Talent acquisition partner jobs in New Jersey - 101 jobs

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

Spark Car Wash is a high growth, institutionally backed express exterior car wash company serving the Northeast and headquartered in Summit, NJ. Our mission is to become the premier car wash brand in the market by delivering consistent excellence to our customers and creating an enriching environment for our employees. Spark is actively launching multiple best-in-class locations and has a long-term vision of becoming the largest operator in the region. Position Summary As Spark continues to expand, we are adding a Talent Acquisition Partner to our Corporate team, reporting directly to the VP of Human Resources. This role offers an exceptional opportunity for career development within a dynamic, fast-growing organization. The ideal candidate thrives in a fast-paced environment and brings strong expertise in recruiting, workforce planning, interviewing, and talent strategy. This experienced person with an entrepreneurial mindset will thrive in this is a high-impact role. One who is eager to “raise the bar,” contribute new ideas, and influence the growth of a rapidly scaling company. Key Responsibilities Recruiting Strategy & Continuous Improvement Identify opportunities to optimize the full recruiting lifecycle, implementing best practices, technology enhancements, and process improvements that elevate efficiency, quality of hire, and scalability. Partner with HR leadership to design and refine recruiting frameworks that support rapid expansion and high-volume hiring needs. Develop innovative sourcing and talent attraction strategies to proactively build diverse and qualified candidate pipelines. Use data, metrics, and labor market insights to evaluate performance, recommend improvements, and drive accountability for key metrics including time-to-fill, cost-per-hire, and turnover reduction. Workforce Planning & Requisition Governance Review and validate hiring requests to ensure alignment with approved headcount, budget guidelines, and organizational staffing plans. Conduct structured intake meetings with hiring managers to clarify role requirements, competencies, success profiles, and recruiting strategy. Own requisition management within the recruiting platform, including posting, workflow configuration, pipeline maintenance, and consistent movement of candidates through the process. Candidate Sourcing, Screening & Selection Execute proactive sourcing strategies for hard-to-fill roles, specialized positions, and corporate openings using multiple tools, channels, and partnerships. Conduct phone screens and preliminary interviews to evaluate qualifications, competencies, and cultural alignment. Create structured, competency-based interview guides that support fair, consistent, and high-quality hiring decisions. Ensure all candidates receive a positive, high-touch experience that reflects Spark's brand and service-oriented culture. Interview Coordination & Process Management Coordinate interview scheduling between candidates and hiring leaders to accelerate the process while preserving quality and experience. Maintain transparent, timely communication with hiring teams and candidates regarding timelines, expectations, and next steps. Support hiring events and large-scale recruiting initiatives-especially new store openings-through on-site interviews, event coordination, and candidate engagement efforts. Offer Management, Pre-boarding & Compliance Prepare and deliver accurate offer letters aligned with compensation guidelines and employment classifications. Guide new hires through onboarding documentation and ensure a smooth transition from offer acceptance to start date. Implement and manage the full background check process, partnering with vendors and internal stakeholders to ensure compliance and timely completion. Employer Brand Development Strengthen and evolve Spark's employer brand through storytelling, targeted campaigns, and high-quality recruitment materials. Lead new initiatives to increase brand visibility and talent attraction in competitive labor markets. Training, Partnerships & Cross-Functional Collaboration Deliver and support recruiting and interview training for hiring managers, including new General Managers, to uphold best practices. Collaborate closely with HR partners to execute a comprehensive talent strategy. Partner with Operations, Marketing, and Leadership teams to ensure staffing plans meet business needs, support store openings, and sustain long-term workforce goals. Travel to new store locations as needed to support hiring events, interviews, and talent-related initiatives. Requirements Required Qualifications 3-5 years of Talent Acquisition experience in a fast-paced, high-volume, or multi-site environment. Demonstrated ability to manage the full recruiting lifecycle, from requisition intake through offer acceptance. Strong experience supporting hiring for hourly, field-based, or high-turnover roles, as well as corporate positions. Proficiency with HRIS and ATS platforms, including requisition management, candidate tracking, and reporting. Must understand the legal compliance/ risk areas/ advise us on best practices to keep the company complaint Experience conducting phone screens, competency-based interviews, and candidate assessments. Strong sourcing capabilities, including the use of job boards, social platforms, talent databases, and grassroots recruiting strategies. Exceptional communication skills with the ability to influence and partner effectively with managers at all levels. Strong organizational skills with the ability to manage multiple searches, priorities, and deadlines simultaneously. High degree of confidentiality, professionalism, and sound judgment. Ability to travel to support hiring events, new store openings, or onsite interviews as needed. Preferred Qualifications Experience working in retail, hospitality, service, or other high-volume, high-turnover industries. Experience supporting rapid growth or multi-location expansion environments. Prior involvement in the development of interview guides, structured selection processes, or competency models. Familiarity with employment branding, recruitment marketing, or talent attraction campaigns. Exposure to HR functions such as onboarding, workforce planning, compensation, or training. Advanced sourcing techniques (Boolean search, talent mapping, niche platforms, etc.). Intermediate Excel skills and the ability to interpret data to inform recruiting decisions. Bachelor's degree in human resources, business administration, or related field (or equivalent experience). Benefits Competitive base salary plus annual bonus compensation Excellent medical, dental, and vision coverage, as well as comprehensive ancillary benefits 401(k) with company match 3 weeks of paid vacation Company laptop Branded company gear and free car washes

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

**Talent Acquisition Leader Sr - Medical Device - req1616** Manage requisition workload and meet specific recruiting performance goals. **RESPONSIBILITIES** This is a remote home office role, located in the USA. + Manage requisition workload, meeting specific recruiting performance goals, as assigned by Director, Talent Acquisition. + Build and maintain candidate pipelines and networks as needed to ensure a constant flow of qualified candidates are available to meet CMSU manpower needs. + Create candidate skill set pipeline folders in recruiting application allowing easy retrieval and review for Hiring Managers. Develop local notification process alerting Hiring Managers of new prospective candidates for their organizations. + In partnership with business unit leaders; Director, Talent Acquisition; and local Hiring Managers, identify, develop and maintain College Recruiting/Cadet/Intern Programs as needed to support assigned business unit(s). + Coordinate 3rd party search firm and Talent Acquisition agency recruiting utilization + Conduct telephone screening and/or in-person interviews ensuring only qualified candidates are submitted to Hiring Managers for consideration. + Ensure all candidate contacts (in-person, telephone and email), activities and tasks are thoroughly and correctly documented in CMSU recruiting application (ATS). + Ensure follow-up and detailed feedback are received and thoroughly documented in recruiting application (ATS) within 48-hours of candidate submittal and 24-hours of interview completion. + Manage applicant workflow, requisition and offer letter approval processes per CMSU recruiting service delivery process models and recruiting application. + Maintain contact with all Hiring Managers to ensure complete understanding of their present and future manpower needs, keeping them informed on the current status of their requirements and prospective candidates. + In coordination with business unit leaders and Hiring Managers, establish and maintain prioritization system for requisitions, putting forth maximum focus on filling high priority requirements timely. + Coordinate relocation, sign-on bonuses, compensation, and incentive plans between prospective new hires and CMSU management as required. + Review information on all assigned requisitions and associated candidate status by close of business Friday, or your last working day, of each week, ensuring correctness of all information, prior to creation and transmission of weekly requisition status and recruiting activity reports. + Participate in job fairs, trade shows and career fairs + Coach, guide, mentor and develop Sourcers and Recruiters as necessary + Prepare reports and compile information as necessary **QUALIFICATIONS** + Possess ability to train, coach, mentor and develop mentor Sourcers and Recruiters + Computer literate with strong Internet, Microsoft Word, Excel and PowerPoint abilities. + Possess ability to work extended hours and weekends as necessary to accomplish recruiting missions. + Available for frequent, often âlast minuteâ domestic travel, as necessary. + Possess and aggressively demonstrate a strong sense of urgency in completing missions timely. + Able to adapt and adjust to rapidly changing priorities. + Possess superior written and oral communications and presentation skills. + Possess superior multi-tasking abilities. + Possess strong customer service skills. + 4 Year Bachelor's Degree + 10 years Recruiting experience in a corporate recruiting capacity + Pay Information: Min $97,900 to Max $157,500 (DOE) **_About us!_** _Canon Medical Systems USA, Inc., a world leader in diagnostic imaging, is in search of qualified candidates to fill our open positions. Canon Medical Systems offers a competitive salary and benefits package, we support a diverse workplace and are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, sex, color, sexual orientation, gender identity, religion, national origin, protected veteran status, or on the basis of disability. We invite you to join and become part of our Canon family._

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

Hours: 40 Pay Details: $91,000 - $145,600 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: The Talent Acquisition Operational Excellence Manager provides operational support to the VP of Talent Acquisition and TA Leadership Team. This role is accountable for the effective E2E operations of the TA function, including but not limited to the TA budget and FTE management , operational reporting and driving alignment across business priorities, reporting and communications. To achieve this they act as the operational connecter between TA leadership, Finance, HR and other Enterprise partners to enable an efficient, well-governed, and high-performing function. They manage all operational TA leadership cadences including meetings, offsites and events. The Specialized Human Resources Manager develops effective policies and programs in a specialized Human Resources unit and acts as a subject matter expert in own area of expertise. Depth & Scope: Develops proposals / recommendations related to policies and practices within own specialized area Serves as key contact Works on a range of complex issues / programs / policies in the day to day management of HR policies / practices Supports the integration / implementation of HR programs across client groups Works closely and effectively with assigned HR partners to ensure business needs are met Understands alignment between own discipline and other specialized areas Interprets data and assesses the risk associated with policies/programs; escalates as required May lead a team of Human Resources professionals Ensures business partners and Human Resources are provided with high quality advice and support Shares expert knowledge, provide advice and counsel to business management and Human Resources teams Monitors and communicates the effectiveness of strategies, programs, and practices related to own area of expertise Ensures programs and practices continue to meet business needs, comply with internal and external requirements, and align with Human Resources priorities Develops and manages a team of high quality resources through recruitment, training, coaching, and performance management Provides input to the departments business plan and monitor actual results Leads and follows-up on action planning to address Employee survey results Analyzes and interprets information; provide opinions and recommendations, and refer complex issues as appropriate Ensures integration of other areas of expertise in the development and delivery of programs and policies, as appropriate Ensures post implementation reviews are conducted; recommend or take action as appropriate Education & Experience: Bachelor's Degree or progressive work experience in addition to experience below 7+ Years of related experience In depth knowledge of a specialized Human Resources function Strong communication, facilitation and presentation skills Ability to deal with all levels of management Strong Customer service orientation and ability to establish strong working relationships with internal and external clients Preferred Qualifications 3+ years of experience in HR operations, talent acquisition, or business management support roles. Strong financial acumen, with experience in budget management, expense tracking, and forecasting. Exceptional organizational skills with proven ability to manage multiple priorities. Advanced proficiency in Microsoft Excel, PowerPoint, and Workday (or similar HRIS systems). Excellent written and verbal communication skills; ability to interact effectively with senior leadership. Strong attention to detail and a proactive, solutions-oriented mindset. Possess a high level of integrity and has proven experience in providing counsel to senior leaders and discreetly managing sensitive and confidential matters Able to deal with significant ambiguity and constantly changing circumstances Organizational awareness - know who or where to best to engage to deal with issues Financial acumen and research / analysis skills - able to absorb a steady stream of information (financial and non-financial) and summarize key issues or concerns Physical Requirements: Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% Domestic Travel - Occasional International Travel - Never Performing sedentary work - Continuous Performing multiple tasks - Continuous Operating standard office equipment - Continuous Responding quickly to sounds - Occasional Sitting - Continuous Standing - Occasional Walking - Occasional Moving safely in confined spaces - Occasional Lifting/Carrying (under 25 lbs.) - Occasional Lifting/Carrying (over 25 lbs.) - Never Squatting - Occasional Bending - Occasional Kneeling - Never Crawling - Never Climbing - Never Reaching overhead - Never Reaching forward - Occasional Pushing - Never Pulling - Never Twisting - Never Concentrating for long periods of time - Continuous Applying common sense to deal with problems involving standardized situations - Continuous Reading, writing and comprehending instructions - Continuous Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. Who We Are: TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. Our Total Rewards Package Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more Additional Information: We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. Colleague Development If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. Training & Onboarding We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. Interview Process We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. Accommodation TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at ***************. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.

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

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

Department: Management Reports to: VP of HR About Us Quantum Computing Inc. (QCi) (Nasdaq: QUBT) is an innovative, integrated photonics company that provides accessible and affordable quantum machines to the world today. QCi products are designed to operate at room temperature and low power at an affordable cost. The Company's portfolio of core technology and products offer unique capabilities in the areas of high-performance computing, artificial intelligence, cyber security as well as remote sensing applications. Position Description The Talent Acquisition Lead will play a critical role in shaping QCi's recruiting function. This role blends strategic input with day-to-day execution and will support hiring across Engineering, Operations, and Corporate functions. The ideal candidate has strong internal recruiting experience, operates well in a fast-paced environment, and is comfortable driving both structure and results. As the company grows, this role may evolve to include people management responsibilities, including oversight of internal recruiting resources. Key Responsibilities Talent Acquisition Strategy & Leadership * Develop and support the execution of a scalable, data-informed talent acquisition strategy aligned with company growth. * Help build QCi's recruiting infrastructure-including workflows, tools, interview standards, and reporting. * Partner with HR leadership on workforce planning and headcount forecasting. Internal Recruiting & Stakeholder Partnership * Serve as a strong partner to hiring managers across all functions; provide guidance on role scoping, competencies, and interview planning. * Coach internal stakeholders on structured interview best practices. * Develop and maintain a consistent internal service model for recruiting support. Full-Cycle Recruiting * Lead full-cycle recruiting for priority roles, including technical, scientific, leadership, and confidential searches. * Ensure a consistent, high-quality candidate experience. * Build structured interview processes that drive improved quality and speed of hire. Team & People Management (Current or Future) * Support or oversee internal recruiting resources, depending on candidate experience and future growth. * Provide coaching, mentorship, and guidance to team members or cross-functional hiring partners. * Contribute to developing a high-performing recruiting function as QCi scales. Vendor & ATS Management * Manage and evaluate external search firm relationships; hold partners accountable to performance standards. * Oversee and optimize the Freshteam ATS (or support future ATS upgrades). * Manage recruiting-related tools, subscriptions, and job boards. Employer Brand & Pipeline Development * Strengthen QCi's employer brand in competitive technical talent markets. * Build proactive pipelines for niche engineering, scientific, and operations roles. * Partner with Marketing/Communications on recruitment materials, campaigns, and market outreach. Reporting & Analytics * Track and report on recruiting KPIs: cycle time, funnel conversion, source performance, and headcount attainment. * Identify bottlenecks and recommend process improvements. Required Skills and Experience Required * 5+ years experience in Talent Acquisition, including internal (in-house) recruiting responsibility. * Experience supporting or leading full-cycle recruiting for technical, scientific, or specialized roles. * Demonstrated ability to work with and influence hiring managers and internal stakeholders. * Experience introducing structure and improving processes in a fast-paced environment. * Strong project management and organizational skills with the ability to prioritize across competing demands. * Excellent interpersonal, verbal, and written communication skills. * Onsite presence required at QCi's Hoboken headquarters. Preferred (Flexible Based on Level) * People management experience (or clear readiness to manage internal recruiting resources in the future). * Experience building or leading recruiting teams or internal recruiting operations. * Experience in hardware, semiconductor, photonics, deep tech, or other technical environments. * Experience selecting, implementing, or upgrading ATS tools. * Experience developing interview training programs, competency models, or structured hiring frameworks. * Ability to operate with ambiguity and create structure where none exists. Incumbent(s) in this position may be required to perform other duties and special assignments not specifically stated above. Statements outlined in this section are designated as essential job functions in accordance with the Americans with Disabilities Act of 1990.

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

Department: Management Reports to: VP of HR About Us Quantum Computing Inc. (QCi) (Nasdaq: QUBT) is an innovative, integrated photonics company that provides accessible and affordable quantum machines to the world today. QCi products are designed to operate at room temperature and low power at an affordable cost. The Company's portfolio of core technology and products offer unique capabilities in the areas of high-performance computing, artificial intelligence, cyber security as well as remote sensing applications. Position Description The Talent Acquisition Lead will play a critical role in shaping QCi's recruiting function. This role blends strategic input with day-to-day execution and will support hiring across Engineering, Operations, and Corporate functions. The ideal candidate has strong internal recruiting experience, operates well in a fast-paced environment, and is comfortable driving both structure and results. As the company grows, this role may evolve to include people management responsibilities, including oversight of internal recruiting resources. Key ResponsibilitiesTalent Acquisition Strategy & Leadership - Develop and support the execution of a scalable, data-informed talent acquisition strategy aligned with company growth. - Help build QCi's recruiting infrastructure-including workflows, tools, interview standards, and reporting. - Partner with HR leadership on workforce planning and headcount forecasting. Internal Recruiting & Stakeholder Partnership - Serve as a strong partner to hiring managers across all functions; provide guidance on role scoping, competencies, and interview planning. - Coach internal stakeholders on structured interview best practices. - Develop and maintain a consistent internal service model for recruiting support. Full-Cycle Recruiting - Lead full-cycle recruiting for priority roles, including technical, scientific, leadership, and confidential searches. - Ensure a consistent, high-quality candidate experience. - Build structured interview processes that drive improved quality and speed of hire. Team & People Management (Current or Future) - Support or oversee internal recruiting resources, depending on candidate experience and future growth. - Provide coaching, mentorship, and guidance to team members or cross-functional hiring partners. - Contribute to developing a high-performing recruiting function as QCi scales. Vendor & ATS Management - Manage and evaluate external search firm relationships; hold partners accountable to performance standards. - Oversee and optimize the Freshteam ATS (or support future ATS upgrades). - Manage recruiting-related tools, subscriptions, and job boards. Employer Brand & Pipeline Development - Strengthen QCi's employer brand in competitive technical talent markets. - Build proactive pipelines for niche engineering, scientific, and operations roles. - Partner with Marketing/Communications on recruitment materials, campaigns, and market outreach. Reporting & Analytics - Track and report on recruiting KPIs: cycle time, funnel conversion, source performance, and headcount attainment. - Identify bottlenecks and recommend process improvements. Required Skills and Experience - 5+ years experience in Talent Acquisition, including internal (in-house) recruiting responsibility. - Experience supporting or leading full-cycle recruiting for technical, scientific, or specialized roles. - Demonstrated ability to work with and influence hiring managers and internal stakeholders. - Experience introducing structure and improving processes in a fast-paced environment. - Strong project management and organizational skills with the ability to prioritize across competing demands. - Excellent interpersonal, verbal, and written communication skills. - Onsite presence required at QCi's Hoboken headquarters. Preferred (Flexible Based on Level) - People management experience (or clear readiness to manage internal recruiting resources in the future). - Experience building or leading recruiting teams or internal recruiting operations. - Experience in hardware, semiconductor, photonics, deep tech, or other technical environments. - Experience selecting, implementing, or upgrading ATS tools. - Experience developing interview training programs, competency models, or structured hiring frameworks. - Ability to operate with ambiguity and create structure where none exists. Incumbent(s) in this position may be required to perform other duties and special assignments not specifically stated above. Statements outlined in this section are designated as essential job functions in accordance with the Americans with Disabilities Act of 1990.

Director of Talent Acquisition (ABA) Lakewood, NJ 120-160K (DOE) A leading ABA company is seeking a strategic and experienced Director of Talent Acquisition to build and lead a sophisticated recruiting function. This is not a typical recruiter role-this is a builder role for someone who can design and execute high-level sourcing strategies, especially for clinical and administrative roles within healthcare. The Ideal Candidate: Proven healthcare recruitment experience (preferably in nursing homes, home care, or ABA). Strategic thinker with ability to design long-term recruiting systems. Process-oriented with strong analytical and organizational skills. Strong networker and relationship builder; able to engage passive candidates. Comfortable working independently in a fast-moving environment. Experience managing or mentoring junior recruiting staff is a plus. Key Responsibilities: Develop and lead recruitment strategies for clinical and operational roles across the organization. Source and engage high-quality candidates using creative and proactive methods. Build a strong recruiting pipeline through networking, job boards, referral programs, and partnerships. Manage full-cycle recruitment from job intake through offer negotiation. Collaborate with department leads to assess hiring needs and set clear hiring goals. Track and report hiring metrics; implement improvements based on insights. Partner with leadership to improve employer branding and candidate experience. Qualifications and Must-Haves: 4+ years of recruitment experience, with at least 2 years in healthcare. Demonstrated success sourcing clinical staff (e.g., BCBA, RBT, LPN, RN, CNA). Strong understanding of sourcing techniques, recruitment metrics, and ATS tools. Excellent communication and negotiation skills. Email resume to: **********************

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

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

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

The right candidate will be capable of identifying and analyzing undeveloped land and redevelopment opportunities suitable for multi-family development. This individual will be capable of working with property owners, brokers, city officials and others to evaluate both marketed and off-market opportunities. The Director of Land Acquisition will work independently to negotiate land acquisitions, perform sophisticated land use and financial analysis, and negotiate purchase agreements. The successful candidate will also participate in due diligence, including concept land planning, environmental, utility systems, and title analysis. This individual will be deal-oriented and understand the dynamics and challenges of the local land market in the current real estate climate. The successful candidate will have a solid background in land planning, zoning, law, and/or real estate. The candidate will also be able to demonstrate an understanding of strategies to take advantage of current trends and adjust acquisition efforts accordingly. RESPONSIBILITIES: Coordinate, secure and organize Land Acquisition Leads Perform title and municipal land use research Perform initial “cold call” inquiries for potential land leads Arrange meetings with seller and/or seller's representative Provide all pertinent property description information, seller demands, terms, conditions and contact information to senior management Prepare letters of intent Maintain close relationships with brokers and land owners Underwrite and analyze the financial aspects of each development opportunity Communicate regularly with city officials Negotiate purchase contracts with sellers Conduct all business in a professional and ethical manner REQUIREMENTS: College degree preferred 4+ years related experience in New Jersey Proficiency with MS Office and email Strong written and oral communication skills Ability to multi-task and attention to detail Why Join Us? You'll join an organization at a pivotal moment of growth and evolution. It's an opportunity to build something meaningful and shape the digital future of our business. If you're ready to take your career to the next level and make a lasting impact, we want to hear from you. We offer an excellent benefits package, including comprehensive Medical/Dental/Vision, 401(k) with a company match, Vacation/Sick/Personal days and Paid Company Holidays. Contract Negotiation Research Skills Analytical Skills Attention to Detail Negotiation Land Use Planning Land Use Zonin

Hours: 40 Pay Details: $91,000 - $145,600 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: The Talent Acquisition Operational Excellence Manager provides operational support to the VP of Talent Acquisition and TA Leadership Team. This role is accountable for the effective E2E operations of the TA function, including but not limited to the TA budget and FTE management , operational reporting and driving alignment across business priorities, reporting and communications. To achieve this they act as the operational connecter between TA leadership, Finance, HR and other Enterprise partners to enable an efficient, well-governed, and high-performing function. They manage all operational TA leadership cadences including meetings, offsites and events. The Specialized Human Resources Manager develops effective policies and programs in a specialized Human Resources unit and acts as a subject matter expert in own area of expertise. Depth & Scope: * Develops proposals / recommendations related to policies and practices within own specialized area * Serves as key contact * Works on a range of complex issues / programs / policies in the day to day management of HR policies / practices * Supports the integration / implementation of HR programs across client groups * Works closely and effectively with assigned HR partners to ensure business needs are met * Understands alignment between own discipline and other specialized areas * Interprets data and assesses the risk associated with policies/programs; escalates as required * May lead a team of Human Resources professionals * Ensures business partners and Human Resources are provided with high quality advice and support * Shares expert knowledge, provide advice and counsel to business management and Human Resources teams * Monitors and communicates the effectiveness of strategies, programs, and practices related to own area of expertise * Ensures programs and practices continue to meet business needs, comply with internal and external requirements, and align with Human Resources priorities * Develops and manages a team of high quality resources through recruitment, training, coaching, and performance management * Provides input to the departments business plan and monitor actual results * Leads and follows-up on action planning to address Employee survey results * Analyzes and interprets information; provide opinions and recommendations, and refer complex issues as appropriate * Ensures integration of other areas of expertise in the development and delivery of programs and policies, as appropriate * Ensures post implementation reviews are conducted; recommend or take action as appropriate Education & Experience: * Bachelor's Degree or progressive work experience in addition to experience below * 7+ Years of related experience * In depth knowledge of a specialized Human Resources function * Strong communication, facilitation and presentation skills * Ability to deal with all levels of management * Strong Customer service orientation and ability to establish strong working relationships with internal and external clients Preferred Qualifications * 3+ years of experience in HR operations, talent acquisition, or business management support roles. * Strong financial acumen, with experience in budget management, expense tracking, and forecasting. * Exceptional organizational skills with proven ability to manage multiple priorities. * Advanced proficiency in Microsoft Excel, PowerPoint, and Workday (or similar HRIS systems). * Excellent written and verbal communication skills; ability to interact effectively with senior leadership. * Strong attention to detail and a proactive, solutions-oriented mindset. * Possess a high level of integrity and has proven experience in providing counsel to senior leaders and discreetly managing sensitive and confidential matters * Able to deal with significant ambiguity and constantly changing circumstances * Organizational awareness - know who or where to best to engage to deal with issues * Financial acumen and research / analysis skills - able to absorb a steady stream of information (financial and non-financial) and summarize key issues or concerns Physical Requirements: Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% * Domestic Travel - Occasional * International Travel - Never * Performing sedentary work - Continuous * Performing multiple tasks - Continuous * Operating standard office equipment - Continuous * Responding quickly to sounds - Occasional * Sitting - Continuous * Standing - Occasional * Walking - Occasional * Moving safely in confined spaces - Occasional * Lifting/Carrying (under 25 lbs.) - Occasional * Lifting/Carrying (over 25 lbs.) - Never * Squatting - Occasional * Bending - Occasional * Kneeling - Never * Crawling - Never * Climbing - Never * Reaching overhead - Never * Reaching forward - Occasional * Pushing - Never * Pulling - Never * Twisting - Never * Concentrating for long periods of time - Continuous * Applying common sense to deal with problems involving standardized situations - Continuous * Reading, writing and comprehending instructions - Continuous * Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. Who We Are: TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. Our Total Rewards Package Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more Additional Information: We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. Colleague Development If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. Training & Onboarding We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. Interview Process We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. Accommodation TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at ***************. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.

Global Channel Management is a technology company that specializes in various types of recruiting and staff augmentation. Our account managers and recruiters have over a decade of experience in various verticals. GCM understands the challenges companies face when it comes to the skills and experience needed to fill the void of the day to day function. Organizations need to reduce training and labor costs but at same requiring the best "talent " for the job. Qualifications CLINICAL/ PHARMA /HOSPITAL VERTICAL EXPERIENCE. A minimum of a Bachelor's degree is required. A minimum of 3 years of experience; high volume recruitment experience (40+ requisitions) is required. Prefer sourcers that are hunters and can source talent. A self-starter with a can-do attitude. Previous experience working in a corporate sourcing/recruiting capacity, is required. Experience in Commercial, Manufacturing, Operations and University recruitment is strongly preferred. Maintaining a high degree of proficiency around data integrity is a must. Knowledge of the Pharmaceutical/Medical Device sector is also preferred. Ability to handle multiple projects simultaneously and deliver results against clearly defined deadlines is required. Must have demonstrated knowledge and experience in HR recruiting sourcing processes and practices. Ability to work within a team approach is required. Experience with applicant tracking systems is preferred i.e., (ICIMs Taleo, ADP Work Force and/or Brass Ring). Must have strong account management, consulting and interviewing skills, knowledge of various sourcing practices. Knowledge of Workday is preferred. Strong customer and marketplace focus; negotiating and influencing skills; project management, and time management are required. Proficiency with Microsoft Office Suite (Word, PowerPoint and/or Excel) is required. Additional Information $35/hr 8 MONTHS

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