ensures compliance with contract requirements, federal, state and local laws and manages the independent contractor review process of determining contractor or employment status. Manages all vendors and strategic partners associated with recruiting and staffing needs, including developing and maintaining relationships with vocational schools, higher learning institutions, and other educational and technical training programs. Optimize the application tracking system for hiring manager and recruiter use and develop best practices that facilitate meeting organizational goals. Contribute to the development and enhancement of SJCH's values and brand to attract top talent. Support the development of compensation structures, participate in compensation and benefits surveys, and manage salary negotiations, present job offers, and facilitate the offer acceptance process. Utilize data and metrics to track and evaluate the effectiveness of recruitment strategies, identifying areas of improvement and providing dashboards of results. Collaborate with HR colleagues and other departments to ensure a seamless onboarding process for new hires. Stay updated on industry best practices, emerging technologies, and trends to continually optimize the talent acquisition process. Liaise with appropriate partners and facilitate the H-1B Visa process for eligible candidates and the USCIS. Serves Human Resources representative as directed. Other duties as assigned. St. John's Community Health is an Equal Employment Opportunity Employer

Job DescriptionTalent Acquisition Manager Full-Time | On-Site in Pasadena, CA Family-Owned HVAC Company | Established 1988AirTech HVAC is a family-owned HVAC company that has been serving the San Gabriel Valley since 1988. Our reputation is built on trust, craftmanship, and genuine care for our customers. We are in a season of strategic growth and are looking for a high-performing Talent Acquisition Manager who knows how to find, connect with, and hire A-Players - especially in the trades. If you love building great teams and want to play a key role in helping a strong company grow to the next level, we would love to talk. Compensation Salary: $80,000 - $90,000/year (DOE) Performance Bonus: Based on hiring goals & retention metrics Benefits: Health insurance, paid holidays, paid time off, retirement plan options, and ongoing professional development What This Role Is All AboutWe're not just looking for someone who can “post jobs.” We're looking for someone who genuinely enjoys connecting with people, understands what great talent looks like, and is motivated by helping our culture and team grow in the right direction.You'll be the one who helps shape who joins our company next - and that matters a lot. What You'll Be Doing Recruiting technicians, installers, office staff, leadership roles - really the full spectrum of our team Managing the full hiring cycle: sourcing, screening, interviewing, reference checks, and offers Building relationships with trade schools, industry partners, and local talent communities Keeping our candidate pipeline warm and active - always Work closely with leadership to understand workforce needs and create hiring forecasts Champion our company culture and ensure new team members are aligned with our values of craftmanship, integrity, and exceptional customer service What You Bring 3+ years recruiting experience, ideally in HVAC, construction, home services, or any skilled trade environment Proven experience helping a company grow and expand its team during a period of significant growth A strong ability to evaluate character, skill, and cultural fit Experience with social recruiting, job board, internal referral programs, and cold sourcing A positive, confident, and approachable communication style A love for organization, follow-through, and measurable results Why You'll Enjoy Working With Us Family-owned, stable business with deep roots and an excellent reputation We appreciate good people and good work The work you do here will have a real, visible impact. Competitive compensation package (commensurate with experience) Benefits include: Health insurance, paid holidays, paid time off, retirement plan options, and ongoing professional development We laugh, we work hard, and we show up for each other Apply today. We would love to meet you and see if we're a match. E04JI800rkcr408dstq

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

Oversee the full life cycle of the recruiting process and Talent Acquisition team. The incumbent will strategically partner with all levels of management to develop and execute the hiring plan and recruiting strategies that support the Bank's business. Ensure compliance with talent acquisition-related policies, procedures, local, state and federal laws and regulations. DIRECT REPORTS The incumbent manages a team of five that includes an AVP, Talent Acquisition Assistant Manager, AVP, Talent Acquisition Officer, and three Talent Acquisition Officers. ESSENTIAL FUNCTIONS Maintain high-level understanding of defined market attributes to develop recruiting strategies for long term and sustained growth. Lead efforts to recruit new staff for specific functions based on approved plans. Recommend and implement sourcing strategies to department heads using LinkedIn and other avenues to build talent pipelines. Administer and train hiring managers on the use of the LinkedIn Recruiter Chair. Build a trusted business partner relationship with executive stakeholders by conducting thorough intake meetings for new or upgraded roles, providing talent and market data, in-depth prospective candidate screens and job skills summaries. Conduct research on financial services and banking industries to locate prospective candidates to assist in filling pre-requisition and succession planning. Manage a database of competitors to include organization charts, benefits, retention strategies, etc. Use cost effective recruitment strategies to source candidates through various mechanisms (direct, internet, referrals, research, relationships, etc.) Manage recruitment process for candidates at SVP/EVP level or confidential searches. Develop and cultivate strong relationships with various levels of management, candidates, team, and external recruiting sources. Manage Talent Acquisition vendor relationships including the vendor management on-boarding process for outside partners who support recruiting strategies/products. Partner with vendors to drive diversity efforts. Manage Talent Acquisition annual budget and contracts. Manage the California Consumer Privacy Act unhired applicant submissions. Manage applicant tracking system flow, maintenance, and enhancements. Facilitate bi-monthly Select for Success training for hiring managers. Manage the staff requisition and engagement requisition process of employees and non-employees to ensure pay ranges meet state minimums, s are accurate, and requisitions funnel through staffing committee weekly. Review and approve job descriptions with a focus on how the role fits in the organization while looking at career pathways and journey mapping; ensure FLSA status is accurate, essential functions meet the business unit's expectations, and that the years of experience are appropriate for level of position. Review and approve background check results. Consult with HR Director, Legal, or outside counsel when needed. Review returned Verifications of Employment. Update and write policies as well as desktop procedures for Talent Acquisition based on legislation. Prepare tools and resources for the team and the hiring managers which are found on the Intranet. Prepare quarterly metrics and present to CEO. As well as share feedback from the 90-day pulse survey which collects responses from new hires about the recruiting and on-boarding process and make enhancements as needed. Manage the Employee Referral Program. May serve as project manager for recruitment brand deliverables; to include the design of the hiring manager dashboard, We're Hiring Posters and succession planning functionality within UKG. Design, plan and execute employer branding activities, to include increasing the company Indeed rating. Manage the development and roll out of internship and mentoring programs. Partner with the Compensation Manager to obtain or lead in gathering market data and providing salary range recommendations. Attend webinars/seminars and continued education courses to stay competitive and up to date with marketing, souring, and recruiting trends. Comply with federal, state, and local employment law by staying abreast of existing and new legislation; anticipating new requirements; enforcing adherence to requirements. Attend quarterly legal updates to ensure compliance with hiring practices to include daily operations and recruitment forms/processes. Manage and provide guidance to the team including writing annual performance evaluations and providing balanced feedback. Host bi-weekly 1:1s with direct reports to support their development and monthly team meetings to keep team up to date on housekeeping items, new procedures, and sourcing strategies. QUALIFICATIONS Education: Bachelor's degree in Human Resources or other business-related discipline preferred. Experience: Minimum 5-7 years of recruiting experience, in a financial institution strongly preferred. 3-5 years of management experience required. Skills/Ability: Proven ability to lead the development and implementation of successful recruiting programs with good strategic and creative thinking, project management, and analytical skills. Proven ability to operate efficiently and effectively within a geographically dispersed organization. Intimate knowledge of all steps in the full life cycle of recruiting. Exceptional negotiating skills with internal and external clients/candidates. Proficiency in word processing and spreadsheet applications. Possess ability to work with all levels from staff to senior management. Ability to multi-task while meeting given deadlines. Strong interpersonal skills. Able to effectively guide others with diplomacy and tact. OTHER DETAILS $100K - $130K / year Pay determined based on job-related knowledge, skills, experience, and location.This position may be eligible for a discretionary bonus.

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

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

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!

Passes is a rapidly growing tech platform designed to help creators pursue their entrepreneurial dreams and connect deeply with their communities. Founded by visionary tech leader Lucy Guo in 2022, Passes is scaling fast-powered by innovation, world-class talent, and a mission to empower creators at every stage. As we continue expanding our footprint in the creator economy, we are building out a best-in-class events ecosystem centered around The Lilian, our headquarters and multi-purpose creative space for community events, productions, and partner activations. Overview The People & Talent Manager drives the systems, culture, and operations that support our team as we scale. This role spans HR, Culture & Engagement, and Talent Strategy - ensuring the employee experience is supported end-to-end and aligned with company goals. Acting as the connective tissue between employees and leadership, this role ensures that Passes grows quickly while maintaining a strong and positive culture. This position reports directly to the General Counsel. Key Responsibilities People Ops & Compliance Manage the full employee lifecycle using Rippling as the primary HRIS - including onboarding/offboarding workflows, IT device management, benefits administration, and quarterly compliance training. Lead performance review cycles and ensure expectations are clearly communicated and documented. Oversee all global contractors through Deel including onboarding, contract management, and monthly payroll processing. Ensure compliance with employment regulations, benefits administration, and separation agreements. Manage employee reimbursements, expense approvals, and travel budgets using Ramp, including issuing virtual/physical cards and allocating funds when needed. Partner with legal and finance to manage sensitive HR documentation. Recruiting & Talent Strategy Lead full-cycle recruiting, from sourcing through offer negotiation. Partner with leadership on headcount planning and future hiring needs. Partner with hiring managers to create and post job descriptions on our careers page and Linkedin. Partner with legal to manage immigration compliance for international hires. Build scalable recruiting systems, templates, scorecards, and interview frameworks in Greenhouse. Culture & Engagement Plan and execute company-wide events, recognition programs, and team-building initiatives. Run the annual performance review cycle, ensuring clarity, consistency, and alignment across teams. Create and manage internal comms (team newsletters, culture surveys, announcements) to improve transparency and alignment. Run monthly or quarterly all-hands meetings, including agenda planning, content coordination, and day-of execution. Act as a liaison between employees and leadership to ensure feedback loops are active and culture remains positive and inclusive. Internal Ops & HQ Provide oversight and guidance for the overall HQ employee experience, ensuring the workplace is welcoming, functional, and aligned with company culture. Manage 1 direct report - the HQ Office Manager - who owns daily facilities operations, vendor relationships, stocking/ordering, and office maintenance. Coordinate with the HQ Office Manager on new hire first-day setup, ensuring workstations are fully prepared and employees have everything they need. Cross-Functional Leadership Serve as the bridge between People, Ops, Finance, and Legal to ensure alignment, compliance, and efficiency across org-wide processes. Partner with executives and department leads to translate company goals into scalable HR and operational systems. Identify gaps in workflows (onboarding, compliance, hiring, engagement, office ops) and implement improvements. Minimum Qualifications 3+ years of experience in People Operations, HRBP, or related HR roles. 3+ years of full-cycle recruiting experience (sourcing → close). Experience owning onboarding, employee relations, and performance processes. Strong communication skills with the ability to build trust across teams and levels. Experience in a rapid scaling startup environment. Preferred Qualifications Familiarity with Greenhouse (or another ATS), Deel, and Rippling (or similar HRIS). Experience leading or mentoring others (direct or dotted-line). Exposure to building people programs, workflows, or engagement initiatives. Knowledge of compensation benchmarking, leveling frameworks, or org planning. Compensation & Benefits Compensation Range: $125,000 - $150,000 base salary (depending on experience) + Equity Benefits & Perks: Company-issued laptop + full workstation support Daily breakfast, lunch, and dinner prepared by our private chef at HQ Medical, dental, and vision benefits 401k with company matching Unlimited PTO On-site role at our Hollywood HQ with access to creator studio/event spaces

Job Description The Mission At GRAM, we believe the next great leap for humanity will be physical, not digital. What AGI is to bits, Self-Replication (SR) is to atoms. As an SR research and deployment company, our mission is to make humanity galactic by enabling physical exponential growth. To achieve this, we are conducting foundational research across general-purpose robotics, artificial intelligence, biology, and materials science to enable SR within our lifetimes. Our first step is to challenge the consensus that robots should look like us. We believe true progress comes from optimizing for function over form. We are creating a new embodiment for intelligence, designed from first principles to build the future physical economy, on and off-world. The Role At GRAM, we believe that operational excellence is a core strategic advantage. Our ability to execute on an ambitious, multi-decade mission depends on a world-class foundation of operational and business systems. This role is for the leaders who build the machine that builds the machine, creating an environment where our scientists and engineers can do their best work. You are a builder of companies, not just products. You will be responsible for creating the scalable, efficient, and robust systems that enable our team to move faster and achieve more. This is an opportunity to design a company's operating system from first principles, ensuring that our physical lab, our supply chain, and our business functions are as thoughtfully engineered as our robots. Key Responsibilities: Architect and lead the entire talent acquisition function at GRAM, acting as the engine for our team's growth. Serve as a strategic partner to the CEO and leadership team on all matters related to talent, culture, and organizational design. Personally own the search for our most critical and hard-to-find senior hires, acting as a compelling ambassador for GRAM's mission. Design and implement a unique and exceptional candidate experience that reflects the high bar and ambitious nature of our company. Act as a key leader in defining and scaling GRAM's culture, ensuring we attract and retain the world's best talent. About You You are a first-principles thinker who is energized by solving problems that have no playbook. You are drawn to ambitious, long-term missions and want to build technology that fundamentally changes our physical capabilities. You thrive in a high-agency environment where you are given the ownership and resources to tackle core challenges. Basic Qualifications: 5+ years of experience in a talent acquisition leadership role, with a focus on technical and scientific recruiting. A proven track record of successfully hiring world-class talent for a high-bar, mission-driven technology company. The ability to act as a strategic partner to senior leadership, with a deep understanding of how talent strategy impacts business outcomes. Exceptional communication and storytelling skills, with the ability to convey a complex and ambitious vision to sophisticated candidates. Preferred Qualifications: Experience building the talent function from the ground up at an early-stage startup.A deep network within the AI, robotics, and deep-tech communities.Experience recruiting for highly specialized, one-of-a-kind research roles.A passion for building not just a team, but a lasting culture of excellence and ambition. Location This is an on-site role at our research lab in El Segundo, California. We offer significant relocation assistance for exceptional candidates. Interview Process After submitting your application, we review your portfolio and any exceptional work you've shipped. If your application demonstrates the caliber we seek, you'll enter our interview process, which is designed for speed and substance. We aim to complete it within one week from start to finish. Compensation Your total compensation reflects both the significance of early-stage equity and competitive market rates. The following is the general framework for all roles at GRAM. Company-Wide Base Salary Range: $75,000 - $300,000 USD, calibrated to your impact potential Equity: Substantial ownership stake befitting founding team members Benefits: Health, dental, and vision coverage; all meals are paid for; relocation assistance GRAM is an equal opportunity employer. We evaluate solely on capability and drive. Why Join? We are an early, focused team of scientists and engineers building the system that builds itself. GRAM is funded by leading investors and long-term visionaries. We operate without bureaucracy. Ownership and leadership flow to those who demonstrate exceptional capability, and every team member works directly on our core technology. We are based in El Segundo, the heart of America's industrial future, focused on solving one of the most important problems of our time.

SuperOrdinary is the leading global growth partner and marketplace expert connecting brands, creators, and consumers everywhere. SuperOrdinary is the go -to partner for facilitating sustainable global expansion for today's most exciting consumer brands including Farmacy, Tower28, OLAPLEX, The Ordinary, Boy Smells and more. SuperOrdinary's worldwide team of e -commerce marketplace and social commerce experts help brands establish influence, scale global sales channels, and connect with creators and consumers throughout the world. In 2022, SuperOrdinary announced their acquisition of FanFix to build a multi -brand platform which will streamline relationships between content creators and brands globally. SuperOrdinary is laying the foundation to become the most powerful global brand accelerator for consumer brands, with unmatched brand building services and expertise to navigate international expansion, omni -channel distribution, social commerce and content monetization. With a deep understanding of the rapidly evolving social commerce landscape, SuperOrdinary has a proven track record of successfully growing brands on TikTok Shop and other social commerce marketplaces. Fusing creativity with technology, SuperOrdinary is harnessing the power of livestreaming to create engaging shopping experiences that seamlessly integrate e -commerce and entertainment. The Opportunity: The Talent Manager will play a pivotal role in our success by curating, nurturing, and empowering our live stream hosts and creators. Your responsibilities will include casting, interviewing, and training talents, fostering strong relationships within our talent pipeline, and guiding a team of Talent Representatives to ensure our clients' objectives are met with excellence. Job Responsibilities ● Cast, interview, and train live stream hosts and creators, aligning their skills and personas with our brand's vision. ● Cultivate and strengthen relationships within the existing talent pipeline while scouting and nurturing future talents. ● Lead and motivate a team of Talents to ensure clients' objectives and targets are met efficiently. ● Collaborate closely with various departments to ensure seamless integration of talent into content strategies. ● Develop a comprehensive evaluation and success program for hosts and creators Basic Qualifications ● 1 -3 years of experience as a Talent Manager, preferably within the beauty, fashion or entertainment industry. ● Bachelor's degree in marketing, management, or a related field preferred ● Experience working directly with talent, understanding their needs and aligning them with organizational goals. ● Proficiency in leveraging TikTok, YouTube, Instagram, and other social media platforms. ● Detail -oriented with a natural curiosity for emerging trends and talent dynamics. ● Thrives in a fast -paced startup environment, adaptable to evolving priorities. Nice to haves ● An existing network of creators ● A highly responsible person, a detail -oriented quick learner ● Inherent, internal drive that leans more toward autonomy than requiring direction Location: Beverly Hills, CA Benefits · Paid holidays and sick leave · Employee discounts on product · Dental insurance · Employee discount · Health insurance · Paid time off · Vision insurance The pay range for this role is between $65,000 - $80,000. Actual pay within the range is dependent on multiple factors, including your residence location and prior work experience. Equity, benefits, and a discretionary bonus may be additional forms of compensation for this role and are not included in the provided pay range. “Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.”

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