Talent acquisition partner jobs in Schenectady, NY - 432 jobs

About the Team At Rapid7, our people are our greatest strength. As we scale globally, we're focused on building high-performing, inclusive teams that fuel our mission to advance security. Our Talent Acquisition team ensures we bring in the best talent across functions, and we're looking for a Talent Acquisition Partner to help drive that impact. This is your chance to recruit for a variety of roles from high-volume, revenue-generating positions to technical and business hires while shaping the candidate and hiring manager experience. You'll join a collaborative team that values urgency, creativity, and continuous improvement. Talent Acquisition is a strategic partner to the business, shaping Rapid7's future by hiring high-performing teams that drive impact. We collaborate with leaders to identify, attract, and hire the talent needed to achieve our goals. As a member of our TA team, you'll join a collaborative, growth-minded group that values feedback, supports one another, and celebrated wins together. We are hybrid working model and come into the Boston office 3 days a week About the Role As a Talent Acquisition Partner, your primary responsibility will be to drive full-cycle recruiting across a variety of roles-delivering top talent that fuels Rapid7's growth while ensuring a seamless, high-quality experience for both candidates and hiring managers. Specifically, your focus will be to: Own full-cycle recruiting for individual contributor and manager roles. Deliver on quarterly hiring goals and recruiting metrics (time-to-fill, offer/accept, pipeline health). Partner with hiring managers to understand the role requirements, headcount planning, team dynamics, design and influence the interview process and outcomes. Proactively source and engage passive candidates to build strong and diverse pipelines. Ensure a seamless candidate journey, from first contact through offer negotiation. Use data to identify challenges, track progress, and recommend solutions. Leverage tools including Workday ATS to drive efficiency and maintain data integrity. Share market insights, trends, pipeline health, and compensation benchmarks with stakeholders to help guide decision-making. The skills and qualities you'll bring include: 2+ years of in-house recruiting experience across multiple role types (sales, technical, and business). Experience working in high-volume environments with urgency and accountability. Proven ability to source, attract, and close passive talent. Strong stakeholder management and influencing skills. Skilled in negotiation, with ability to uncover motivators and craft compelling offers. Data-driven mindset with ability to analyze recruiting metrics and recommend improvements. Familiarity with ATS tools (Workday is a plus) and sourcing platforms. Growth-oriented, adaptable, and energized by working on a wide variety of roles. Collaborative, curious, and able to build trusted relationships across teams. We know that the best ideas and solutions come from multi-dimensional teams. That's because these teams reflect a variety of backgrounds and professional experiences. If you are excited about this role and feel your experience can make an impact, please don't be shy - apply today. #LI-JC1 About Rapid7 At Rapid7, our vision is to create a secure digital world for our customers, our industry, and our communities. We do this by harnessing our collective expertise and passion to challenge what's possible and drive extraordinary impact. We're building a dynamic and collaborative workplace where new ideas are welcome. Protecting 11,000+ customers against bad actors and threats means we're continuing to push the envelope just like we' ve been doing for the past 20 years. If you 're ready to solve some of the toughest challenges in cybersecurity, we're ready to help you take command of your career. Join us. Rapid7, Inc. is committed to fair and equitable compensation practices. A candidate's salary is determined by various factors including, but not limited to, relevant work experience, skills, and certifications. We evaluate compensation decisions on a case‑by‑case basis, and it is not typical for an individual to be hired at the very top of the salary range. The salary range for this role in the US is: $69,200.00 - 93,600.00 USD Annual Salary ranges may vary based on geographical location. This range does not include variable/incentive compensation, equity and benefits (where applicable/eligible). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or any other status protected by applicable national, federal, state or local law. #J-18808-Ljbffr

Talent Acquisition Partner Salary Range: $70,000 - $100,000 About Pharmaron Pharmaron is a global CRO (Contract Research Organization) helping pharma and biotech companies bring new therapies to life. With over 21,000 employees worldwide across 23 locations in the US, UK and China, we support drug discovery through to manufacturing with fully integrated, high-quality services. We're proud of the impact we make and just last year, we supported over 780 discovery projects, 1,000+ CMC programmes, and 1,000+ clinical trials across all phases. Our teams are involved in everything from small molecules, ADC's, biologics, and gene therapies and we work with more than 3,000 global customers. To learn more, ****************** Job Overview We're looking for a proactive and detail-oriented Talent Acquisition Partner to support hiring across all our roles in the life sciences sector. You will be involved in leading end-to-end recruitment, developing sourcing strategies, and ensuring an exceptional candidate experience. You'll collaborate closely with and serve as a consultative partner to hiring managers by providing insights and guidance to support effective decisions. You will guide compensation recommendations, lead negotiations, ensure seamless integration of new hires into the organization and help strengthen our employer brand. If you're organized, tech-savvy, and passionate about connecting people with meaningful opportunities, this role is for you! ROLES & RESPONSIBILITIES Partner with Hiring Managers to identify current and future personnel needs. Partner with Hiring Managers throughout the entire recruitment process from initial role definition through to successful hire. Enhance the selection process and standards through support and training for Hiring Managers. Suggest new, innovative ideas to attract highly talented people from diverse backgrounds and continue to build on and enhance the activities/programmes, processes, systems and reporting associated with talent attraction and talent management (including improved automation of processes). Lead and support the HR Recruitment team with recruitment and onboarding activities. Actively recruit desired talent directly. Calculate recruiting KPIs (e.g. time-to-hire and time-to-fill). Own the candidate experience and continuously work to improve this ultimately promoting the brand and reputation of Pharmaron as the leading CRO in the US. QUALIFICATION & EXPERIENCE BSc degree in Human Resources or an equivalent degree. Degree and/or PhD in Chemistry or relevant scientific discipline would be desirable. Evidence of strong recruitment experience and achievement with at least 7 years in applicable role, of which 3 years should have been as an internal recruiter. Recruitment experience and evidence of successful placement of science candidates in the Pharmaceutical/Life Sciences sector is essential. Hands‑on experience with candidate sourcing and interviewing. Experience of working in a fast‑paced environment. Experience in mapping and improving processes and systems. Graduate recruitment experience would be an advantage. KNOWLEDGE & SKILLS Understanding of full cycle recruiting. Excellence in utilization of recruitment search tools such as LinkedIn Recruiter. Familiarity with online job‑hunting websites. Familiarity with Applicant Tracking Systems and resume databases. Proven ability to speak the language of scientists. Excellent relationship building skills with hiring managers. Expertise in the production of compelling advertising copy. Excellent interviewing skills and ability to identify desirable candidates. Excellent judge of character. Accurate with a close attention to detail. Effective written and oral communication skills. Excellent presentation skills. Proven negotiation skills. Why Pharmaron? Pharmaron is a premier service provider for the life sciences industry. Founded in 2004, Pharmaron has invested in its people and facilities and established a broad spectrum of research, development, and manufacturing service capabilities throughout the entire drug discovery, preclinical, and clinical development process across multiple therapeutic modalities, including small molecules, biologics, and CGT products. With over 21,000 employees and operations in the U.S., the U.K. and China. Pharmaron has an excellent track record in delivering R&D solutions to its partners in North America, Europe, Japan, and China. Collaborative Culture: You will thrive in our inclusive and collaborative environment, where teamwork and innovation go hand in hand. Here, your voice matters, and your contributions make a real impact. “Employees Number One” and “Clients Centered” are the core cultural values at Pharmaron. Our culture, which sets Pharmaron apart from other organizations, has evolved from our deep commitment to our employees, partners, and collaborators. Benefits As part of our commitment to your well‑being, we offer a comprehensive benefits package: Insurance including Medical, Dental & Vision with significant employer contributions. Employer-funded Health Reimbursement Account. Healthcare & Dependent Care Flexible Spending Accounts. 100% Employer‑paid Employee Life and AD&D Insurance, Short‑ and Long‑Term Disability Insurance. 401k plan with generous employer match. Access to an Employee Assistance Program. How to Apply Ready to seize this incredible opportunity? Join us at Pharmaron and be part of a dynamic team driving innovation and excellence in biopharmaceutical research and development. Apply online today! As an Equal Employment Opportunity and Affimative Action employer, Pharmaron values diversity and inclusion in the workplace, fostering an environment where all individuals are empowered to succeed. Join us in our mission to make a difference in the world of life sciences. #J-18808-Ljbffr

## About The PositionWe are seeking a bold and proactive U.S.-based Talent Acquisition Partner to lead GTM hiring and drive our next phase of growth. You will serve as the primary talent strategist for our U.S. leadership team, ensuring we attract exceptional talent to Qodo. You won't be building in a silo, you'll collaborate closely with our global TA team, while acting as the driving force on the ground. Your work will directly influence the quality of our teams, the strength of our U.S. presence, and the consistency of Qodo's culture as we grow globally.If you are:* Thinking about recruiting like a product- iterating, measuring, and continuously improving* A strong partner who knows how to build trusted relationships with hiring managers and candidates* Proactive and resourceful, and enjoy balancing both the operational and strategic sides of hiring and employee experience**This opportunity is for you!**Talent Acquisition & Sourcing (Primary Focus)* Own end-to-end recruiting for U.S. GTM roles (Sales, Customer Success, Marketing, etc.), ensuring we scale with exceptional talent and strong cultural alignment.* Act as a strategic thought partner to hiring managers- bringing clarity, structure, and strong judgment to hiring decisions.* You will help ensure that every hire strengthens Qodo, raising the bar not only on talent, but on values and collaboration.* Build and manage active pipelines through creative sourcing (LinkedIn, referrals, networking, events, market mapping, AI-assisted sourcing).* Partner closely with hiring managers to define business needs, hiring priorities, and structured evaluation processes* Deliver a high-touch, transparent, and thoughtful candidate experience, ensuring candidates feel the Qodo difference* Use analytics and recruiting metrics to improve funnel performance from sourcing to close* Stay close to the market: trends, talent movement, and competitor landscape in the GTM ecosystem* Help strengthen and communicate Qodo's employer brand across the U.S. market Onboarding Experience & U.S. People Operations* Own the U.S. onboarding experience, ensuring new hires feel supported, connected, and productive quickly* Partner with the People team to align onboarding practices while tailoring to the U.S. context* Manage U.S. benefits administration end-to-end and serve as a trusted guide for employees' benefits questions## Requirements**Must-have*** 5+ years of experience in Talent Acquisition / Recruiting in a fast-paced startup environment* Proven success hiring GTM talent in the U.S. (Sales, CS, Revenue, Marketing, etc.)* Strong sourcing capability - you enjoy building pipelines and know how to consistently attract top-tier talent* Ability to run recruiting end-to-end: sourcing, screening, coordination, stakeholder alignment, offer process, closing* Strong interpersonal and communication skills (written + verbal)* Organized, detail-oriented, and able to manage multiple searches simultaneously* Experience working with ATS tools, recruiting dashboards, and structured reporting* Strong curiosity and agility in learning new tools including AI tools to improve sourcing and workflow* Based in Boston and able to work hybrid (2-3 days in office)**Nice-to-have*** Familiarity with benefits platforms and U.S. HR operations* Prior People Ops or HR generalist experience #J-18808-Ljbffr

Bluefish is looking for a passionate and experienced Talent Acquisition leader to own full-cycle recruiting for technical, GTM, and operational roles. This person will play a critical role in shaping how we attract and hire top talent as we scale. As an early member of the People team, you'll build scalable recruiting processes, partner closely with leadership and hiring managers, and help ensure we bring in exceptional talent to support our next stage of growth. This role is ideal for someone who is hands-on and strategic, excited to roll up their sleeves in recruiting while also building long-term hiring infrastructure and an employer brand that stands out. What You Will Be Doing Own full-cycle recruiting across technical, GTM, and business roles, from sourcing through offer. Partner with executives and hiring managers to define role requirements, scorecards, and hiring strategies. Build and manage a strong candidate pipeline using creative and proactive sourcing methods. Manage relationships with external recruiting agencies, including negotiating contracts, setting performance expectations, and ensuring alignment with hiring needs and company culture. Develop and strengthen Bluefish's employer brand to attract top-tier talent. Track and report recruiting metrics (pipeline health, time-to-fill, and candidate experience). Drive an excellent candidate experience and ensure consistent, high-quality hiring processes. Continuously improve recruiting workflows, tools, and best practices as the company scales What We're Looking For 7-10 years of talent acquisition experience, ideally in a high-growth SaaS or startup environment. Proven success leading full-cycle recruiting across diverse functions and seniority levels. Strong ability to influence and partner with executives and hiring managers. Experience building recruiting processes and infrastructure from the ground up. Excellent communication, stakeholder management, and interpersonal skills. Highly organized with strong attention to detail and follow-through. A balance of strategic thinking and hands-on execution. Excited to thrive in a fast-paced, evolving startup environment. Nice-to-Haves Experience scaling a company from ~20 to 200 employees. Familiarity with ATS tools, sourcing platforms, and recruiting analytics. Strong employer branding or talent marketing experience. About Bluefish: Bluefish believes that AI represents the next major chapter of the internet - and that consumers will increasingly use AI to consume information and media online. On this new AI internet, brands will need new tools and technologies to tell their stories to consumers online - and a new marketing ecosystem will be created around AI. Bluefish is building the platform that helps brands engage consumers on this new AI channel, with powerful enterprise tools to manage AI brand safety and engage consumers with thoughtful and personalized AI marketing experiences. The Bluefish team is a tight-knit group of mar-tech industry veterans who previously helped build foundational ad-tech platforms now owned by Meta and Microsoft. Bluefish, the leading AI marketing platform for the Fortune 500, recently announced a $20M Series A funding round led by NEA, with participation from Salesforce Ventures. Additional investors include Crane Venture Partners, Swift Ventures, and Bloomberg Beta. We are a globally distributed team, with business operations based in New York City and engineering based in Berlin. We are a globally distributed team, with business operations based in New York City and engineering based in Berlin. Why Bluefish & Our Values: Unique opportunity to join on the ground floor of a fast-moving startup building at the center of AI Tackle challenging and abstract problems while disrupting the $300BN legacy mar-tech industry Join an experienced high-performing team where you will have immediate ownership and impact Experience a true meritocracy with significant career growth upside as the business scales Our Values: Demonstrated grit and resourcefulness-you find creative solutions, adapt quickly, and aren't afraid to roll up your sleeves in a fast-paced, evolving environment. Thoughtful and strategic thinker with the ability to anticipate needs, ask the right questions, and deliver insights that truly drive value. Proven ability to collaborate across functions and roles, fostering open communication and shared ownership of outcomes. Commitment to craftsmanship-you take pride in delivering high-quality work, paying attention to the small details while keeping the big picture in mind. Self-starter with a proactive mindset and a strong sense of accountability-able to drive projects forward independently while staying aligned with team goals. Comfortable navigating ambiguity and learning new tools, processes, or technologies to get the job done.

# Head of Talent AcquisitionCommonwealth Search Partners (CSP)### Job Description**Commonwealth Search Partners (CSP)** is a newly launched executive search firm, created by health centers, for health centers. Founded in 2025 by the **Massachusetts League of Community Health Centers (Mass League)**, CSP was established to meet the growing demand for strong, mission-driven executive leadership in community health centers and nonprofit organizations nationwide We are seeking our first hire, the **Head of Talent Acquisition**, who will play a foundational and visionary role in shaping CSP's work and impact. This is a unique opportunity to support the growth of an organization from the ground up: designing recruitment strategies, shaping operations, enhancing the candidate experience, driving innovation in sourcing, and establishing CSP's reputation as a trusted partner for executive search in the community health center movement.The Head of Talent Acquisition will lead executive recruitment efforts on behalf of CSP's clients, with a focus on attracting, assessing, and placing diverse, high-caliber leaders. This role will be responsible for building CSP's candidate pipeline, executing full-cycle searches, and developing the systems and processes that will define CSP's approach.As CSP's first employee, the Head of Talent Acquisition will work closely with the Mass League and community health center leaders to grow CSP's capacity, build its national candidate database, and ensure every search reflects the values of diversity, equity, and inclusion.**Essential Functions** *(The following is a list of essential functions, which may be subject to change at any time and without advance notice. Management may assign new duties, reassign existing duties, or eliminate a role. Responsibilities include but may not be limited to the following.)** Develop and maintain a proprietary, national database of current and potential community health center leaders.* Executive Search Strategy: Develop and execute comprehensive executive search strategies to identify and attract high-caliber candidates for senior-level positions.* Candidate Sourcing: Utilize various sourcing methods to identify high potential passive and active candidates, which include networking, direct outreach, and social media to identify and engage potential executive candidates. Foster a culture of diversity, equity, and inclusion, while taking purposeful steps to recruit a diverse workforce.* Candidate Assessment: Conduct in-depth interviews, assessments, and evaluations of executive candidates to determine their qualification match, cultural fit and compatibility.* Collaboration: Work closely with health center partners to understand their talent needs, align recruitment strategies with their business goals, and provide expert guidance on hiring decisions. Proficient in leveraging influence to create consensus with an ability to navigate a diverse group of stakeholders, build a network of allies, and earn and maintain stakeholder trust and respect.* Market Research: Stay up-to-date with industry trends, competitor analysis, and talent market insights to make data-driven recommendations for executive talent acquisition.* Candidate Relationship Management: Build and maintain relationships with potential executive candidates, ensuring a positive candidate experience throughout the recruitment process.* Compliance: Ensure all recruitment practices adhere to legal and regulatory requirements, including equal employment opportunity (EEO) guidelines.* Metrics and Reporting: Track and report on key recruitment metrics, such as time-to-fill and candidate quality, to assess the effectiveness of recruitment strategies.* Administrative Support: Provide ongoing documentation and tracking for executive recruitment, oversee CSP branding and Community Health Centers diversity hiring initiatives, scheduling for interviews, and ensure compliance with labor laws and internal policies.**Other Responsibilities:*** Complete other duties as assigned, including + Represent CSP at meetings, trade events, and partnership opportunities + Marketing and outreach efforts + Provide business planning guidance + Any additional duties not listed on this document**Competencies/Skills:*** Business Acumen: Ability to develop and implement growth strategies and long-term strategic planning.* Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area.* Problem Solving: Ability to address problems that are broad, complex, and abstract, often requiring substantial creativity, resourcefulness, staff engagement, Lean diagnostic techniques, negotiation, and diplomacy to develop solutions.* Independence of Action: Ability to set goals and priorities for functional area. May make recommendations for specific policies and practices. The Mass League provides broad guidance and overall direction.* Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management, and external partners across functional areas.* Oral Communications: Ability to comprehend and communicate complex verbal information in English to external partners and internal stakeholders.* Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices, and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas.* Teamwork: Ability to collaborate across teams to support projects or groups both internal and external to CSP and across functional areas.* Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations across multiple areas in a timely and respectful manner.**Education and Experience:*** Bachelor's Degree required in Human Resources, Business Administration, or a related field.* At least 8 - 10 years of progressive experience in talent acquisition, recruitment or executive search - this would include full-cycle recruiting, strategic talent planning, and leadership of recruiting functions. Within that, ideally 3 - 5 years in a leadership or management capacity.* Proven experience in executive recruitment (healthcare preferred), ideally in a community health center or executive search firm environment.* Experience supporting community health centers or other mission-aligned health and human service nonprofit organizations.* Strong knowledge of nonprofit executive compensation structures and negotiation tactics.* Exceptional communication and interpersonal skills, with the ability to establish and maintain relationships with senior executives.* Strategic thinking and problem-solving abilities.* Knowledge of legal and regulatory compliance related to recruitment and hiring.* Highly organized, detail-oriented, and able to manage multiple executive searches simultaneously.* Confidentiality and discretion in handling sensitive executive recruitment matters.**Requirements:*** Strong interpersonal communication skills and the ability to communicate effectively with diverse coworkers, business partners, clients, etc., are required.* Must have reliable transportation to get to other sites and meetings as needed.* The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully.While performing the duties of this job, the employee is required to regularly participate in meetings, conferences, and other work functions. The employee must be able to remain in a stationary position 80% of the time. The employee needs to move inside and outside the office to access file cabinets, office equipment and meet with community partners at different sites. The position requires occasionally #J-18808-Ljbffr

About the Role We are seeking a visionary and execution-driven Senior Recruiting Manager to lead our global uBecome strategy for hiring and developing early career (interns & new college grads) talent across our Engineering, Science and Product organizations. As the global point of contact (POC) for all early career talent across Tech, you will drive the end-to-end strategy: from headcount forecasting and org shaping, to pipeline development and business alignment. You will work closely with Tech leadership to understand emerging skillset needs, guide workforce planning conversations, and ensure the early talent pipeline is fueling innovation and long-term capability building. In addition to leading a high-performing team focused on North America, this role offers a unique opportunity to influence and collaborate with peers in other mega-regions, with potential dotted-line leadership across EMEA, APAC, and LATAM. At Uber, the work moves fast and at global scale - and your role in uBecome is to build early-career talent ready to take on that challenge, where what you shape today directly affects how Uber moves the world tomorrow. This is not just a recruiting role-it's a strategic leadership position at the intersection of talent, business, and the future of Tech at Uber. What you'll do Business Partnership Act as the primary liaison between Talent Acquisition and Tech business leaders for all early talent hiring strategy. Understand emerging skillsets, critical capabilities, and long-term talent needs On global scale : Influence and inform early careers demand planning and intern-to-full-time conversion strategy based on business goals Global Program Strategy Lead the design, delivery, and continuous improvement of scalable, high-impact early careers programs (internship, new grad, rotational programs) Own the development of innovative, forward-looking recruiting strategies and engagement models that reflect the future of work and talent Performance & Insights Define success metrics and build dashboards to track program performance, conversion rates, candidate experience, business engagement, and brand health Leverage data to make informed decisions, optimize investments, and communicate progress and value to stakeholders Conduct regular health checks of school strategies, hiring funnel, and conversion yield Team Leadership Manage and develop a team of high-performing university recruiters, coordinators and PMs Champion a culture of excellence, agility, and learning Elevate team capabilities through coaching, cross-regional exposure, and strategic collaboration with our industry teams Required Qualifications 10+ years of experience in Talent Acquisition, with at least 5 years in Tech University/early careers hiring Proven success building or scaling early talent programs in a fast-paced, global tech environment Deep understanding of Engineering, Product and Science skillsets, and how to align early talent strategy to business needs Strong understanding of US university ecosystems, technical curricula and student engagement trend Ability to navigate global complexity, influence across regions, and partner with a diverse set of internal stakeholders Exceptional communication and influencing skills; comfortable leading conversations with senior engineering/product leaders Analytical mindset with fluency in data, metrics, and workforce planning tools Demonstrated team leadership experience with a passion for mentorship and development About the Team At Uber, we're redefining what early career means. Through uBecome, we offer a journey where ambition meets real-world impact - growing emerging talent by prioritizing long-term development over short-term skills, and building from within through hands-on learning, mentorship, and clear paths to conversion. uBies fuels innovation with fresh thinking that pushes boundaries at global scale, while advancing representation early by expanding access and opportunity for talent from all backgrounds. We expect interns and new grads to drive real business impact, contributing to meaningful work that ships, scales, and shows up in the real world. uBecome will take you there - to work that moves the real world, and a career that grows with it. For New York, NY-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For San Francisco, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For Seattle, WA-based roles: The base salary range for this role is USD$183,000 per year - USD$203,000 per year. For Sunnyvale, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For all US locations, you will be eligible to participate in Uber\'s bonus program, and may be offered an equity award & other types of comp. You will also be eligible for various benefits. More details can be found at the following link ************************************** Uber\'s mission is to reimagine the way the world moves for the better. Here, bold ideas create real-world impact, challenges drive growth, and speed fuels progress. What moves us, moves the world - let\'s move it forward, together. Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form. Offices continue to be central to collaboration and Uber's cultural identity. Unless formally approved to work fully remotely, Uber expects employees to spend at least half of their work time in their assigned office. For certain roles, such as those based at green-light hubs, employees are expected to be in-office for 100% of their time. Please speak with your recruiter to better understand in-office expectations for this role. #J-18808-Ljbffr

Gauntlet leads the field in quantitative research and optimization of DeFi economics. We manage market risk, optimize growth, and ensure economic safety for protocols facilitating most spot trading, borrowing, and lending activity across all of DeFi, protecting and optimizing the largest protocols and networks in the industry. We build institutional-grade vaults for decentralized finance, delivering risk-adjusted onchain yields for capital at scale. Designed by the most vigilant, quantitative minds in crypto and informed by years of research. As of November 2025, Gauntlet manages over $2B in vault TVL, and optimizes risk and incentives covering over $42 billion in customer TVL. We continually publish cutting-edge research that informs our risk models, alerts, and analysis, and is among the most cited institutions - including academic institutions - in terms of peer-reviewed papers addressing DeFi as a subject. We're a Series B company with around 75 employees, operating remote-first with a home base in New York City. As a company, we build institutional-grade vaults that deliver risk-adjusted DeFi yields at scale, powered by automated risk models and off-chain intelligence. Gauntlet curates strategies across Morpho, Drift, Symbiotic, Aera and more, with >$1B in vault TVL and a growing suite of Prime, Core and Frontier vaults. Our mission is to drive adoption and understanding of the financial systems of the future. We operate with a trader's discipline and a risk manager's skepticism: size carefully, stress routinely, unwind decisively. The label equals the package equals the contents. No surprises, just predictable, reliable vaults. We're looking for a Head of Talent Acquisition to run and refine Gauntlet's entire Recruiting function. The ideal candidate has experience with Recruiting and People Management and is excited about building internal processes and programs from the ground up. Responsibilities You will develop and drive Gauntlet's recruiting strategy Develop innovative strategies to find, engage, and hire top crypto talent anywhere in the world Create and execute a diverse and inclusive hiring strategy Analyze and report on progress to team leads regularly Facilitate a positive interview experience for candidates, as well as internal interviewers Develop repeatable processes and leverage automation when possible Train and mentor junior members of the People team and invest in attracting and developing top talent across all roles Hire and train junior employees on Gauntlet's Talent Acquisition Team Qualifications 10+ years of Technical & Business Recruiting experience Experience recruiting for and leading teams that hire highly specialized technical talent, preferably with Crypto experience (though not a requirement) History of building inclusive and diverse teams Deep knowledge across the entire candidate lifecycle, from talent mapping, research, sourcing, interviewing, to closing Demonstrated ability to proactively find and engage pipelines of niche talent Ability to think strategically and proactively, with a data-driven approach to decision-making Benefits and Perks Remote first - work from anywhere in the US & CAN! Regular in-person company retreats and cross-country "office visit" perk 100% paid medical, dental and vision premiums for employees and dependents $1,000 WFH stipend upon joining $100 per month reimbursement for fitness-related expenses Monthly reimbursement for home internet, phone, and cellular data Unlimited vacation 100% paid parental leave of 12 weeks Fertility benefits Opportunity for incentive compensation Please note at this time our hiring is reserved for potential employees who are able to work within the contiguous United States and Canada. Should you need alternative accommodations, please note that in your application. The national pay range for this role is $175,000 - $200,000 base plus additional On Target Earnings potential by level and equity in the company. Our salary ranges are based on paying competitively for a company of our size and industry, and are one part of many compensation, benefits and other reward opportunities we provide. Individual pay rate decisions are based on a number of factors, including qualifications for the role, experience level, skill set, and balancing internal equity relative to peers at the company. #LI-Remote #J-18808-Ljbffr

Commonwealth Search Partners (CSP) is a newly launched executive search firm, created by health centers, for health centers. Founded in 2025 by the Massachusetts League of Community Health Centers (Mass League), CSP was established to meet the growing demand for strong, mission-driven executive leadership in community health centers and nonprofit organizations nationwide. Position Summary We are seeking our first hire, the Head of Talent Acquisition, who will play a foundational and visionary role in shaping CSP's work and impact. This is a unique opportunity to support the growth of an organization from the ground up: designing recruitment strategies, shaping operations, enhancing the candidate experience, driving innovation in sourcing, and establishing CSP's reputation as a trusted partner for executive search in the community health center movement. The Head of Talent Acquisition will lead executive recruitment efforts on behalf of CSP's clients, with a focus on attracting, assessing, and placing diverse, high-caliber leaders. This role will be responsible for building CSP's candidate pipeline, executing full-cycle searches, and developing the systems and processes that will define CSP's approach. As CSP's first employee, the Head of Talent Acquisition will work closely with the Mass League and community health center leaders to grow CSP's capacity, build its national candidate database, and ensure every search reflects the values of diversity, equity, and inclusion. Essential Functions The following is a list of essential functions, which may be subject to change at any time and without advance notice. Management may assign new duties, reassign existing duties, or eliminate a role. Responsibilities include but may not be limited to the following. Develop and maintain a proprietary, national database of current and potential community health center leaders. Executive Search Strategy: Develop and execute comprehensive executive search strategies to identify and attract high-caliber candidates for senior-level positions. Candidate Sourcing: Utilize various sourcing methods to identify high potential passive and active candidates, which include networking, direct outreach, and social media to identify and engage potential executive candidates. Foster a culture of diversity, equity, and inclusion, while taking purposeful steps to recruit a diverse workforce. Candidate Assessment: Conduct in-depth interviews, assessments, and evaluations of executive candidates to determine their qualification match, cultural fit and compatibility. Collaboration: Work closely with health center partners to understand their talent needs, align recruitment strategies with their business goals, and provide expert guidance on hiring decisions. Proficient in leveraging influence to create consensus with an ability to navigate a diverse group of stakeholders, build a network of allies, and earn and maintain stakeholder trust and respect. Market Research: Stay up-to-date with industry trends, competitor analysis, and talent market insights to make data-driven recommendations for executive talent acquisition. Candidate Relationship Management: Build and maintain relationships with potential executive candidates, ensuring a positive candidate experience throughout the recruitment process. Compliance: Ensure all recruitment practices adhere to legal and regulatory requirements, including equal employment opportunity (EEO) guidelines. Metrics and Reporting: Track and report on key recruitment metrics, such as time-to-fill and candidate quality, to assess the effectiveness of recruitment strategies. Administrative Support: Provide ongoing documentation and tracking for executive recruitment, oversee CSP branding and Community Health Centers diversity hiring initiatives, scheduling for interviews, and ensure compliance with labor laws and internal policies. Other Responsibilities Complete other duties as assigned, including Represent CSP at meetings, trade events, and partnership opportunities Marketing and outreach efforts Provide business planning guidance Any additional duties not listed on this document Competencies/Skills Business Acumen: Ability to develop and implement growth strategies and long-term strategic planning. Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area. Problem Solving: Ability to address problems that are broad, complex, and abstract, often requiring substantial creativity, resourcefulness, Lean diagnostic techniques, negotiation, and diplomacy to develop solutions. Independence of Action: Ability to set goals and priorities for functional area. May make recommendations for specific policies and practices. The Mass League provides broad guidance and overall direction. Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management, and external partners across functional areas. Oral Communications: Ability to comprehend and communicate complex verbal information in English to external partners and internal stakeholders. Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices, and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas. Teamwork: Ability to collaborate across teams to support projects or groups both internal and external to CSP and across functional areas. Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations across multiple areas in a timely and respectful manner. Education and Experience Bachelor's Degree required in Human Resources, Business Administration, or a related field. At least 8 - 10 years of progressive experience in talent acquisition, recruitment or executive search - this would include full-cycle recruiting, strategic talent planning, and leadership of recruiting functions. Within that, ideally 3 - 5 years in a leadership or management capacity. Proven experience in executive recruitment (healthcare preferred), ideally in a community health center or executive search firm environment. Experience supporting community health centers or other mission-aligned health and human service nonprofit organizations. Strong knowledge of nonprofit executive compensation structures and negotiation tactics. Exceptional communication and interpersonal skills, with the ability to establish and maintain relationships with senior executives. Strategic thinking and problem-solving abilities. Knowledge of legal and regulatory compliance related to recruitment and hiring. Highly organized, detail-oriented, and able to manage multiple executive searches simultaneously. Confidentiality and discretion in handling sensitive executive recruitment matters. Requirements Strong interpersonal communication skills and the ability to communicate effectively with diverse coworkers, business partners, clients, etc., are required. Must have reliable transportation to get to other sites and meetings as needed. The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully. While performing the duties of this job, the employee is required to regularly participate in meetings, conferences, and other work functions. The employee must be able to remain in a stationary position 80% of the time. The employee needs to move inside and outside the office to access file cabinets, office equipment and meet with community partners at different sites. The position requires occasionally lifting office products and supplies up to 50 pounds and traveling to various locations for meetings. The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities. It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities. #J-18808-Ljbffr

accessi Be is a market-leading B2B SaaS company operating at global scale, serving tens of thousands of customers worldwide. Our AI- and automation-driven platform solves complex, mission-critical problems for businesses across industries. The company is at a pivotal growth stage, with strong product-market fit, expanding enterprise adoption, and a significant opportunity to evolve the platform into a long-term category leader. Want to make a real impact? Click here and find out how! Click here to learn more about accessi Be's #companyculture Who you are You're a senior recruiter with deep experience hiring in the US market. You're proactive, independent, and comfortable owning full-cycle recruiting end to end. You stay calm under pressure, know how to prioritize when everything feels urgent, and aren't afraid to challenge assumptions using data and market insight. You're comfortable working independently and communicate clearly across time zones, and bring good judgment to how decisions get made. You care, you collaborate, and you take pride in making thoughtful, well-reasoned decisions. What you'll be doing: Own full-cycle recruitment for US-based roles, from intake to offer and onboarding Partner with hiring managers to define role requirements and hiring strategies Lead proactive, creative, and data-driven sourcing efforts Conduct thorough screenings and interviews to assess candidates' skills, experience, and overall fit, and guide hiring managers through effective selection decisions Manage offers, including compensation discussions Use recruiting data and analytics to improve speed, quality, and outcomes Maintain a high-quality, transparent candidate experience Ensure accuracy in the ATS and adherence to internal processes Requirements 3+ years of full-cycle recruiting experience in the US (B2B SaaS / tech preferred) Experience hiring commercial or go-to-market roles at scale Strong ownership mindset and ability to work independently Confidence partnering with senior stakeholders and influencing decisions Strong communication skills and comfort using data to drive decisions Equal opportunities At accessi Be, we prioritize diversity. We celebrate difference and embed it into every aspect of our workplace and product, as well as our community. accessi Be is proud and committed to providing equal opportunity employment to all individuals regardless of disability, race, color, religion, sex, sexual orientation, citizenship, national origin, veteran status, pregnancy or any other characteristic protected by law. In addition, accessi Be will provide accommodation to individuals with disabilities or a special need. Please don't hesitate to share your needs when applying so that we can provide the necessary accommodations for an accessible and inclusive recruitment process. Advantages Perks The salary band for this position ranges from $90,000 - $130,000 Health, dental, and vision insurance Hybrid work schedule, with a beautiful office in the heart of Flatiron District 401(k) savings plan Qualities

About Avoca Avoca is transforming how home service companies engage with their customers. Our AI-powered conversational agents handle every high-value inbound call including booking jobs, qualifying leads, and driving higher revenue. Avoca does this at a speed and consistency unmatched by human call centers. We've grown to 75 employees in under two years, backed by a high-energy, in-office culture in NYC. In a $500B+ market where missed calls mean lost business, we're building the category-defining platform for AI-driven customer engagement. We're serving the largest brands in home services, and 5x'd headcount in 2025. With a high-performance, in-office team in NYC, we're moving fast to capture a massive, underserved market where 85% of missed calls go to competitors. Every hire here has an immediate and visible impact. The Role As our first in-house Head of Talent, you will own end-to-end recruiting for all roles (GTM and EPD), build and manage a scalable recruiting arm, while also owning the core People Ops function as we scale. This is a critical role at an inflection point for Avoca. We are looking for the right person to scale our hiring and people systems that require speed, sound judgment, and operational excellence as our organization grows. You will be responsible for building and running recruiting pipelines, partnering closely with leadership on hiring decisions, and ensuring the foundational people processes scale alongside the team. This role is ideal for someone who can operate full-cycle recruiting pipelines autonomously with an owner's mindset, run multiple pipelines simultaneously, and serve as a trusted partner to leadership as the organization scales. This role will be highly hands-on initially including running searches and build systems before scaling a team. What You'll Do Talent Strategy & Headcount Planning Partner with founders and leadership to define short- and long-term headcount plans aligned with business goals and budget. Own hiring prioritization, sequencing, and tradeoffs across GTM, Engineering, Product, and Operations. Translate company strategy into clear hiring roadmaps and role definitions. Recruiting Function Leadership Own full-cycle recruiting across GTM + EPD initially, while designing the recruiting function that will eventually scale. Build, manage, and develop a high-performing recruiting team (internal recruiters, coordinators, and external partners as needed). Define recruiting goals, success metrics, and accountability across the team. Establish consistent, high-quality hiring standards, interview processes, and decision-making frameworks. Employer Brand, Community & Talent Marketing Build and evolve Avoca's talent brand in close partnership with founders. Develop strategies for events, community-building, referrals, and long-term candidate pipelines. Ensure Avoca's story, culture, and values are clearly and authentically represented across all candidate touchpoints. Compensation, Equity & Offers Partner with founders to build and refine Avoca's compensation and equity philosophy. Ensure competitive, fair, and scalable compensation practices across roles and levels. Lead senior-level offer strategy, equity conversations, and closing efforts. People Operations & Employee Experience Own Avoca's core People Ops function, including onboarding, performance cycles, and employee lifecycle processes Partner with leadership to support manager effectiveness, feedback, and role clarity Ensure people systems, documentation, and processes scale effectively with the team What You Will Bring 6+ years of experience in talent, recruiting, or people leadership roles, ideally at high-growth startups. Proven experience scaling teams and building recruiting functions from early stage through growth. Strong judgment around hiring strategy, org design, and prioritization. Experience managing recruiters and building durable recruiting teams. Comfort partnering with founders on compensation, equity, and headcount decisions. Excellent communication and leadership skills. Who You Are Self-motivated, entrepreneurial, and comfortable operating in fast-moving, high-growth environments. Thrives on owning processes end-to-end and balancing multiple initiatives simultaneously. Autonomous, self-directed, and comfortable working with ambiguity. A proactive and effective communicator. You are collaborative, organized, and efficient. Eager to work in person at our NYC office full time. Why Avoca At Avoca, you'll be part of a team that's building a category-defining company at the center of a massive market opportunity. We're a fast-moving, collaborative team with a culture designed for builders who thrive on speed, iteration, and impact.

About us Zara offers the latest fashion trends for all. An international brand with stores in the main cities of the world and online. Our business model is centered in our customers, constantly adapting to their needs. We love what we do. Teamwork, passion, curiosity, diversity, sustainability, creativity and humility are our daily motivation. Does it sound like you? Maybe you are a Zara person. Purpose The role serves as a strategic partner to the Talent Center team, leading end to end recruitment initiatives for corporate functions and senior retail leadership across Inditex US & PR. This includes cultivating strong, collaborative relationships with Hiring Managers and HR, ensuring seamless alignment and communication throughout all stages of the hiring process. Through the development of forward-thinking sourcing strategies and targeted attraction efforts, the role drives a robust talent pipeline, strengthens employer branding, and delivers a best-in-class candidate experience while securing high caliber talent for both current and future organizational needs. Key Responsibilities • Lead high‑volume, full‑cycle recruitment for corporate functions and senior retail roles, managing a large portfolio of vacancies with speed, accuracy, and strategic prioritization. • Build and sustain a proactive, high‑quality talent pipeline by screening large volumes of resumes, identifying strong profiles, and maintaining consistent engagement across multiple channels. • Conduct in‑depth role discovery by analyzing job descriptions, meeting with hiring managers, and gaining a deep understanding of technical, behavioral, and operational role requirements. • Perform ongoing market, competitor, and industry analysis to ensure informed hiring decisions and alignment with evolving labor trends across all operating markets. • Source top talent through diversified strategies, including local market networking, colleges and universities, workforce development partners, NGOs, and innovative digital platforms. • Partner closely with HR Managers and store leadership to understand talent gaps, workforce planning needs, and operational realities within assigned regions. • Drive seamless recruitment operations, including job postings, social media content, interview scheduling, and all administrative components of the hiring lifecycle. • Maintain accurate, data‑driven applicant tracking, producing dashboards, reports, and insights to evaluate recruitment performance and inform strategy. • Identify and test new sourcing channels, continuously enhancing outreach methods to access untapped or emerging talent pools. • Ensure recruitment processes are executed with efficiency and excellence, supporting broader HR initiatives and cross‑functional projects as needed. • Design and deploy creative, out‑of‑the‑box attraction tactics that elevate employer branding and strengthen the company's visibility as a destination for top talent. • Deliver a best‑in‑class candidate experience, managing interviews, feedback loops, and communication touchpoints with professionalism and clarity. • Build strategic external partnerships with educational institutions, professional organizations, and community groups to expand long‑term talent reach. • Champion employer brand initiatives, supporting ongoing attraction campaigns and maintaining a consistent, positive presence in the talent marketplace. • Collaborate on special projects and continuous improvement efforts assigned by the Recruitment Manager, contributing to innovation within the Talent Center function. Experience and qualifications • Minimum of 5 years recruitment experience preferably in a high-volume retail environment. • Bachelor's Degree in related field strongly preferred • Self-starter motivated to drive results and promote innovative ideas • Proven success delivering results in a fast-paced, high-growth environment. • Excellent interpersonal and communication skills - written and verbal. • Strong organizational skills. • Ability to multi-task. • Must work well under pressure. • Proactive problem solving with a strategic approach • Must be able to travel within the west coast for recruitment events when needed What we offer In addition to a competitive salary, you will also receive 25% discount to buy the latest trends in any of our brands and a variety benefit package where you can find a wide range of discounts. Our internal talent is our greatest asset, and we are proud of offering internal promotion programs where you will find opportunities to grow, e-learning and training programs as well as social projects to get involved and contribute to a better society, and much more! Annual compensation range $90,000 - $110,000 + discretionary annual bonus * Zara, in good faith, believes that this posted rate of compensation is the accurate range for this role at this location at the time of this posting. This range may be modified in the future. Actual compensation within that range will be dependent upon the individual's skills, experience, qualifications, and applicable laws. Zara USA, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender, gender identity, gender expression, disability, age, citizenship status, veteran status or any other characteristic protected by applicable federal, state or local laws. EOE/DFW

At PwC, our people in tax services focus on providing advice and guidance to clients on tax planning, compliance, and strategy. These individuals help businesses navigate complex tax regulations and optimise their tax positions. Those in mergers and acquisition tax at PwC will focus on providing tax advice and guidance during mergers, acquisitions, and other business transactions. Your work will involve analysing the tax implications of such transactions, developing tax structures, and assisting clients in navigating complex tax regulations to optimise tax outcomes. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Lead in line with our values and brand. Develop new ideas, solutions, and structures; drive thought leadership. Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. Balance long-term, short-term, detail-oriented, and big picture thinking. Make strategic choices and drive change by addressing system-level enablers. Promote technological advances, creating an environment where people and technology thrive together. Identify gaps in the market and convert opportunities to success for the Firm. Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the Federal M&A team you are expected to lead the way as technology-enabled tax advisors who provide benefits through digitization, automation, and increased efficiencies. As a Director, you are responsible for setting the strategic direction and leading business development efforts, making impactful decisions and overseeing multiple projects while maintaining executive-level client relations. This role is crucial in driving business growth, shaping client engagements, and mentoring the future leaders. Responsibilities Define and communicate the strategic vision for the Federal M&A team Drive business growth through innovative tax advisory services Oversee multiple projects maintaining client satisfaction and quality Build and maintain executive-level client relationships Mentor and develop the future leaders of tax Utilize technology to enhance tax processes and efficiencies Maintain PwC's reputation for quality, integrity, and inclusivity Collaborate with other PwC teams to deliver integrated solutions What You Must Have Bachelor's Degree in Accounting 6 years of experience A Juris Doctorate (JD), Master of Laws (LLM), or Master's degree in Accounting or Taxation field of study considered in lieu of a Bachelor's Degree in Accounting. CPA, Member of the Bar or other tax, technology, or finance-specific credentials may qualify for this opportunity What Sets You Apart Juris Doctorate preferred Proficiency in tax consulting and planning Proficiency in transaction structuring for tax issues Proven skills in financial modeling Experience in leading tax technical teams Proven record in generating new business Utilizing automation and digitization in tax services Evaluating and negotiating contracts Working with large, complex data sets As PwC is anequal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. The salary range for this position is: $150,000 - $438,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. #J-18808-Ljbffr

Senior Recruitment Consultant | Principal Recruitment Consultant | Recruitment Lead - Contract Desk - East Coast USA Manhattan, New York City (Remote working not possible, flexible working will be available) $Basic Salary (DOE) up to $100,000 + uncapped no threshold/draw commission + bonuses + sales incentives (yearly winners trip, quarterly lunch club, prize draws) + healthcare + 401k + other benefits + a great culture Harnham's New York Contract team is hiring experienced recruiters! This is a perfect opportunity for a contract expert to make their mark, own and grow something exciting whilst working for the worlds leader in its market (Data & Analytics). Why join Harnham as an experienced Recruitment Consultant? Although we are the World's largest Data & Analytics consultancy (with offices in London, New York and San Francisco, Phoenix and Amsterdam), we are still small enough to give you realistic opportunities to progress within the business. When you join our contracts team, you'll automatically benefit from Harnham's footprint in many businesses due to our development of the market over the last 10 years and you'll also be able to collaborate with the permanent team to expand the contract offering further. With uncapped commission opportunities, and many of Harnhams top billers having been Contract consultants, you'll have all the support you need to make your footprint within our clients. You'll benefit from frequent training, a clear business development proposition and strategy and clear promotion and develop criteria to move upwards. We understand that many people enter the recruitment industry for different reasons, but as a career focused business - whatever your reason is, we want you to see that it is possible here. What we offer: Market leading training that doesnt stop after the first year or two, we offer 3 management programmes, a Principal Consultant training route and three leadership programmes! Uncapped commission (no threshold or draws) + bonuses that are set at certain billing numbers Progression to management with team overrides Quarterly lunch club to Michelin star restaurants Winners trip - in the last two year the team have jetted off courtesy of Harnham to Ibiza, Spain, Croatia and Tokyo, Japan! Frequent incentives - ranging from half a day off, a 4pm finish and money at the bar through to Rolexes and handbags. Free fruit and snacks, free gym membership, discount cards, health coverage, 401k, mental health support, flexibility. Your Experience: Proven experience in a 360 recruitment agency environment, or strong 180 business development experience within the contract space Proven knowledge of contract recruitment Interest in working in a fast paced, sales focused environment Proven drive for a sales focused career Talent acquisition professionals will be considered if they have previously worked in agency recruitment and have a clear desire to transition back into this role. NB: Please note this is not a contract position, instead you will specialize in placing contract positions. How to apply To discuss a career at Harnham, please send your CV via the ‘Apply now' button to submit your application to our Head of Internal Recruitment, Charlie Waterman.

Head of US Datacentres (contract desk) $110,000 - $140,000 base plus $250,000 OTE New York City | Hybrid You'll step into a leadership role at the centre of America's infrastructure surge, taking charge of a high-visibility division that sits at the crossroads of data, power, and growth. You'll be backed by a internationally recognized platform built for speed, scale, and credibility, giving you the mandate to shape a major revenue stream from day one. This is a chance to lead with purpose, influence strategy at the highest levels, and accelerate your career within a business that values decisive action, clear performance standards, and measurable impact. The Head of US Datacentres will guide an established function, manage an experienced team while expanding client reach and driving national growth across contract hiring. Role Highlights Lead and develop two existing contract recruiters while expanding coverage across priority US markets Drive new contract business while strengthening relationships with national enterprise clients Align goals and strategy with global leadership to maximize market penetration Elevate team performance using data-driven coaching, accurate forecasting, and streamlined workflows Scale a contract-focused, market-leading datacentre practice with significant growth runway over the next 6 - 24 months You Will Need 4 - 8 years of full-desk recruitment experience within contract Energy, Tech, Life Sciences, Engineering, or Accounting and Finance Datacentre or adjacent infrastructure sector experience would be a huge bonus Demonstrated success leading high-performing billing teams Ability to design and execute growth plans that deliver predictable contract revenue Strong commercial judgment and ease working with senior-level decision-makers Experience coaching and developing recruiters in a scaling, performance-oriented environment A proactive, ambitious approach with the professionalism to influence senior leadership Why You'll Love It High-impact leadership role with national reach Strong base compensation plus performance bonus Established portfolio of enterprise clients with ongoing contract demand Hybrid flexibility within a collaborative, results-driven culture Backing from a globally scaled, private-equity-supported organization Opportunity to build a recognized contract practice in a rapidly expanding sector Regular interaction with senior executives and global leadership Access to advanced tools, training, and market insights to accelerate team performance Clear progression path toward senior executive leadership as the division grows Culture that rewards initiative, accountability, and strategic thinking Apply now to take your career to the next level with a pioneering company. We are committed to promoting equality of opportunity for all employees and job applicants. We strive to create and maintain a workplace where everyone can use their skills, free from discrimination or harassment, and where all decisions are based on merit.

Adecco Creative is partnering with an iconic NYC Fashion Brand to recruit for a Sr. Recruiter role. This position will be a hybrid schedule in Midtown Manhattan and ongoing contract. We are seeking an experienced Recruitment Generalist with a minimum of 5 years of full-cycle recruiting experience to support hiring across a wide range of business functions. This role requires a strategic, hands-on recruiter who can partner closely with hiring managers, understand diverse talent markets, and deliver high-quality candidates across multiple disciplines. The ideal candidate has recruited across corporate, technical, and operational roles, and is comfortable managing multiple requisitions simultaneously while maintaining a strong candidate experience. Key Responsibilities: Manage the end-to-end recruitment process for a diverse portfolio of roles, including but not limited to: Finance, Marketing, Merchandising, Product Development, Supply Chain, and IT Partner with hiring managers to understand workforce needs, role requirements, and ideal candidate profiles Conduct intake meetings, screen candidates, coordinate interviews, and manage offers through close Proactively source candidates using multiple channels (LinkedIn, job boards, referrals, networking, ATS, etc.) Build and maintain strong talent pipelines for current and future hiring needs Provide market insights on talent availability, compensation trends, and hiring timelines Act as a trusted advisor to hiring managers by providing guidance on hiring strategies, interview best practices, and candidate selection Ensure alignment between recruitment practices and overall business goals Deliver a positive, professional candidate experience throughout the hiring process Represent the company brand and culture consistently in all candidate interactions Maintain clear and timely communication with candidates and hiring teams Qualifications & Experience: Minimum 5 years of full-cycle recruiting experience, preferably in a generalist or multi-functional recruiting role Proven experience recruiting across a broad range of functions, to include IT Strong sourcing capabilities and familiarity with modern recruiting tools and platforms Experience partnering with senior leaders and managing multiple priorities in a fast-paced environment Solid understanding of recruitment metrics and hiring best practices Strong organization and communication skills, both written and verbal Ability to assess talent across diverse roles and skill sets Adaptable, proactive, and proven ability to handle ambiguity

CRH is a leading global diversified building materials group, employing over 75,800 people at more than 3,160 locations in 29 countries. CRH is the leading building materials company in North America and the world. We manufacture and distribute a diverse range of superior building materials, products, and solutions, which are used extensively in construction projects of all sizes. Job Summary We are looking to add a Corporate Recruiter to focus on recruiting non-exempt positions for locations across the nation. This is an excellent entry level position on our team. Job Location This is a hybrid role based in Rochester, NY Job Responsibilities In this role, you will creatively source, identify, and screen candidates to present to internal management. This shared recruiting service will be based in Rochester, NY where you will be fully supported by an experienced and successful recruiting team with a proven track record for recruiting some of the country's best talent. Work proactively with hiring managers and HR partners to understand their immediate and upcoming hiring needs Post all open positions to multiple sources to drive applicant traffic Review and call every qualified applicant within 48 hours of receiving their application (heavily phone based) Lead the creation of a recruiting and interviewing plan for each open position Conduct regular follow-up with managers and HR partners Build networks and utilize sourcing tools to find qualified passive candidates Use our Applicant Tracking System (SuccessFactors) to organize candidate resumes, search candidates, and keep in compliance with OFCCP regulations Will manage high volume of requisitions Other duties assigned Job Requirements Bachelors' Degree in Communications, Business, HR (or related discipline) or equivalent experience 1+ years of experience sourcing and recruiting talent preferred Experience with MS Office Products, Internet search and software-based Applicant Tracking System Ability to communicate with hiring managers and candidates at all levels (written/verbal) Desire to be on the phone the majority of the day screening candidates and building relationships Bi-lingual - Spanish is a plus Compensation $47,000 - $52,000 per year Discretionary bonus 401(k) plan / group retirement savings program Short-term and long-term disability benefits Life insurance Health, dental, and vision insurance Paid time off Paid holidays What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! CRH is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH 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.

Tango Therapeutics is a biotechnology company dedicated to discovering novel drug targets and delivering the next generation of precision medicine for the treatment of cancer. Using an approach that starts and ends with patients, Tango leverages the genetic principle of synthetic lethality to discover and develop therapies that take aim at critical targets in cancer. This includes expanding the universe of precision oncology targets into novel areas such as tumor suppressor gene loss and their contribution to the ability of cancer cells to evade immune cell killing. The Tango labs and offices are located at 201 Brookline Avenue, in the Fenway area of Boston, Massachusetts Summary The Senior Manager, Talent Acquisition will report to the Head of Talent Acquisition and act as a strategic and hands-on partner in shaping Tango's hiring strategy and elevating recruiting excellence. This newly created role manages full-cycle recruiting across multiple functions, ensuring high-quality execution while closely aligning with company-wide priorities. Beyond leading searches, the Senior Manager will champion initiatives that enhance Tango's employer brand, optimize recruiting processes, and deliver exceptional candidate experience. As Tango continues to grow with multiple ongoing clinical trials and a robust pipeline of innovative programs, this role will play a critical part in translating business needs into effective hiring strategies that enable the company to scale successfully and compete for top talent in a dynamic biotech environment. Your role: Drive and support strategic hiring plans across critical domains, aligned with Tango's growth trajectory and workforce planning Partner extensively with hiring managers, HR Business Partners, and functional leaders as a strategic talent advisor providing market and talent insights Leverage talent intelligence and market mapping to identify and engage top talent, building diverse pipelines of active and passive candidates Optimize recruiting tools, systems, and workflows to improve efficiency, data accuracy, and scalability Partner with business and HR to continue to embed structured, candidate-centered selection practices that ensure consistent, high-quality hiring decisions and positive experience Collaborate with the communications team and stakeholders to deliver creative recruitment campaigns and talent attraction initiatives that enhance immediate hiring outcomes and elevate Tango's employer brand Represent Tango as an ambassador at industry events, conferences, and networking forums Track, analyze, and present key hiring metrics to business stakeholders, driving continuous improvement and operational excellence in recruitment practices Oversee the management of external search firm partnerships for hard-to-fill roles, ensuring quality outcomes within budget in a manner consistent with Tango's employer brand Support cross-functional HR initiatives and lead ad hoc projects as needed What You Bring: Bachelor's degree; advanced degree preferred 6+ years of progressive full-cycle Talent Acquisition experience, ideally with both agency and sponsor side exposure 4+ years in biotechnology with a successful track record of quality hires ideally across functions from R&D to commercial Strong business acumen and consultative influence with senior executives, experienced in navigating complex, matrixed environments Ability to translate business strategy into actionable talent acquisition plans and deliver results Exceptional market research, headhunting, networking, and sourcing skills Strong data-driven recruiting skills, including metrics, analytics, and dashboard creation to support evidence-based hiring decision Experience creating compelling employer branding campaigns that engage top talent Skilled in project management of talent acquisition programs, ensuring timely and effective execution Advanced Excel required, Power BI or equivalent preferred Proficiency with ATS and onboarding technologies (Greenhouse preferred), and LinkedIn Recruiter Proactive and adaptable; a bias for action and learning agility Collaborative and strategic acumen; the ability to balance strategic thinking with hands-on execution Ability to work on-site daily in Boston, MA #LI-Onsite We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Salary range $140,000-$210,000 USD

Galderma is the emerging pure-play dermatology category leader, present in approximately 90 countries. We deliver an innovative, science-based portfolio of premium flagship brands and services that span the full spectrum of the fast-growing dermatology market through Injectable Aesthetics, Dermatological Skincare and Therapeutic Dermatology. Since our foundation in 1981, we have dedicated our focus and passion to the human body's largest organ - the skin - meeting individual consumer and patient needs with superior outcomes in partnership with healthcare professionals. Because we understand that the skin, we are in shapes our lives, we are advancing dermatology for every skin story. We look for people who focus on getting results, embrace learning and bring a positive energy. They must combine initiative with a sense of teamwork and collaboration. Above all, they must be passionate about doing something meaningful for consumers, patients, and the healthcare professionals we serve every day. We aim to empower each employee and promote their personal growth while ensuring business needs are met now and into the future. Across our company, we embrace diversity and respect the dignity, privacy, and personal rights of every employee. At Galderma, we actively give our teams reasons to believe in our bold ambition to become the leading dermatology company in the world. With us, you have the ultimate opportunity to gain new and challenging work experiences and create an unparalleled, direct impact. The Senior Manager, Talent Acquisition Operations is a strategic and operational leader responsible for building, scaling, and optimizing the end-to-end recruiting infrastructure that enables efficient, compliant, and high-quality hiring outcomes. This role serves as the operational backbone of the Talent Acquisition function, partnering closely with TA leadership, HR, Finance, Legal, IT, and external vendors to deliver best-in-class recruiting processes, tools, analytics, and governance. The ideal candidate combines strong program management, operational excellence, and data-driven decision-making with a deep understanding of recruiting workflows, systems, and stakeholder needs. Key Responsibilities Talent Acquisition Operations & Enablement * Own and continuously improve end-to-end TA operational processes, including requisition intake, approvals, interview workflows, offer management, background checks, onboarding handoffs, and compliance. * Design and implement scalable TA operating models to support growth, transformation, and evolving business needs. * Serve as the primary point of contact for TA systems, tools, and integrations, ensuring seamless recruiter and hiring-manager experience. Technology, Systems & Process Optimization * Lead administration, optimization, and enhancements of the Applicant Tracking System (ATS) and related TA technologies (e.g., assessment tools, scheduling platforms, background check vendors). * Partner with HRIS, IT, and vendors to drive system upgrades, automation, and process standardization. * Identify inefficiencies and implement solutions that reduce time-to-fill, improve quality of hire, and enhance candidate experience. Analytics, Reporting & Workforce Insights * Develop and own TA dashboards, metrics, and reporting, including time-to-fill, cost-per-hire, source effectiveness, offer acceptance, diversity metrics, and recruiter productivity. * Translate data into insights and recommendations for TA leadership and business stakeholders. * Establish governance around data integrity, definitions, and reporting cadence. Vendor & Budget Management * Manage relationships with TA vendors (RPO, agencies, background check providers, assessment vendors, job boards). * Lead contract negotiations, performance management, and cost optimization efforts. * Partner with Finance to manage TA budgets, forecasts, and cost-saving initiatives. Policy, Compliance & Risk Management * Ensure recruiting processes align with employment laws, compliance requirements, and internal policies. * Create and maintain TA SOPs, playbooks, and governance frameworks. * Support audits, compliance reviews, and risk mitigation related to hiring practices. Change Management & Stakeholder Partnership * Lead change management initiatives related to new processes, systems, and operating models. * Partner with TA leader, HRBPs, and business leaders to align recruiting operations with workforce plans. * Provide training, documentation, and ongoing support to recruiters and hiring managers. Preferred Skills and Qualifications * 8-12+ years of experience in Talent Acquisition, HR Operations, or Recruiting Operations. * 3-5+ years in a people-leadership or senior individual contributor role with enterprise-level scope. * Strong experience with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Taleo) and TA technology ecosystems. * Proven ability to build scalable processes and operational frameworks in complex, matrixed organizations. * Advanced analytical skills with the ability to interpret and present data to senior leaders. * Experience managing vendors, contracts, and TA budgets. Position is commensurate with experience. What We Offer in Return You will be part of an organization that genuinely values and embraces diversity and inclusion. We believe that reflecting the diverse perspectives of our customers leads to stronger, more meaningful outcomes. Next Steps * If your profile is a match, we will invite you for a first virtual conversation with the recruiter. * The next step is a virtual conversation with the hiring manager * The final step is a panel conversation with the extended team Our people make a difference At Galderma, you'll work alongside individuals who share your drive-as well as those with different perspectives that help us grow. We value the unique contributions of every team member. Our culture of professionalism, collaboration, and support creates an environment where people can truly thrive and excel. Employer's Rights: This does not list all the duties of the job. You may be asked by your supervisors or managers to perform other duties. You will be evaluated in part based on your performance of the tasks listed in this . The employer has the right to revise this at any time. This job description is not an employment contract, and either you or the employer may terminate employment at any time, for any reason. In addition, reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position. Galderma is an equal opportunity employer dedicated to building an inclusive and diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or any other characteristic protected by applicable law. Galderma is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment.

SourcePro Search has a fantastic opportunity for a Senior Manager of Talent Acquisition with our top ranked global law firm client based in the NYC region. This is a hybrid remote role (2 days in office) and this role will provide strategic direction to and implement firm, multiple office, and practice area recruitment plans. This role will also act as primary hiring contact for lateral associate and summer associate hires for the NY office and act as firm-wide recruitment liaison for designated business units (major practice groups). We are seeking candidates with a Bachelor's Degree and 6-8+ years of related recruiting experience, preferably with a law firm. Working knowledge of recruiting software and applicant tracking systems, LawCruit/Simplicity expertise strongly preferred. This role offers a very generous and competive compensation package and excellent growth potential. Responsibilities will include: Lateral Associate Hiring Working with office and business unit leaders on strategic growth initiatives and development of lateral candidate pipelines. Actively developing and maintaining relationships with local and national legal search firms. Working closely with our DEI (Diversity, Equity & Inclusion) team and other internal constituents to promote the active recruitment and retention of diverse candidates to the firm. Keeping current with industry updates and changes at competitive firms that could result in potential lateral opportunities. Overseeing the entire lateral recruitment process for all local lateral hires, including facilitating lateral attorney integration efforts. Maintaining the appropriate metrics to report and measure success as it relates to lateral recruitment. Managing and developing the local Talent Acquisition team. Managing local recruitment budget. Law School Hiring & Summer Associate Program Overseeing the planning and execution of on-campus recruitment efforts, including: scheduling, identification of interview teams, active management of offer follow-up effort, communications with recruits, and planning of social activities. Overseeing the planning and execution of the summer associate program. In conjunction with other members of the Talent Acquisition Team, plan, implement and drive efforts to increase and improve firm visibility and profile at targeted schools. Exceptional planning and organization skills, ability to manage multiple assignments simultaneously and smoothly. Outgoing, client service-oriented personality with a professional demeanor. Excellent communication 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. Travel required to other office locations and professional conferences, as requested. Flexibility to work extended hours as needed. ****************************