Talent acquisition partner jobs in Santa Rosa, CA

Director of Site Acquisition - Hyperscale Infrastructure | Dallas, TX or San Francisco, CA Confidential Infrastructure Developer is pioneering the future of AI and high-performance computing by delivering ultra-efficient data centers across North America. As part of an elite team with an ambitious 3GW+ roadmap, we are hiring a Director of Site Acquisition to lead strategic land sourcing for cutting-edge data center developments. If you have a track record of securing utility-ready land for hyperscale or large-scale infrastructure and thrive at the intersection of real estate, utilities, and permitting-this role offers a career-defining opportunity. Why Join Us: Drive transformative projects that support the AI revolution. Influence long-range infrastructure strategy with C-suite visibility. Collaborate with top-tier developers, engineers, and investors. Competitive compensation and long-term growth opportunities. Key Responsibilities Strategic Site Origination Source high-potential land parcels (100-1,000 acres) in regions primed for data center deployment. Evaluate proximity to power infrastructure, fiber access, and water availability. Conduct land due diligence to assess buildability, environmental factors, and development feasibility. Utility and Power Coordination Collaborate with power utilities to determine availability and capacity. Guide interconnection studies and drive grid capacity negotiations (LOIs/MOUs). Align utility delivery timelines with broader project development schedules. Zoning, Permitting & Compliance Navigate complex permitting and rezoning processes. Engage consultants for environmental studies, traffic analysis, and impact assessments. Track regulatory developments and mitigate risks related to water, moratoriums, or permitting delays. Commercial Structuring & Negotiations Lead negotiations on land options, purchases, and lease agreements. Create land ownership structures (SPVs) that align with the investment model. Provide cost breakdowns and financial modeling for prospective acquisitions. Stakeholder Engagement Build trusted relationships with landowners, municipalities, and regulatory bodies. Provide regular progress updates to internal investment and development teams. Maintain pipeline visibility and monitor site conversion metrics. Ideal Candidate Profile 8+ years' experience in land acquisition, site development, or infrastructure real estate. Proven success sourcing land for energy, data center, or industrial projects. Strong network within utility and permitting ecosystems. Deep knowledge of zoning, interconnection, and large-parcel development. Exceptional negotiation, communication, and project tracking skills. Experience in TX and CA markets strongly preferred. Success Metrics MW of developable land secured quarterly. Timely execution of utility MOUs and interconnection deliverables. Site progression rate from LOI to final land control agreement. Cost efficiency per MW and adherence to development timelines. This is a remote-friendly position with a focus on activity within the Greater Dallas, TX and San Francisco, CA regions. About Blue Signal: Blue Signal is an award-winning, executive search firm specializing in various specialties. Our recruiters have a proven track record of placing top-tier talent across industry verticals, with deep expertise in numerous professional services. Learn more at bit.ly/46Gs4yS

As the Head of Talent at Doss, you will oversee end-to-end recruiting across the company and shape the hiring engine that fuels our next stage of growth. You'll work closely with the executive team to define hiring strategy, build high-performing teams, and implement the processes, systems, and culture that will scale Doss through rapid expansion. This role is ideal for someone who thrives in fast-paced environments, has deep experience building recruiting functions from the ground up, and wants to have a defining impact on a company's trajectory. Key ResponsibilitiesOwn Company-Wide Talent Strategy Lead full-cycle recruiting across all functions: Engineering, Product, Data, Design, Sales, SDR, Solutions, Customer Success, Support, and Operations. Define Doss's talent philosophy, hiring standards, recruiting metrics, and organizational workforce planning. Build and Scale the Talent Function Create scalable hiring infrastructure: processes, interview loops, competency frameworks, scorecards, and calibration systems. Implement ATS excellence, reporting, analytics, and operational rigor across the recruiting pipeline. Partner Closely With Executive Leadership Collaborate with founders and functional leaders to build hiring roadmaps, define ideal candidate profiles, and prioritize roles across the business. Serve as a strategic advisor on organizational design, team structure, compensation strategy, and talent market insights. Champion a World-Class Candidate Experience Build a candidate experience that reflects Doss values: clarity, precision, speed, and empathy. Ensure consistent communication, transparency, and operational excellence across all hiring processes. Lead Sourcing Strategy & Talent Branding Develop proactive sourcing strategies and talent pipelines across all disciplines. Elevate Doss's employer brand through storytelling, events, partnerships, and content that attract top-tier talent. Build and Manage a Talent Team Hire, mentor, and lead a team of recruiters and coordinators as the company scales. Foster a high-performance, data-driven, mission-aligned recruiting culture. About You 7-12+ years of recruiting experience, with significant time spent in both technical and GTM hiring. Experience leading recruiting functions at high-growth startups or scaling organizations. Demonstrated success partnering with founders or executives to build teams from early stages through rapid growth. Track record building recruiting processes, systems, and employer brand foundations. Skills & Qualities Deep sourcing expertise across multiple disciplines (technical, product, commercial, operations). Strong leadership, communication, and stakeholder-management skills. Ability to operate autonomously and create clarity in ambiguous, fast-moving environments. Data-driven with strong analytical rigor; skilled in ATS optimization, reporting, and funnel analytics. Passionate about talent, culture-building, and scaling organizations with intention and craft. What you'll get Medical, dental & vision coverage 401(k) retirement plan Lunch in-office 5 days/week (and dinner when needed) Flexible/unlimited PTO Commuter benefits Generous parental leave Salary for this role is expected to be $180,000-250,000 annually, depending on your experience, skills and team alignment. Final offer will reflect how you map to our current needs.

Terawatt Infrastructure is the leader in financing, developing, and operating electric vehicle charging solutions. Our mission is to power electrified fleets with the most reliable network of charging centers. With increasing demand for electric vehicles, we are facing a once-in-a-century technology transition. The market for EV charging infrastructure is expected to grow to $1 trillion by 2040. The nation needs a long-term partner in the inevitable transition to all-electric transportation. At Terawatt, you will join your team in delivering quality end-to-end charging solutions. At Terawatt, we own, develop, operate, and maintain charging sites and operational solutions to form the backbone of commercial EV transport in the U.S. We execute humbly and with urgency to provide energy and charging solutions that delight our clients and support the transition to clean, electrified transport. Impact on Climate Change:Transportation creates 23% of all greenhouse gas emissions each year. Electrifying transportation is priority #1 to impact climate change. By electrifying fleets, we can mitigate more than 70% of mobility CO2 urban emissions, remove 50% of city air pollution, and help fleet operators meet Net Zero commitments. We are building a team that represents a variety of backgrounds, perspectives, and skills. At Terawatt, we continuously strive to foster inclusion, humility, energizing relationships, and belonging, and welcome new ideas. We're growing and want you to grow with us. We encourage people from all backgrounds to apply. Role DescriptionWe are looking for a Lead Talent Acquisition Partner who is both a high-output full-cycle recruiter and a thoughtful builder. As a senior individual contributor and a department of one, you will own the execution of all hiring across the company-running efficient, rigorous processes while delivering a consistent, high-quality candidate experience. You will partner directly with the SVP of People and company leadership to shape hiring approaches, fine-tune role scoping, and ensure we are making strong, timely hiring decisions. This role is ideal for someone who excels in high-volume, hands-on recruiting environments, operates with a high degree of independence, and is motivated by building strong process foundations that will grow with the company. Years from now, you'll see the teams, leaders, and capabilities you directly contributed to building-while also having laid the groundwork for the recruiting function's next phase of maturity. Why this Role is ExcitingAs the Lead Talent Acquisition Partner, you will serve as both the engine and the architect of our recruiting function. You'll spend most of your time executing high-quality searches-sourcing exceptional talent, guiding hiring managers, and maintaining an excellent candidate experience. At the same time, you'll help define the foundational systems and practices that will enable our long-term hiring success. This is a role for someone who enjoys rolling up their sleeves, values independence, and thrives in environments where their work is highly visible and deeply impactful.Full-Cycle Recruiting Excellence Own and execute full cycle recruiting across technical, product, business, and G&A roles, balancing volume with quality. Source qualified candidates proactively through targeted outreach, networks, job platforms, and creative sourcing channels. Run structured, timely processes that ensure consistency, high rigor, and a strong hiring bar across roles. Develop and deliver compelling offer strategies, leading negotiations and driving successful closes. Maintain clear, consistent communication with candidates and hiring teams to ensure a smooth end-to-end experience. Strategic Talent Partnership Serve as the senior recruiting advisor to hiring managers and executives, helping define roles, scope searches, and align on hiring criteria. Provide market insights and data that inform hiring decisions and expectations. Partner with leaders to improve interview effectiveness and consistency. Contribute to employer brand messaging through consistent communication and a thoughtful candidate journey. Systems, Processes and Data Ownership Build and refine efficient recruiting processes that support fast-paced hiring without sacrificing quality. Manage and optimize workflows within Lever, ensuring accurate data, healthy pipelines, and strong operational hygiene. Develop lightweight dashboards, reports, and funnel metrics that help identify bottlenecks and drive continuous improvement. Document processes and best practices to support consistency as the company grows. Ensure compliant hiring practices across regions and role types. Team & Culture Building Embed principles of diversity, equity, inclusion, and belonging into sourcing, interviewing, and decision-making. Coach hiring teams to elevate interviewing skills and improve assessment quality. Contribute to a positive, inclusive candidate and hiring manager experience through clear communication and strong partnership. Operate with high autonomy and ownership, creating clarity and structure in a fast-evolving environment. Required Qualifications 5-7+ years of recruiting experience with a strong track record in fast-paced, high-volume, or high-growth environments. Hands-on sourcing strength across both technical and non-technical roles. Demonstrated ability to run efficient, structured processes independently. Experience designing or improving recruiting workflows, systems, or operations in smaller or scaling organizations. Strong communication, prioritization, and project management skills, with the ability to manage multiple searches simultaneously. High emotional intelligence, sound judgment, and a collaborative, low ego working style. Comfort operating in a dynamic environment with shifting priorities and lean internal resources. We are building a team that represents a variety of backgrounds, perspectives, and skills. At Terawatt, we continuously strive to foster inclusion, humility, energizing relationships, and belonging, and welcome new ideas. We're growing and want you to grow with us. We encourage people from all backgrounds to apply. If a reasonable accommodation is required to fully participate in the job application or interview process, or to perform the essential functions of the position, please contact ********************************* . Terawatt Infrastructure is an equal-opportunity employer.

Discusses talent acquisition strategy and partners with hiring departments by reviewing job descriptions and competencies, developing interviewing questions, assessing candidates skill set and qualifications, providing feedback to clients on recruitment related policies, and providing procedures interpretation. Educates candidates about the company and assists in negotiating final arrangements with candidates. Establishes working relationships with TA resources to enhance the TA efforts and assists with promoting Delta opportunities to groups. Assists with developing and conducting new hire employee orientation programs. Ensures Affirmative Action goals and responsibilities are met by introducing qualified minority candidates to hiring departments. Researches and analyzes new hire data and information, and maintains TA related systems and databases including development of any associated reports. Performs miscellaneous duties as needed.

Sxaler is the new global standard in exceptional talent acquisition for category-defining technology companies. We partner with the brave and the bold during the periods which matter most, and nothing less than exceptional talent is required to win. Our leaders are operators from unicorns for which they've scaled. Our clients choose us for the quality of our people, the wisdom of experience, and our record for rapid impact. We believe that AI-natural recruiters who balance input, intervention and empathy will redefine our profession. We look for people with unreasonable standards for excellence - high-agency operators who take ownership and win. We're currently looking for a GTM Recruiter who is intimately experienced with hiring SaaS Account Executives in the Bay Area. You'll be joining our leading AI client to spearhead the expansion of their team, as the first US talent hire. You will be an extension of their brand and ours, hiring the very best talent available in the industry to fuel growth. Requirements Significant experience hiring GTM/AE talent of the highest standards, ideally in SaaS and/or AI-product environments. Familiar with the challenges of building new teams as an early/founding Recruiter. Capable Business Partner who can work independently with Founders to build recruitment infrastructure whilst delivering hires. Opinionated about the use of AI in hiring, leaning in where necessary to boost productivity and support velocity. Data driven and analytical, strategically minded communicator. Comfortable operating effectively nascent environments. Conscientious, hardworking and driven.

Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide - including Brex, Rippling, Navan, Qantas, SHEIN and many more - with fully integrated solutions to manage everything from business accounts, payments, spend management and treasury, to embedded finance at a global scale. Proudly founded in Melbourne, we have a team of over 2,000 of the brightest and most innovative people in tech across 26 offices around the globe. Valued at US$8 billion and backed by world-leading investors including T. Rowe Price, Visa, Mastercard, Robinhood Ventures, Sequoia, Salesforce Ventures, DST Global, and Lone Pine Capital, Airwallex is leading the charge in building the global payments and financial platform of the future. If you're ready to do the most ambitious work of your career, join us. Attributes We Value We hire successful builders with founder-like energy who want real impact, accelerated learning, and true ownership. You bring strong role-related expertise and sharp thinking, and you're motivated by our mission and operating principles. You move fast with good judgment, dig deep with curiosity, and make decisions from first principles, balancing speed and rigor. You're humble and collaborative; turn zero‑to‑one ideas into real products, and you “get stuff done” end-to-end. You use AI to work smarter and solve problems faster. Here, you'll tackle complex, high‑visibility problems with exceptional teammates and grow your career as we build the future of global banking. If that sounds like you, let's build what's next. About the team Our Talent Acquisition team shapes Airwallex's future by finding and engaging top talent worldwide. We partner closely with hiring managers and leaders to understand business needs, deliver exceptional candidate experiences, and build high-performing teams that reflect our dynamic culture and operating principles. What you'll do Airwallex is growing rapidly, and we're looking for a seasoned Technical Talent Acquisition Partner to help us scale our engineering teams in San Francisco. You'll own the full recruitment lifecycle, from sourcing and stakeholder alignment to offers, and act as a trusted advisor to senior leaders. This is a hands-on, high-impact role where your work directly shapes the future of our business. This role is based in San Francisco. Responsibilities: Partner with executives: Work closely with senior leaders to define hiring needs, align on priorities, and shape engineering talent strategies. Attract top talent: Design and execute innovative sourcing strategies to engage exceptional technical talent, including niche and senior-level roles. Own end-to-end recruiting: Lead the full hiring process, from outreach to offer, while delivering an exceptional candidate and stakeholder experience. Drive decisions with data: Use recruiting metrics and market insights to influence decisions, improve efficiency, and uphold a high hiring bar. Champion excellence: Ensure interviewer calibration, promote best practices, and strengthen Airwallex's employer brand to attract diverse, high-quality talent. Who you are Experienced recruiter: 7+ years of full-cycle recruiting, including 2+ years in-house, with deep expertise in engineering hiring. Proven talent partner: Successful track record hiring top engineering talent across all levels, from entry to Director roles. Influential collaborator: Skilled at partnering with and influencing senior engineering leaders to align on hiring strategies and decisions. High-performance driver: Thrives in fast-paced, scaling environments while delivering results with accuracy and attention to detail. Team builder & innovator: Creative and resourceful, passionate about building high-performing engineering teams and elevating hiring practices. Applicant Safety Policy: Fraud and Third-Party Recruiters To protect you from recruitment scams, please be aware that Airwallex will not ask for bank details, sensitive ID numbers (i.e. passport), or any form of payment during the application or interview process. All official communication will come from an @ airwallex.com email address. Please apply only through careers.airwallex.com or our official LinkedIn page. Airwallex does not accept unsolicited resumes from search firms/recruiters. Airwallex will not pay any fees to search firms/recruiters if a candidate is submitted by a search firm/recruiter unless an agreement has been entered into with respect to specific open position(s). Search firms/recruiters submitting resumes to Airwallex on an unsolicited basis shall be deemed to accept this condition, regardless of any other provision to the contrary. Equal opportunity Airwallex is proud to be an equal opportunity employer. We value diversity and anyone seeking employment at Airwallex is considered based on merit, qualifications, competence and talent. We don't regard color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status when making our hiring decisions. If you have a disability or special need that requires accommodation, please let us know.

Plain is redefining customer support for the next generation of B2B companies. We're building the fastest, most powerful platform to help companies move beyond reactive support and build true customer relationships. B2B customer support is undergoing a seismic shift. AI is transforming the way companies engage with customers, shifting support from a siloed function to a company-wide effort across Slack, Discord, and in-product experiences. The old way - slow, manual, and disconnected - no longer works. Some of the world's most forward-thinking companies, like Cursor, Ashby, and Sanity, trust Plain to unify all customer interactions, enable faster team collaboration, and supercharge their workflows with AI. We're a small team and have offices in SF and London. This role is based in our SF office with an expectation of 3+ days/week in person. Why this role is special We're building the next generation of customer support, and we're looking for our first recruiter in SF, initially focused on building our GTM team here. This is a big role for us - you'll shape how we bring Sales, Marketing, and CS talent into the team, help grow our presence in SF, and set the tone for how we scale from here. What makes it special? You won't just be hiring, you'll be shaping the way we hire - creating an experience and approach that reflects who we are and the kind of company we want to build. Every hire you make will leave a mark on our culture and have a direct impact on our growth. You'll also work closely with Lucas, our Talent Partner in Europe. He's focused on product and engineering, while you'll own GTM. Together you'll share ideas, compare notes, and make sure our approach to hiring feels consistent across the whole company. What you'll do We want to build a GTM team that people look back on as a formative chapter in their careers - a place where they learned fast, worked with great people, and did their best work. You'll help us make that happen by finding, attracting, and hiring exceptional people who bring hunger, humility, and integrity to everything they do. Build a world-class candidate experience: Make the process fast, thoughtful, and transparent. Every candidate should leave feeling respected and energized, whether they get the job or not. Own GTM hiring: Lead full-cycle recruiting across Sales, Marketing and CS. Partner closely with Youmna (Head of Opes) and Simon (CEO) to define what great looks like for each role and how to find it. Source outstanding talent: Plain's brand in SF is still being built, so this role is about creating momentum - reaching out, connecting, and selling great people on the journey we're on. You'll make sure top talent knows who we are and why Plain should be part of their story. Shape how we hire: Create simple, scalable frameworks that help us make better decisions and move fast without compromising quality. Bring talent insights: Share what you're seeing in the market - trends, comp data, candidate feedback - to help us stay competitive and sharp. Build Plain's presence in SF: We want someone who's excited to host events, meet great people, and make Plain known as one of the best places to work. This is a great fit if you… At least 5 yrs of experience recruiting for GTM roles at early-stage B2B SaaS companies. Are hands-on and proactive, quick to source, follow up, and close without letting things slip. Have strong networks in Sales, Marketing, or CS and know how to tap into hidden talent. Communicate clearly and thoughtfully with candidates and teammates alike. Balance scrappiness and structure, are happy working through ambiguity while putting better systems in place. Have worked as part of a global team and value async work as much as real-time collaboration. Are based in San Francisco (or open to being here most of the week). You'll spend at least three days a week in the office Tues-Thurs, starting your day early to overlap with our team in Europe. Are excited to take Plain's recruiting to the next level by building on what's already in place and shaping how we grow GTM in SF. This won't be the right role if you… Don't enjoy sourcing - outbound is a huge part of how we hire. Want to specialize in just one function - here you'll be recruiting across Sales, Marketing, Support and Success. Need everything figured out - we're a small team, and ambiguity is part of the job. Aren't interested in working in person - this role is based in San Francisco, and we work together in the office at least 3 days a week. Struggle with async-first collaboration - our team is spread across time zones and we rely heavily on written communication. We're a Slack-first company, not a meeting-first one.

Windfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust.Responsibilities Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information:The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + Equity About WindfallWindfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It's hard to believe that it's 2025 and paying rent on time is expensive, inflexible, and difficult. We're here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team? About The Role We are looking for an experienced Senior Manager of Talent Acquisition to lead, mentor, and scale our high-performing Technical Recruiting team responsible for finding and hiring the world's best Engineering and Data talent. You'll be the strategic owner of our technical recruiting function, operating in a fast-paced, high-bar & hyper-growth environment. You'll serve as a key partner to our CTO and senior technical leaders, translating business objectives into a talent strategy that can meet the demands of our ambitious roadmap. You will inherit and grow a strong team of senior talent partners and sourcers, setting the vision for operational excellence and an exceptional candidate experience. This role is ideal for a player-coach who thrives on taking ownership, building & refining scalable processes, and directly impacting the future of their team. What You'll Do Strategic Ownership: Responsible for the end-to-end technical recruiting function across Engineering and Data. Develop and execute a comprehensive hiring strategy to achieve ambitious hiring goals across these departments. Executive Partnership: Act as the primary talent acquisition partner to the CTO and senior engineering leadership. Use data and market insights to influence decisions, manage expectations, and report on progress against hiring plans. Team Leadership & Effectiveness: Hire, onboard, lead and develop a high-performing team of talent partners and sourcers (both full-time and contract), fostering a culture of excellence and continuous improvement, in order to meet the scaling demands of the business. Process Excellence: Help design, implement, and refine scalable, best-in-class recruiting processes that ensure a high-bar for talent and operational efficiency in a hyper-growth setting. Resource Management: In partnership with the Director of Talent, optimize all external recruiting resources, including managing agency partnerships, contractor relationships, and recruiting tools to ensure a high standard of quality and ROI. Cross-Functional Collaboration: Partner closely with the Director of Talent, People leadership, and Finance to ensure alignment on hiring philosophy, compensation, headcount planning, and talent programs. Key Qualifications 8+ years of progressive experience in Talent Acquisition, with at least 3+ years in a people management role leading and scaling technical recruiting teams. Proven experience managing senior recruiters and sourcers, demonstrating the ability to develop and coach experienced professionals. Track record of success during a "hyper-growth" phase at a high-growth technology company. Exceptional stakeholder management with the abilities to influence; you have a history of building trust and credibility with senior executives, particularly C-level/VP-level engineering leaders. Deep expertise in building and maintaining a high-bar hiring environment. You have successfully implemented thoughtful, structured, and unbiased hiring processes for top-tier engineering & data talent. An analytical and systems mindset and the ability to use data for story telling, to drive decisions, and optimize team performance. Takes pride in systems and quality control to ensure team optimization and process efficiencies. A blend of recruiting experience from both large, "best-in-class" tech companies and fast-paced, ambiguous startup environments. A strong understanding of talent attraction with previous experience recruiting for a wide range of engineering and data profiles (e.g., Backend, Infrastructure, Product, Machine Learning, SRE, etc.). The compensation range for this role will be commensurate with the candidate's experience and Flex's internal leveling guidelines and benchmarks. For working locations in NY/NJ/CA, the base salary pay range will be $185,000 - $215,000. Life at Flex: We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal opportunity workplace. We offer many employee benefits & perks. For full-time U.S based positions we offer: Competitive medical, dental, and vision available from Day 1 Company equity 401(k) plan with company match (our company match kicks off at the beginning of 2026) Unlimited paid time off + 13 company paid holidays Parental leave Flex Cares Program Free Flex subscription For full time non-US employees, we offer Competitive compensation + company equity Unlimited PTO

blah blah blah As a people manager, you will manage the global Recruiting Coordination team, ensuring process efficiencies are in place for our recruiting teams in the U.S. and EMEA. You will serve as the main point of contact for internal needs related to contingent workforce hiring. You will also manage the background check process and vendor relationship. The ideal candidate will be customer service focused and have the ability to work well in an unstructured environment and balance multiple competing priorities while maintaining a high rate of success and attention to detail.Responsibilities Partner with hiring managers to gain an understanding of their business needs and respective talent requirements to create candidate profiles. Manage the full-cycle recruiting process from sourcing best talent, conducting effective and insightful screening, making candidate recommendations to hiring managers, coordinating the interview process, ensuring strong candidate experience. Source, screen, and interview candidates at various stages of the hiring process (phone screening calls, video interviews, and in-person meetings). Administer skill assessments when applicable. Assist in updating and drafting job descriptions. Negotiate wage rates and other terms and conditions of employment with candidates. Build a pipeline of potential candidates for future opportunities. Consult with HR and hiring managers on talent market information, hiring trends and recruiting best practices. Skillset Passionately motivated by and are deeply committed to the mission, vision, values, objectives Talent to communicate, motivate, inspire, candidates and new staff Deep commitment to compliance and the current regulatory environment Disciplined, hard worker with a calm demeanor and affable sense of humor Ability to maintain confidentiality Able to work in an energetic, fast-paced environment blah blah blah

SourcePro Search is conducting a search for a Talent Acquisition Manager. As the Talent Acquisition Manager, you will be joining our highly collaborative team and reporting to the California Senior Talent Acquisition Manager and Talent Acquisition Managing Director. The Talent Acquisition Manager will be located in our Silicon Valley office and will be expected to: provide strategic direction to and implement firm, office, and practice area recruitment plans; act as primary hiring contact for lateral associate hires for the California offices; and act as firm-wide Talent Acquisition liaison for multiple business units (major practice groups). What you do: Work with the Senior Manager and Managing Director of Talent Acquisition to implement creative strategies and processes for sourcing and hiring lateral associate candidates Work with business units on strategic growth initiatives and development of lateral candidate pipelines Collaborate with business unit leaders and directors to effectively onboard and integrate lateral candidates Analyze data and trends in key markets to identify potential candidates Keep current with industry updates and changes at competitive firms that could result in potential lateral opportunities Actively develop and maintain relationships with local and national search firms Pitch the firm by articulating the firm's interests, strategic focus, and growth strategy Oversee the firm's internal due diligence processes for all local lateral hires Work closely with the diversity committee and other internal constituents to promote the active recruitment and retention of diverse candidates to the firm Maintain the appropriate metrics to report and measure success as it relates to lateral recruitment Manage all aspects of the local Talent Acquisition budget Manage and develop the local Talent Acquisition team Work with the Senior Manager and Managing Director on strategic projects and initiatives to support various office committees and goals; Assist as needed with Summer Program and OCI Actively participate in the Firm's community to enhance the collaborative culture. Who you are: Bachelor's Degree and 4-6 years of direct recruiting experience, preferably with a law firm. Exceptional organization skills, ability to manage multiple assignments simultaneously and smoothly. Outgoing, client service-oriented personality with a professional demeanor. Excellent communication (verbal and written) and interpersonal skills. Ability to interact effectively with candidates, all levels of firm personnel and a variety of external entities. Must possess superior judgment and discretion and be able to protect and maintain highly confidential information. Sophisticated and strategic research skills to identify lateral associate candidates; Working knowledge of recruiting software, Workday, and applicant tracking systems (ATS), Lawcruit. Travel required to other office locations and professional conferences, as requested. Flexibility to work extended hours as needed. ****************************

Juniper Networks is in the business of network innovation. From devices to data centers, from consumers to cloud providers, Juniper Networks delivers the software, silicon and systems that transform the experience and economics of networking. Job Description The position will be based in Sunnyvale and will report in to the Global Talent Acquisition Director- R&D Responsibilities: • Manage end to end TA operations for a large product business group within Juniper. • TA Partner for the product business group leaders. The client base would comprise of hiring managers, VPs and SVPs of the product groups. • Build an environment of trust with the business leaders through consistent results. • Manage and develop a large TA team of recruiters, sourcers and coordinators. • Plan, track and deliver high quality TA services against business plans and pre defined goals. • Process excellence for the TA operations. • Drive high quality selection and positive candidate experience practices. Qualifications Requirements: • 5+ years experience of managing TA in the high tech industry. • Prior experience of partnering on TA with leaders at a VP level. • Prior experience of managing large TA teams of more than 10. • Excellent communication and interpersonal skills.

Talent RecruiterLocation San Francisco Employment Type Full time Department Foundation Compensation $120K $180K Offers Equity Offers Commission We're hiring an execution-focused recruiter to build the team that will transform the recruiting industry. So far we've been partnering with recruiters to build our team (more than 50% of our team are placed by recruiters!). While we will continue to do so, we now believe it's the right time to bring in our first in-house recruiters as we are rapidly scaling. The best recruiting set up is close collaboration between in-house talent team and external recruiters. We're looking for GTM and Technical (or folks who can do both!) Recruiters who are bar raisers that live and breathe talent who has experience working with early stage and high growth startups. You'll primarily be focused on sourcing top 1% talent to join the Paraform team, driving a culture of excellence, and supporting the company with everything else hiring-related as we rapidly scale. What we look for: 1+ years of experience hiring for GTM or Technical (or both) roles at a talent dense and fast growing companies Proven experience building pipeline from scratch (outbound sourcing) Have operated in a full cycle role where responsibilities have ranged from building top of funnel, screening and closing candidates Understand how to partner with hiring managers and founders alike, influencing both searches and interview processes to arrive at the best hiring outcomes for the company Have recruiting experience for a high talent bar companies. Not just good talent but great/exceptional talent. Bonus: Recruiting experience at an agency What you'll do: Full-Cycle Recruiting: Own sourcing, screening, interviewing, and closing candidates across multiple functions Talent Strategy: Work with the founders and hiring managers to set our talent bar, hiring goals, draft the best job descriptions, candidate experience, and employer branding Strategic Pipelines: set up multiple channels from scratch, outbound sourcing, inbound applications, referrals, recruitment marketing, events etc. Talent Operations: Own candidate coordination, recruiting tools (including Paraform!), and continuously improve our hiring processes and structures People Ops: Have the option to own HR/People Ops in the interim on an as-needed basis

As a people manager, you will manage the global Recruiting Coordination team, ensuring process efficiencies are in place for our recruiting teams in the U.S. and EMEA. You will serve as the main point of contact for internal needs related to contingent workforce hiring. You will also manage the background check process and vendor relationship. The ideal candidate will be customer service focused and have the ability to work well in an unstructured environment and balance multiple competing priorities while maintaining a high rate of success and attention to detail.Responsibilities Partner with hiring managers to gain an understanding of their business needs and respective talent requirements to create candidate profiles. Manage the full-cycle recruiting process from sourcing best talent, conducting effective and insightful screening, making candidate recommendations to hiring managers, coordinating the interview process, ensuring strong candidate experience. Source, screen, and interview candidates at various stages of the hiring process (phone screening calls, video interviews, and in-person meetings). Administer skill assessments when applicable. Assist in updating and drafting job descriptions. Negotiate wage rates and other terms and conditions of employment with candidates. Build a pipeline of potential candidates for future opportunities. Consult with HR and hiring managers on talent market information, hiring trends and recruiting best practices. Skillset Passionately motivated by and are deeply committed to the mission, vision, values, objectives Talent to communicate, motivate, inspire, candidates and new staff Deep commitment to compliance and the current regulatory environment Disciplined, hard worker with a calm demeanor and affable sense of humor Ability to maintain confidentiality Able to work in an energetic, fast-paced environment

You propel tactical direction and bring unity to complex business relationships. The Field Talent Manager is aligned to the National Business Director (NBD) to drive achievement of key business objectives, specific to client contract requirements. This position supports all aspects of the co-employment agreement to include interviewing and hiring, aligning strategic perspectives, coaching core behaviors, financial and administrative oversight, and all aspects of employment to include performance management solutions. Responsibilities * Drive Syneos Health connectivity with field personnel, pulling thru the Syneos Health culture and communicating Syneos Health business updates * Assist the NBD in building key stakeholder relationships with client leadership and Syneos Health operational support staff, as appropriate * Support, monitor and document FRM performance and appropriately communicate with human resources, FRM and client personnel Essential Requirements: * Bachelor's Degree * Minimum 5 years Pharmaceutical Sales or Access/Reimbursement team management with a strong focus in Employee Relations and Coaching * Experience working with specialty and buy and bill products * Must live within territory or within territory boundaries. Desired Requirements: * Strong interpersonal skills and ability to interact effectively internally and with clients at all levels of the organization * High level of initiative, accountability, and ownership for achieving results and surpassing objectives * Demonstrated team building and leadership skills The annual base salary for this position ranges from $140,000k to $145,000k. The base salary range represents the anticipated low and high of the Syneos Health range for this position. Actual salary will vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. In addition, some positions may include eligibility to earn commissions/bonus based on company and / or individual performance. At Syneos Health, we are dedicated to building a diverse, inclusive and authentic workplace. If your past experience doesn't align perfectly, we encourage you to apply anyway. At times, we will consider transferable skills from previous roles. We also encourage you to join our Talent Network to stay connected to additional career opportunities. Why Syneos Health? Our ability to collaborate and problem-solve makes a difference in patients' lives daily. By joining one of our field access teams, you will partner with industry experts and be empowered to succeed with the support, resources, and autonomy needed to successfully navigate the complex reimbursement landscape. The diversification and breadth of our new and existing partnerships create a multitude of career paths and employment opportunities. Join our game-changing, global company dedicated to creating better, smarter, faster ways to get biopharmaceutical therapies to patients Experience the thrill of knowing that your everyday efforts are contributing to improving patients' lives around the world. Work Here Matters Everywhere | How are you inspired to change lives? Syneos Health companies are affirmative action/equal opportunity employers (Minorities/Females/Veterans/Disabled) Syneos Health has a voluntary COVID-19 vaccination policy. We strongly encourage all employees to be fully vaccinated. Additionally, certain local governments or Syneos Health customers may have vaccine requirements that apply to some of our employees. These employees are required to submit proof of vaccination to Syneos Health and maintain compliance with these requirements. At Syneos Health, we believe in providing an environment and culture in which Our People can thrive, develop and advance. We reward and recognize our people by providing valuable benefits and a quality-of-life balance. The benefits for this position will include a competitive compensation package, Health benefits to include Medical, Dental and Vision, Company match 401k, flexible paid time off (PTO) and sick time. Because certain states and municipalities have regulated paid sick time requirements, eligibility for paid sick time may vary depending on where you work. Syneos Health complies with all applicable federal, state, and municipal paid sick time requirements. 400001532

Adways Interactive is a mobile marketing firm based in downtown San Francisco. We are a subsidiary of Adways, Inc., which is headquartered in Tokyo. Adways Interactive was established over 3 yrs ago to support app developers promote their app on a global scale. We have two core businesses - Adways App Agency (AAA), which focuses on helping Western app developers promote their apps in Asia and PreLaunch.Me (PLM) a service the helps drive registrations for apps before they come to the market. Currently, Adways Interactive is serving top tier clients such as Kabam, Twitter, Square ENIX, Machine Zone and more in marketing their apps to Asia, Job Description The candidate will join the AAA team and be responsible for developing and maintaining inbound/outbound client accounts and supporting their needs in promoting their apps in Asian markets. The candidate may be required to travel internationally 1-2 times a year. Key Responsibilities: • Identify and build new client relationships • Understand client's needs in user acquisition, plan and build suitable proposals collaborating with Adways' international teams. • Propose and execute marketing plan and report to clients while seeking ideas to optimize the campaign. • Represent Adways Interactive at trade shows and industry events. Qualifications - At least 1-2 years experience in digital marketing sales position. - Outstanding relationship-building, analytical and communication skills. - Hunger to succeed. - Legal authorization to work in the U.S. Preferred: - Experience in working in a dynamic small team environment. - Experience in mobile app marketing. - Ability to speak a second language - Asian or European - desirable. - Four year collage degree, advanced degree (MBA or equivalent). Additional Information Employment structure : Full time Benefits Competitive salary and bonus commission. 10 days of flexible paid time from first year of employment. Comprehensive medical, dental, and vision insurance. Commute Benefit. Awesome office near Bart station. Enjoyable team and office events. Free beer, tea, coffee, and fruits in the office! Please attached your resume & a cover letter to be considered! Only successful candidate will get a reply. *** MUST commute to our office in San Francisco***

We are looking for a Senior GTM Recruiter with 5-8 years of recruiting experience to build and own the recruiting strategy for our client's go-to-market teams. This person will be instrumental in scaling the team from ~20 to 70+ people while maintaining an exceptional talent bar, playing a crucial role in their rapid growth as they aim to become a leader in AI for IT teams. What will you be doing? Design and execute high-impact hiring initiatives for GTM roles, including Sales, Marketing, Customer Success, and Operations. Partner closely with founders and GTM leadership to define ideal candidate profiles and prioritize hiring needs. Drive outbound sourcing efforts to build top-of-funnel pipelines through various channels. Manage the full-cycle recruiting process, ensuring an exceptional candidate experience from initial contact to offer. Help build out and scale recruiting systems, processes, and tools in an early-stage, gritty environment. What you need to have to qualify: 5 - 6 years of experience in full-cycle GTM recruiting, with a focus on Account Executives and building recruitment functions. Experience recruiting at fast-growing Series A-E startups. Built GTM teams in high-growth, outbound-driven environments. Strong network of sales and marketing professionals in Silicon Valley. Work from San Francisco HQ, 5 days/week.

Job DescriptionWindfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust.Responsibilities Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information:The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + Equity About WindfallWindfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide - including Brex, Rippling, Navan, Qantas, SHEIN and many more - with fully integrated solutions to manage everything from business accounts, payments, spend management and treasury, to embedded finance at a global scale. Proudly founded in Melbourne, we have a team of over 2,000 of the brightest and most innovative people in tech across 26 offices around the globe. Valued at US$8 billion and backed by world-leading investors including T. Rowe Price, Visa, Mastercard, Robinhood Ventures, Sequoia, Salesforce Ventures, DST Global, and Lone Pine Capital, Airwallex is leading the charge in building the global payments and financial platform of the future. If you're ready to do the most ambitious work of your career, join us. Attributes We Value We hire successful builders with founder-like energy who want real impact, accelerated learning, and true ownership. You bring strong role-related expertise and sharp thinking, and you're motivated by our mission and operating principles. You move fast with good judgment, dig deep with curiosity, and make decisions from first principles, balancing speed and rigor. You're humble and collaborative; turn zero‑to‑one ideas into real products, and you “get stuff done” end-to-end. You use AI to work smarter and solve problems faster. Here, you'll tackle complex, high‑visibility problems with exceptional teammates and grow your career as we build the future of global banking. If that sounds like you, let's build what's next. About the team Our Talent Acquisition team shapes Airwallex's future by finding and engaging top talent worldwide. We partner closely with hiring managers and leaders to understand business needs, deliver exceptional candidate experiences, and build high-performing teams that reflect our dynamic culture and operating principles. What you'll do Airwallex is scaling our engineering teams globally, and we're looking for an exceptional Talent Acquisition Manager to take our engineering hiring to the next level. In this dynamic hybrid role, you'll lead and mentor a high-performing team of recruiters while directly driving some of our most critical, high-impact engineering hires. You'll partner closely with senior engineering leaders (e.g., VP Eng, CTO) to shape talent strategy, trial bold new approaches, and build the world-class teams powering Airwallex's next stage of growth. This role is based in San Francisco. Responsibilities: Lead and develop the team: Mentor a high-performing group of recruiters, set clear goals, and support their professional growth. Shape hiring strategy: Partner with engineering leadership to forecast needs, define talent priorities, and maintain a consistently high hiring bar through interviewer calibration and alignment. Own critical hires: Drive full-cycle recruitment for senior and hard-to-fill engineering roles, delivering an exceptional candidate and stakeholder experience. Use data to drive decisions: Track key metrics, identify bottlenecks, and continuously optimize recruiting efficiency and outcomes. Enhance recruiting impact: Strengthen employer brand, refine processes and leverage tools to improve speed, quality, and candidate experience. Who you are Experienced leader: 10+ years in recruiting, including 3+ years leading or mentoring recruiters, with a track record of building high-performing teams. Engineering hiring expert: Proven success hiring top engineering talent across multiple levels, including senior and leadership roles. Trusted partner & communicator: Skilled at stakeholder management, influencing senior engineering leaders, and communicating clearly across all levels. Data-driven operator: Use metrics and insights to guide strategy, measure success, and drive continuous improvement. Hands-on and strategic: Balance executing critical hires with leading the team, thriving in a fast-paced, scaling environment. Applicant Safety Policy: Fraud and Third-Party Recruiters To protect you from recruitment scams, please be aware that Airwallex will not ask for bank details, sensitive ID numbers (i.e. passport), or any form of payment during the application or interview process. All official communication will come from an @ airwallex.com email address. Please apply only through careers.airwallex.com or our official LinkedIn page. Airwallex does not accept unsolicited resumes from search firms/recruiters. Airwallex will not pay any fees to search firms/recruiters if a candidate is submitted by a search firm/recruiter unless an agreement has been entered into with respect to specific open position(s). Search firms/recruiters submitting resumes to Airwallex on an unsolicited basis shall be deemed to accept this condition, regardless of any other provision to the contrary. Equal opportunity Airwallex is proud to be an equal opportunity employer. We value diversity and anyone seeking employment at Airwallex is considered based on merit, qualifications, competence and talent. We don't regard color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status when making our hiring decisions. If you have a disability or special need that requires accommodation, please let us know.