Talent acquisition partner jobs in Worcester, MA - 95 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

# 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

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

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

Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds. Suffolk - America's Contractor - is a national company with more than $8 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR's list of “Top CM-at-Risk Contractors.” For more information, visit *************** and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram. At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That's why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially. Benefits include competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, clickhere. The Role We are seeking a Senior Manager, Talent Acquisition to drive hiring for critical construction field operations roles across the Northeast region (MA, CT, RI, NH, ME). This individual will serve as a trusted recruiting partner to the business, leveraging market insight, relationship-building, and executional excellence to attract top talent. This is a hybrid position based out of our Boston Corporate Headquarters with the following work schedule (4 days onsite/1 day remote). Responsibilities The responsibilities for this role include but are not limited to: Manage the entire recruiting cycle, from Talent Acquisition phone screen to offer extension Ability to manage a req load of 25-30 openings daily Develop and manage strong consultative relationships with hiring managers, HRBPs, and internal and external candidates Ability to hire, train, coach, and mentor a small team of TA partners to build consistencies across the department/region Partner with Hiring Managers, Regional Leaders, Total Rewards, and HRBP's to develop position profiles and to understand overall needs and requirements. (Description, salary, timing, expectations, etc.) Provide hiring teams the critical information needed to assess and hire the best talent for the organization, developing strong opinions backed by data and insights Identify and engage unique and/or passive candidates through creative sourcing techniques, leveraging technology and our internal sourcing engine to get the job done better, faster and more efficiently Regularly build and maintain pipeline of qualified candidate for future needs, maintain ATS data integrity, and proactively share data-centric updates with internal stakeholders Organize and facilitate regional hiring events (onsite and virtually) to attract top talent for immediate and future hiring needs Establish and maintain meaningful relationships with leadership and key cross-functional stakeholders internally Drive technology, process, and teamwork efforts to enhance the recruitment process Deliver against aspirational hiring goals to provide consistent results and measurable progress in our growth environment Possess and embody our company culture and values, and establish a reputation with the business of high integrity and top performance Qualifications Qualifications: Bachelor's degree preferred; equivalent combination of education and relevant experience will be considered Minimum of 5 Years of full life cycle recruiting experience A/E/C industry experiences strongly preferred; relevant experience in adjacent industries like Real Estate Development, Property Management, Hospitality, and Manufacturing will be considered Strong ATS experience (iCIMS preferred) with high data integrity Sourcing expert (ex.LinkedIn, Indeed, ZoomInfo, etc.) Excellent verbal/written communication and interpersonal skills TA Consultative approach with candidates and hiring managers Strong presentation skills both verbally and in person High sense of urgency Able to travel locally on occasion for construction site visits and hiring events Necessary Attributes: Demonstrates Suffolk's Core Values of Passion, Integrity, Hard Work, Professionalism, Caring Ability to thrive in a fast‑paced environment, navigate ambiguity and prioritize effectively Self‑starter able to navigate and build relationships with key stakeholders Flexible, detail‑oriented Able to work effectively as part of a team and productively maintain confidentiality of information, must be tactful and use discretion Ability to structure, analyze and solve problems with creativity Motivated and analytical thinker who drives challenging projects to high‑quality results with limited supervision Strong communicator who can synthesize information to produce actionable insights Working Conditions While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stand; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking. EEO Statement Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk. Compensation Information The expected salary range for this position (Senior Manager, Regional Talent Acquisition Partner) in Boston, MA is between $114.0 and $160.0 (annualized USD). This represents the typical salary range for this position and is just one component of Suffolk's total compensation package. Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall compensation strategy. Salary ranges may differ by geography and are reviewed regularly to reflect market trends. #J-18808-Ljbffr

We 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! What will you do? 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 For this position at Qodo, we offer: * The expected base salary range for this role is $130,000 - $150,000 per year. Actual compensation will depend on various factors, including experience, skills, and location * All Qodo team members are also eligible for stock options, reflecting our belief in shared ownership and long-term growth * Comprehensive medical, dental, and vision plans for you and your dependents, with company contributions toward your premiums * 401(k) plan * Commuter Allowance: We support flexible work, and for those who travel to the office two or more times a week, Qodo provides a commuter allowance to cover part of your travel costs * Paid Time-Off: 23 vacation days

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. About the Team 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 celebrates 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.

Real innovation starts with a strong foundation, and at commercetools, that comes from the perfect balance of our product and our people. Behind every leap forward is a collective of builders, explorers, doers, makers, and problem-solvers.The kind of people who not only pioneered a more flexible approach to commerce architecture but also shaped the culture of experimentation that approach unlocked. Together they are the engine of commerce innovation today. At commercetools, we power the next era of commerce for our customers. Whether it's AI-driven solutions that help enterprises make smarter business decisions, bridging digital and physical shopping experiences, or enabling entirely new ways for industries to connect with their customers, we help the world's most ambitious companies experiment, scale, and grow without limits. Here the best idea wins, not the loudest voice. You will have the tools, trust, and space to not only build the future of commerce, but to build your own. Your Impact As a Senior Talent Acquisition Partner, you'll report to the Director of Talent Acquisition and own full-cycle, global recruiting with a cross-functional remit. You'll partner closely with hiring managers and senior leaders to deliver a high-quality, inclusive, and data-driven hiring experience for both candidates and internal stakeholders. While this role maintains a generalist foundation, your primary focus will be GTM/ Enterprise Sales hiring globally. You'll play a critical role in scaling our GTM organization by proactively building and nurturing pipelines of top enterprise sales talent, ensuring we are always ahead of demand. You will: Own full-cycle recruiting across commercetools, from role intake through offer and close Act as a trusted partner to hiring managers, providing market insights, search strategy, data driven insights and continuous feedback throughout the hiring process Build and maintain strong pipelines using LinkedIn Recruiter, creative sourcing techniques, and relationship-based networking Develop a deep, long-term network of enterprise sales talent through proactive pipelining and ongoing engagement Partner closely with the CRO, Sales Leadership, and GTM People Partner to continuously evolve and elevate our enterprise sales hiring approach globally Deliver an exceptional candidate experience at every touchpoint Manage the end-to-end hiring journey in Greenhouse (ATS), ensuring accuracy, consistency, and transparency Coach and support interviewers and hiring managers on best-practice interviewing and assessment Contribute to a culture of learning through training, knowledge sharing, and peer collaboration within the TA team Drive improvements in TA efficiency and effectiveness through process optimization, tooling enhancements, and metrics-driven insights Leverage data to inform decisions, identify trends, and continuously improve hiring outcomes This role is hybrid , with three days per week in our Boston office . What Sets You Apart You're a creative problem-solver who is wired to find solutions. You confidently dive into complex challenges and have a talent for making them simple for others. Your curiosity drives you to constantly grow and contribute to an environment of trust and teamwork. Great ideas come from many paths, and your unique perspective matters more than checking every box. What matters most is the mindset you bring to the work. You bring: Proven experience in full-cycle sales recruiting, with a strong ability to assess and hire top enterprise sales talent (ideally within E-commerce/Martech selling mission critical products) within the US & EMEA A passion for creative sourcing and relationship-building, with demonstrated success engaging and nurturing passive candidates Experience in defining hiring processes to assess and measure the quality and suitability of enterprise sales talent Interest and flexibility to support hiring beyond the sales remit when needed Excellent written and verbal communication skills in English Strong organizational skills, attention to detail, and the ability to manage multiple priorities simultaneously A habit of staying current on talent acquisition trends, tools, and best practices Experience leading talent acquisition projects for continued development of the function Experience working with data to inform decisions & identify trends AI Aptitude: A genuine curiosity for using AI tools to work smarter and more effectively, paired with a drive to learn and put them into practice in your role. Nice to Have: Experience working within a mix of start-ups and scale-ups Our Benefits Because work and life are connected, our benefits are too. We've designed them to give you the security, flexibility, and opportunities you need to focus on what matters most. 🩺 Comprehensive health benefits for you and your dependents, including access to OpenUp for personalized mental health support 📚 Learning and development opportunities including an annual learning budget, access to self-paced learning platforms and language training, personalized coaching, mentorship, and leadership programs 🍼 Family Leave Plus gives you additional fully paid weeks of parental leave on top of government-provided leave, so you can spend more time with your new addition 📈 Our equity participation program allows you to share in our success For more information on our benefits, visit this page. Come as you are. Build with us. Your unique perspective is essential to our success. We are committed to building a team that reflects the world around us because we know it's the only way to build the future. We celebrate our differences and have created a hiring process that's fair, inclusive, and designed to let your talent shine. We proudly welcome applicants of every race, color, religion, gender identity, sexual orientation, age, and any other part of your identity that makes you who you are. As an equal opportunity employer, we believe that our strength lies in our diversity, and we invite you to be a part of our global community. For more information on our diversity, equity, inclusion, and belonging practices, visit this page. Please note that compensation range pertains to base pay US Pay Range $100,000-$130,000 USD

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours As a Talent Acquisition Partner, Executive, you'll be a critical driver of DraftKings' growth at the leadership level, leading searches for Director+ roles across the business. In this highly visible role, you'll operate as a trusted advisor to senior leaders and executives, building relationships with top external talent while creating a best-in-class experience for candidates and stakeholders alike. You will proactively build pipelines of diverse, executive-caliber talent, bring a concierge-level approach to candidate management, and partner seamlessly across the People Team to shape high-impact hiring outcomes. What You'll Do * Lead end-to-end executive searches for Director+ positions, partnering closely with senior stakeholders to align hiring strategies with business objectives. * Build and sustain strategic talent pipelines for critical executive roles, using advanced sourcing techniques, networking, market mapping, and competitive intelligence. * Apply a diversity-first lens to all recruiting activities, ensuring inclusive processes and representation at the leadership level. * Deliver a concierge-style candidate experience, marked by thoughtful, timely communication and high-touch engagement at every stage. * Serve as a strategic thought partner to senior business leaders and the People Leadership Team, advising on talent availability, succession pipelines, and market trends. * Partner with the Senior Executive Recruiter on cross-functional projects and executive search initiatives, including research, outreach, and relationship management. * Use data and insights to inform decision-making, measure effectiveness, and optimize executive search processes. * Influence and enable interview teams and stakeholders to deliver a consistent, equitable, and exceptional experience for candidates. * Collaborate across Talent Acquisition, Talent Management, People Analytics, and Workforce Planning to ensure executive hiring strategies align with long-term organizational goals. What You'll Bring * Bachelor's degree is preferred. * A minimum of 6 years of experience in recruiting, with at least 3 years focused on executive or senior-level hiring (Director+), ideally in a high-growth, matrixed environment. * A minimum of 3 years in a corporate setting. * Demonstrated success in executive sourcing, pipeline development, and relationship-based recruiting with senior-level talent. * Track record of applying a diversity and inclusion lens to executive searches, from outreach through to final selection. * Exceptional ability to influence and advise executives, balancing business needs with market realities and talent insights. * Strong skills in relationship management and candidate care, ensuring every interaction reflects DraftKings' brand and values. * Comfort working in fast-paced, ambiguous environments, with strong business acumen and curiosity to learn across industries. * Proficiency with ATS (Workday preferred) and CRM systems, sourcing platforms, and recruitment analytics tools. * A reputation for confidentiality, discretion, and professionalism when handling sensitive executive-level matters. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 90,000.00 USD - 112,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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

Zenith Talent specializes in staffing professional positions in Information Technology, Engineering, Marketing, Sales, Finance, HR and Operations. We have the knowledge and skills to supply candidates that fit perfectly in your organization. As a minority owned company, we understand the benefits of a diverse workforce, which is why we have built strong alliances with many diverse organizations, directly linking their members to opportunities within your organization. Job Description Description: We are seeking a Talent Acquisition Partner to help build our team here at Experian. This position is part of the North America Talent Acquisition team and is a great opportunity to be part of a very special group whose goal is to be one of the world's premier talent acquisition organizations. As a Talent Acquisition Partner, you will directly impact the quality of candidate we hire by sourcing and prescreening top quality talent in the marketplace. Now is a fantastic time to join our team, because Talent Acquisition has never been more important to the success of Experian. We need a social savvy recruiter to support our aggressive hiring goals and share our high impact culture, core values, and passion for innovation with each and every candidate. The selected candidate will develop and deliver recruiting strategies that ensure Experian selects the very best candidate while providing an exceptional candidate experience for top technical and non-technical talent through researching and sourcing channels and will build and sustain talent communities. As a client-facing Talent Acquisition Partner, you will partner closely with others in Talent Acquisition, HR and hiring managers to understand the hiring need, build targeted sourcing plans and work directly with the hiring managers' expectations along the way. Experian recognizes Talent Acquisition as a key strategic priority for the business. A critical part of recruitment is identifying the ‘best quality' candidates in the marketplace. This role will be supported with high quality recruitment technology, investment in training and development and a commitment to being part of a culture that is dynamic, successful, and fun. Responsibilities As a Talent Acquisition Partner you will partner with hiring managers and other leaders to understand business objectives, assess hiring needs, develop selection criteria, create recruitment strategies, and manage searches through the recruitment life cycle. The Talent Acquisition Partner will engage hiring managers to ensure the Talent Acquisition team consistently achieves its goals. The Talent Acquisition Partner maintains regular communication with hiring managers throughout the recruitment process and ensures members engaged in the hiring process understand their roles and responsibilities in the process. Additional Responsibilities: • Provide consultation to hiring managers for final selection of candidates and develop offer recommendations using tools and guidelines • Partner with other members of the Talent Acquisition team to develop and implement innovative search techniques to meet and exceed the requirements of the business. • Work collaboratively with other areas of human resources to ensure recruiting objectives are achieved. • Act independently to proactively identify areas impeding the success of a search and create/implement solutions to resolve. • Act as a mentor by collaborating with others on the team sharing best practices • Ensure organizational compliance with laws and regulations related to recruiting Screens, interviews, and recommends prospective employees for employment in entry-level and experienced technical positions. Works with search firms or other placement agencies, and determines optimum recruitment method to develop and maintain a highly qualified candidate pool. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is expected. Typically reports to a supervisor or manager. Qualifications Minimum qualifications May require a bachelor's degree in area of specialty and 5-8 years of experience in the field or in a related area. • 8 - 10 years demonstrated track record of success and client satisfaction in a high volume recruiting environment. • Full-cycle recruitment experience • Experience recruiting for Sales / Technical Product Sales roles is preferred. • Prior project/program management experience is preferred • Demonstrated ability to communicate sensitive messages to business leaders • Strong working knowledge of local salaries and other compensation details • Sense of urgency and prior experience working in fast paced environment • Demonstrated consultative and solution oriented approach to search engagements • Proven ability to collaborate with hiring managers, business leaders and human resources to gain a deep understanding of department culture and business strategy to ensure identified talent is well suited to the role. • Exceptional interpersonal and communication skills; friendly, tactful, good negotiator, ability to influence others • Experience with ATS (Applicant Tracking Systems) applications, Taleo a plus • Position residing at an Experian office location is preferred. Additional Information If our requirement matches your resume, then please do reply on my email id "***********************************" or call me on ************

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.

PepGen is seeking a dynamic Talent Acquisition Manager to join our HR team. Reporting to the Head of Human Resources, this role will play a critical part in driving recruitment efforts and shaping our Employee Value Proposition to attract and retain top talent. The ideal candidate will have strong experience in talent acquisition, employer branding, and recruitment operations, with a collaborative mindset and familiarity with the biotech industry. Responsibilities Develop and execute recruitment strategies that align with business objectives and support organizational growth. Create and implement PepGen's Employee Value Proposition (EVP) to clearly communicate what makes us an employer of choice and strengthen our talent brand. Partner with hiring managers to understand workforce needs and deliver effective recruiting solutions. Manage the end-to-end recruitment lifecycle, including sourcing, screening, interviewing, and offer negotiation. Collaborate with external recruiting partners to ensure high-quality candidate pipelines. Lead employer branding initiatives, leveraging the EVP to enhance PepGen's visibility and reputation in the biotech talent market. Maintain accurate data in the applicant tracking system and provide insights through recruitment metrics and analytics. Train and support hiring teams on best practices for interviewing and candidate experience. Stay informed on industry trends and proactively adjust strategies to meet evolving talent needs. Ensure compliance with local employment laws and internal policies throughout the hiring process. Deliver an exceptional candidate experience that reflects PepGen's values and culture. Requirements Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of experience in talent acquisition, preferably within biotech or pharmaceutical industries. Demonstrated ability to develop and execute recruitment strategies and employer branding initiatives. Experience creating or refining an Employee Value Proposition. Strong interpersonal and communication skills, with the ability to build relationships across all levels. Analytical mindset with experience using data to inform recruitment decisions. Ability to manage multiple priorities in a fast-paced environment. Compensation The estimate full-time salary range for this role is between $118,000 to $159,000. The final compensation package offered to a successful candidate will reflect a number of factors including but not limited to prior experience, relevant skills, education, qualifications and certifications, business needs, internal equity, and market data. PepGen provides eligible employees a comprehensive and competitive total compensation package including but not limited to a discretionary annual bonus, equity, health insurance (including medical, dental, and vision), life and disability insurance, paid time off with paid holidays, paid parental leave, a 401(k) plan, cell phone reimbursement, student loan repayment or 529 contributions, and a lifestyle spending account. About PepGen PepGen is a clinical-stage biotechnology company advancing the next generation of oligonucleotide therapies with the goal of transforming the treatment of severe neuromuscular and neurological diseases. PepGen's Enhanced Delivery Oligonucleotide (EDO) platform is founded on over a decade of research and development and leverages cell-penetrating peptides to improve the uptake and activity of conjugated oligonucleotide therapeutics. Using these EDO peptides, we are generating a pipeline of oligonucleotide therapeutic candidates designed to target the root cause of serious diseases. For more information, please visit PepGen.com. Follow PepGen on LinkedIn and X. EEO Statement PepGen is an Equal Opportunity Employer committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status. Recruitment & Staffing Agencies PepGen does not accept unsolicited agency resumes. The company will not be responsible for any fees related to resumes that are unsolicited. Thank you. E-Verify PepGen is an E-Verify Employer. For more information about E-Verify, please see here.

Thrive HR Consulting is exclusively hiring for a Talent Acquisition Manager in the Greater Boston MA area. Do you want to help engineer what's next? Simpson Gumpertz & Heger (SGH) is a national engineering firm committed to delivering holistic advice for our clients' most complex challenges. We leverage our collective and diverse experience, technical expertise, and industry knowledge of structures and building enclosures, advanced analysis, code consulting, and applied science & research to deliver unrivaled, comprehensive solutions that drive superior performance. With more than 750 employees in eleven office locations throughout the United States, SGH's industry-leading teams constantly seek to advance the meaning of what's possible. Are you ready to make an impact and help shape the future of SGH? As the Talent Acquisition Manager, you'll lead and innovative SGH's recruiting strategy to support our growth and strengthen our ability to attract top talent. From enhancing our recruitment processes and tools to mentoring the recruiting team, you'll play a pivotal role in shaping SGH's workforce and culture. Team Overview: The Talent Acquisition Manager will report to the Director of Human Resources and will currently supervise a team of four (4) TA employees which will soon increase due to growth. The TA Manager will work closely with other managers on the HR team, and amongst the collective team of eleven (11) teammates in Benefits, General HR, HR Operations, and Talent Acquisition. Location: Waltham, MA. The position will initially work full-time in our Corporate Headquarters and will be eligible to transition to a hybrid work arrangement. Why This Role is Perfect for You: Leadership Impact: Inspire and empower a team of experienced recruiters and a recruiting coordinator, guiding them to develop their skills and supporting them in exceeding their hiring goals while fostering a collaborative and dynamic work environment. Strategic Planning: Partner with HR leadership to create and implement innovative talent acquisition strategies that directly support SGH's vision, business objectives, and the development of a strong dynamic workforce. Candidate Experience Champion: Elevate the hiring process for candidates and hiring managers, ensuring an exceptional experience and seamless communication every step of the way. Responsibilities: Shape the recruitment strategy by collaborating with leadership to define and implement SGH's talent acquisition vision, ensuring alignment with company goals. Coach, develop, manage, and motivate the Talent Acquisition team to foster their professional growth. Drive TA performance to meet SGH's hiring objectives and deliver a best-in-class candidate experience. Design and refine tools, programs, and processes to align and support intern, entry-level, and experienced hiring while maintaining efficiency. Continuously improve the candidate and hiring manager experience, finding ways to streamline and optimize the interview process. Partner with the Employee Relations team on immigration-related recruiting efforts including required job postings to ensure compliance with U.S. labor certification requirements. Oversee and lead full life cycle recruiting Initiatives including sourcing, tracking, branding, selection, interviewing, and hiring manager training, using data to measure and refine recruiting strategies. Manage and develop SGH's college recruiting and internship programs to attract emerging talent. Provide weekly recruiting updates to the HR Director. Maintain the applicant tracking system to be able to analyze recruiting metrics such as time-to-hire, candidate sources, and associated expenses Partner with the HR Operations team regarding compensation, regulatory compliance, and system and data integrations, including TA analytics within our workforce analytics platform. Partner with the Benefits team to understand and market SGH's robust Benefits package. Manage internal candidate referrals and promote programs to encourage employee engagement in the recruiting process. Stay ahead of trends and proactively adapt to changes and innovative recruiting practices to remain competitive In the Industry. What makes careers at SGH so special? The only way to advance is to question and explore. Every member of the SGH team is both a learner and an educator, committed to advancing ourselves, our teams, and our industry. Together, we are creating a community that never settles for what is but always seeks what could be. Our Work: Our clients trust us to bring clarity and deliver outstanding solutions for their most complex projects. Our People: We are bold thinkers and compassionate teammates, committed to lifelong learning and professional growth. Our Commitment: We live with integrity and embrace an obligation to give back to our professions and communities. Our Contribution: We offer a comprehensive and rich compensation and benefits package with company-paid and voluntary programs to help build healthy lifestyles, strong relationships, and future prosperity. SGH is an Equal Opportunity Employer, and we value diversity in our workforce. We are committed to providing equal opportunities to all job applicants and employees. We consider all qualified applicants and encourage individuals with disabilities and protected veterans to apply. If the application system is not accessible to you, or you need a reasonable accommodation to apply due to a disability, please email ************ Working Conditions: While performing the duties of this job, the employee is regularly required to sit for long periods of time, talk or hear, and perform fine motor, hand, and finger skills in the use of a keyboard, mouse, telephone, or writing. The employee is frequently required to stand, walk, and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception, and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Anticipated annual base salary: $130,000 - $145,000. This range is a good faith estimate pursuant to applicable equal pay and pay transparency laws. The actual salary offered will be based on several factors including the candidate's experience and qualifications. Base salary is a part of SGH's industry-leading Total Compensation package. Our Total Compensation package includes base salary, pay for extra hours worked, an annual discretionary bonus program, generous paid time off, and health and wellness benefits with a special emphasis on substantial SGH contributions to medical insurance premiums and SGH's Profit Sharing & 401(k) Plan. Benefits Overview: SGH provides the following benefits to eligible employees. Paid Time Off (Vacation time, Sick leave, Holidays) Paid Parental Leave Profit Sharing and 401(k) plan with a discretionary company contribution Health Insurance (Medical, Dental & Vision) Short and Long-Term Disability (company paid) Employee Basic Life and AD&D insurance (company paid) Optional Life Insurance Healthcare and Dependent Care Flexible Spending Accounts Fertility, Family Forming, and Hormonal Health benefit Employee Assistance Program Pre-tax Commuter Benefit AFLAC Accident & Cancer Insurance Legal & Identity Theft plans Tuition Reimbursement Requirements Bachelor's degree and 5+ years of experience in a strategic Talent Acquisition leadership role, including managing a team, and 10+ years of full-cycle recruiting experience (technical/engineering recruiting experience preferred). Proficiency in creative sourcing techniques, behavioral interviewing, and employer branding. Ability to operate seamlessly at both high-level strategy and day-to-day tactical execution. Industry knowledge or familiarity with consulting, engineering, or A/E/C industry is a plus. Strong ability to establish trust and effective partnerships across all levels of the organization. Detail-oriented, with exceptional project management skills. Excellent communication, presentation, and facilitation skills, with a results-oriented mindset. Knowledge of applicant tracking systems and metrics. Working knowledge of OFCCP, EEOC, VEVRAA, Pay Transparency, Pay Equity, and other regulatory compliance, including applicable multi-state employment law. Willingness to travel nationwide and work additional hours as needed. Salary Description 130,000-145,000

Build the team behind the work that matters. At Senior Metal Bellows, innovation has been our craft for more than 70 years. We design and manufacture custom metal bellows for aerospace, defense, energy, and other industries where failure isn't an option. Every hire matters. Every role supports work that has to be right the first time. We're looking for a hands-on Talent Acquisition partner who wants to own recruiting from end to end-hourly, exempt, technical, and leadership-while helping create smarter, stronger hiring practices for a growing manufacturing business. Job Description What You'll Do. Independently own full-cycle recruitment, including job postings, sourcing top talent, conducting screenings, facilitating the selection process, and overseeing offer negotiations to ensure a seamless hiring experience Serve as a partner and trusted advisor to our internal leaders in the hiring process Develop and execute creative and effective sourcing strategies to identify top talent and proactively build strong pipelines to fill current and future hiring needs Conduct thorough phone screens and interviews to assess candidate skills, experience, and alignment to Metal Bellows Coordinate and schedule virtual and in-person interviews while providing an exceptional candidate experience that promotes our brand and values Leverage data and insights to analyze recruitment metrics, such as hiring funnel activity, and make data-driven decisions to constantly improve the process Work closely with our HR team to ensure a seamless and positive onboarding experience for new hires Build and nurture long-term partnerships with local colleges, technical schools, and trade programs to create a steady pipeline of manufacturing, engineering, and skilled-trade talent. Serve as the face of Senior Metal Bellows with external partners, educators, workforce boards, veterans' programs, and community organization, to strengthen our employer brand. Be a valued partner to the HR team to support shared priorities and evolving business needs. What You'll Bring. Strong interpersonal skills with the ability to build trust and rapport with candidates, hiring managers, and external partners. Proven ability to manage multiple priorities , organize competing demands, and deliver high-quality work within established timelines. Collaborative mindset with a genuine interest in partnering with business leaders and peers to achieve shared goals. Highly organized approach that keeps processes moving forward and deadlines on track. Self-starter mentality -able to take ownership of tasks, work independently, and follow through to completion. Clear and professional communication style that creates positive experiences for candidates and internal stakeholders. Adaptability in a dynamic environment , with comfort adjusting to shifting priorities and evolving business needs. Commitment to recruitment and candidate experience , with a focus on fairness, transparency, and responsiveness. Strong project management skills , including the ability to ask the right questions, engage the right partners, and drive efficient outcomes. Positive, team-oriented presence that contributes to a respectful, engaging, and high-energy workplace culture. Qualifications What You Have Required Minimum 5 years of full-cycle recruiting experience, including hourly and exempt roles Experience recruiting in a manufacturing, industrial, or technical environment Proficiency with an Applicant Tracking System and sourcing tools (SmartRecruiters a big plus!) Proven interviewing, assessment, and offer negotiation skills Ability to manage multiple requisitions and priorities with a high sense of urgency Demonstrated ability to build effective relationships with hiring managers and candidates Preferred Experience recruiting skilled trades, engineering, or production leadership roles Campus, trade school, or community partnership experience Knowledge of regulated manufacturing environments (AS9100, ITAR, ISO, or similar) PHR or SHRM certification Additional Information Hiring Salary Range: $90,000 - $120,000 Trade Compliance Statement Access to our facilities is restricted under the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR) to U.S. Persons (U.S. Citizens, lawful permanent residents, U.S. Nationals, U.S. refugees, asylees, or temporary residents under amnesty provisions ), and to properly licensed foreign persons. Applicants receiving a conditional offer of employment will be required to provide information to determine whether they are subject to these regulations and, if so, to assess their country of chargeability for export control purposes. Additionally, potential employee names will be screened against the Consolidated Screening List (maintained by the United States government) to determine eligibility to receive controlled technical data. To ensure there is no unexpected delay to your start date with our Company and due to the potential need to obtain an export license, we would like to promptly assess whether such a license is needed to access our facility and/or systems. Such licenses can take several weeks/months to obtain from the U.S. Government. Our Trade Compliance department may reach out to you with a Licensing Assessment form, which we request you kindly complete and return as soon as possible. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. EOE M/F/D/V/VEVRAA Federal Contractor

Build the team behind the work that matters. At Senior Metal Bellows, innovation has been our craft for more than 70 years. We design and manufacture custom metal bellows for aerospace, defense, energy, and other industries where failure isn't an option. Every hire matters. Every role supports work that has to be right the first time. We're looking for a hands-on Talent Acquisition partner who wants to own recruiting from end to end-hourly, exempt, technical, and leadership-while helping create smarter, stronger hiring practices for a growing manufacturing business. Job Description What You'll Do. Independently own full-cycle recruitment, including job postings, sourcing top talent, conducting screenings, facilitating the selection process, and overseeing offer negotiations to ensure a seamless hiring experience Serve as a partner and trusted advisor to our internal leaders in the hiring process Develop and execute creative and effective sourcing strategies to identify top talent and proactively build strong pipelines to fill current and future hiring needs Conduct thorough phone screens and interviews to assess candidate skills, experience, and alignment to Metal Bellows Coordinate and schedule virtual and in-person interviews while providing an exceptional candidate experience that promotes our brand and values Leverage data and insights to analyze recruitment metrics, such as hiring funnel activity, and make data-driven decisions to constantly improve the process Work closely with our HR team to ensure a seamless and positive onboarding experience for new hires Build and nurture long-term partnerships with local colleges, technical schools, and trade programs to create a steady pipeline of manufacturing, engineering, and skilled-trade talent. Serve as the face of Senior Metal Bellows with external partners, educators, workforce boards, veterans' programs, and community organization, to strengthen our employer brand. Be a valued partner to the HR team to support shared priorities and evolving business needs. What You'll Bring. Strong interpersonal skills with the ability to build trust and rapport with candidates, hiring managers, and external partners. Proven ability to manage multiple priorities, organize competing demands, and deliver high-quality work within established timelines. Collaborative mindset with a genuine interest in partnering with business leaders and peers to achieve shared goals. Highly organized approach that keeps processes moving forward and deadlines on track. Self-starter mentality-able to take ownership of tasks, work independently, and follow through to completion. Clear and professional communication style that creates positive experiences for candidates and internal stakeholders. Adaptability in a dynamic environment, with comfort adjusting to shifting priorities and evolving business needs. Commitment to recruitment and candidate experience, with a focus on fairness, transparency, and responsiveness. Strong project management skills, including the ability to ask the right questions, engage the right partners, and drive efficient outcomes. Positive, team-oriented presence that contributes to a respectful, engaging, and high-energy workplace culture. Qualifications What You Have Required Minimum 5 years of full-cycle recruiting experience, including hourly and exempt roles Experience recruiting in a manufacturing, industrial, or technical environment Proficiency with an Applicant Tracking System and sourcing tools (SmartRecruiters a big plus!) Proven interviewing, assessment, and offer negotiation skills Ability to manage multiple requisitions and priorities with a high sense of urgency Demonstrated ability to build effective relationships with hiring managers and candidates Preferred Experience recruiting skilled trades, engineering, or production leadership roles Campus, trade school, or community partnership experience Knowledge of regulated manufacturing environments (AS9100, ITAR, ISO, or similar) PHR or SHRM certification Additional Information Hiring Salary Range: $90,000 - $120,000 Trade Compliance Statement Access to our facilities is restricted under the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR) to U.S. Persons (U.S. Citizens, lawful permanent residents, U.S. Nationals, U.S. refugees, asylees, or temporary residents under amnesty provisions ), and to properly licensed foreign persons. Applicants receiving a conditional offer of employment will be required to provide information to determine whether they are subject to these regulations and, if so, to assess their country of chargeability for export control purposes. Additionally, potential employee names will be screened against the Consolidated Screening List (maintained by the United States government) to determine eligibility to receive controlled technical data. To ensure there is no unexpected delay to your start date with our Company and due to the potential need to obtain an export license, we would like to promptly assess whether such a license is needed to access our facility and/or systems. Such licenses can take several weeks/months to obtain from the U.S. Government. Our Trade Compliance department may reach out to you with a Licensing Assessment form, which we request you kindly complete and return as soon as possible. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. EOE M/F/D/V/VEVRAA Federal Contractor

We are Raven, RA Capital's healthcare incubator. From discovery to delivery, whether we incubate, accelerate or rejuvenate, Raven's goal is to turn scientific breakthroughs into transformative therapies and get them quickly, safely and efficiently to the patients that need them most. Raven's experienced scientists, operators, and healthcare innovators have deep sector expertise across therapeutics, diagnostics, devices and services. They have brought hundreds of therapeutics into development, managed hospital systems, optimized clinical trials and navigated payor and regulatory systems to deliver patient impact - and they are ready to work with you. About RA Capital: Founded in 2004, RA Capital Management is a multi-stage investment manager dedicated to evidence-based investing in public and private healthcare, life sciences, and planetary health companies. RA Capital creates and funds innovative companies, from private seed rounds to public follow-on financings, allowing management teams to drive value creation from inception through commercialization and beyond. RA Capital's knowledge engine is guided by our Tech Atlas internal research division, and Raven, RA Capital's company building team, offers entrepreneurs and innovators a collaborative and comprehensive platform to explore the novel and the re-imagined. RA Capital has more than 150 employees and over $10 billion in assets under management. About the Role The Talent Acquisition and Strategy function operates across the portfolio and specifically sits at the intersection of investing, company creation, and organizational development - ensuring our portfolio companies are built and led by exceptional people. We are seeking a Principal Executive Talent Partner with deep experience in biotech retained search to join our team. In this role you will report to and work closely with the Head of Talent Acquisition and Strategy to attract world-class talent to the “RA Family” and address ongoing and evolving talent needs across the portfolio as they arise. Beyond search execution, this person will play a key role in leveraging AI to build systems and infrastructure that enable the strategic portfolio talent platform to operate efficiently and transparently across the organization. This includes, but is not limited to, transforming how we identify, evaluate, record, and match leaders with opportunities across our portfolio. This is an opportunity to combine retained search expertise with the strategic design of an internal talent capability that supports company creation, growth, and long-term value. Key Responsibilities Executive Search & Advisory Drive search execution and candidate development for C-suite and senior functional leaders for Raven newcos and RACM portfolio companies as needed Build “Talent Bench” of up-and-coming leaders by establishing and cultivating relationships with those best suited to become the next senior executive leaders in our portfolio Partner with the Head of TA and Strategy to build a “Talent Bench” of Venture Partner and EIR candidates Partner with the Head of TA and Strategy to drive a globally-focused Venture Partner talent acquisition strategy Leverage market intelligence and insights on market dynamics, competitive talent trends, compensation, and organizational design to inform search strategies and hiring decisions Ensure an exceptional candidate experience and uphold the highest standards of confidentiality and professionalism Talent Infrastructure & Systems Design Contribute creative and bold ideas to the evolution of RA's in-house talent strategy, to create differentiated talent offerings to benefit Raven, our portfolio, and thus our LPs. Own database development and integrity; create and implement best practices to ensure a system that is accurate, current, thorough, and ultimately easy to export to a larger firmwide CRM at the right time. Partner with the Head of TA and Strategy to leverage AI to develop search strategy, target lists, market maps, and other research tools to guide highest quality search execution. Lead AI-driven initiatives pertaining to the talent function. Manage relationships with and information about external search firms. Ideal Candidate Profile You are both a builder and an advisor - someone who can execute world-class searches while also leveraging AI and advanced systems to design and build the infrastructure that scales a strategic talent function. You thrive at the intersection of science, strategy, and human capital. You have the curiosity to understand molecular biology and the judgment to assess leadership potential. Above all, you are motivated by the opportunity to help shape the next generation of biotech leaders. Qualifications 10+ years of executive search experience, including at least 5+ years in retained executive search within biotech or life sciences Proven success managing high-stakes executive searches with early-stage, highly scientific venture-backed companies Strong understanding of biotech organizational structures and leadership competencies across scientific and business domains Strong understanding of the biotech market and competitive landscape, in the context of financial market dynamics, and the impact on leadership Experience designing or implementing recruiting systems, databases, or talent operations frameworks. Comfort level with AI and willingness to become a power user Experience recruiting in cross-cultural settings; strong understanding of cultural nuances. Ideally experience recruiting for or working with Asian companies Exceptional project management skills and ability to balance multiple competing priorities and stakeholders Exceptional communication and relationship-building skills Entrepreneurial mindset and creativity; comfort navigating ambiguity and building from first principles Bachelor's degree required; advanced scientific or business degree preferred (MS, MBA, PhD) What We Offer Opportunity to shape and scale the talent platform of a leading biotech investment firm A collaborative, intellectually rigorous environment where science and strategy meet Competitive compensation with performance-based incentives Comprehensive benefits and professional development opportunities A mission-driven culture grounded in scientific curiosity, integrity, and long-term partnership The base salary range reflects our good faith estimate at the time of posting. Final compensation will depend on factors like experience, skills, and location. The role may also be eligible for an annual bonus and long-term incentives. Compensation and benefits may be updated in the future. Salary base range$250,000-$350,000 USD