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director of talent acquisition

Falcon Rappaport & Berkman LLP

<div>
 
 Job Summary:&nbsp;
 
 
 The&nbsp;Director of Talent Acquisition&nbsp;will&nbsp;be responsible&nbsp;for&nbsp;overseeing FRB&rsquo;s&nbsp;recruitment strategy to attract, hire and&nbsp;retain&nbsp;top talent, as well as developing and executing an effective workforce strategy, aligning&nbsp;all strategies with the company&rsquo;s business goals.&nbsp;&nbsp;They will oversee all onboarding&nbsp;and offboarding&nbsp;efforts, including orientation, exit interviews, and overseeing the FRB Alumni&nbsp;initiative and&nbsp;database.&nbsp;
 
 
 Duties/Responsibilities:&nbsp;
 
 <ul>
 <li>
 
 Develops,&nbsp;facilitates, and implements&nbsp;all phases of the recruitment&nbsp;life cycle&nbsp;including attracting, interviewing, selecting/hiring and onboarding top talent.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Identifies&nbsp;and implements&nbsp;efficient and effective recruiting methods and strategies&nbsp;based on the available role, industry standards, and the needs of the organization.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Manages a pipeline of&nbsp;potential&nbsp;candidates&nbsp;by networking and&nbsp;maintaining&nbsp;relationships with&nbsp;organizations and universities.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Creates&nbsp;job postings and manages&nbsp;job openings through the Applicant Tracking System.&nbsp;&nbsp;Ensures all positions are posted on the company career page.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Screens applications&nbsp;and&nbsp;selects&nbsp;qualified candidates&nbsp;by&nbsp;utilizing&nbsp;screening questions and conducting initial interviews for top candidates.&nbsp;Schedules interviews&nbsp;for hiring managers; oversees preparation of interview questions and other hiring and selection materials.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Collaborates with the hiring manager during the offer process,&nbsp;identifying&nbsp;and recommending salary ranges, incentives, start dates, and other pertinent details.&nbsp;&nbsp;Manages all offers and sends letters and NDAs through Docusign.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Acts as the liaison for&nbsp;external recruiting agencies.&nbsp;&nbsp;Oversees&nbsp;agreements&nbsp;and manages a spreadsheet of all&nbsp;agencies along with their specialties.&nbsp;&nbsp;Makes recommendations to&nbsp;hiring&nbsp;managers for positions that we are unable to&nbsp;hire for&nbsp;internally.&nbsp;&nbsp;&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Conducts new hire orientation and provides&nbsp;management with onboarding checklists and&nbsp;assistance&nbsp;as needed.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Ensures&nbsp;compliance with&nbsp;federal, state, and local&nbsp;employment laws and regulations,&nbsp;and&nbsp;company policies.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Tracks and analyzes&nbsp;recruitment metrics including staffing complement, cost per hire and time to fill metrics.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Oversees offboarding process, including conducting exit&nbsp;interviews,&nbsp;tracking trends.&nbsp;&nbsp;Supports management in terminating employees.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Attends and&nbsp;participates&nbsp;in&nbsp;college&nbsp;job fairs and recruiting sessions.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Performs&nbsp;other duties as assigned.&nbsp;&nbsp;
 
 </li>
 </ul>
 
 
 
 Required Skills/Abilities:&nbsp;&nbsp;
 
 <ul>
 <li>
 
 Excellent verbal and written communication skills.&nbsp;&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Excellent interpersonal skills with good negotiation tactics.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Ability to create and implement sourcing strategies for recruitment&nbsp;for&nbsp;a variety of roles.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Proactive and independent with&nbsp;the&nbsp;ability to take initiative.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Excellent time management skills with&nbsp;a&nbsp;proven ability to meet deadlines.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Proficient with&nbsp;or&nbsp;the&nbsp;ability&nbsp;to quickly learn applicant-tracking software or other recruitment systems.&nbsp;&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Proficient with Microsoft Office Suite or related software.&nbsp;
 
 </li>
 </ul>
 
 Education and Experience:&nbsp;
 
 <ul>
 <li>
 
 Bachelor&rsquo;s&nbsp;degree&nbsp;in Human Resources&nbsp;or related field,&nbsp;or equivalent work experience,&nbsp;required.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 At least five years managing all phases of the recruitment and hiring process&nbsp;highly preferred.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 SHRM-CP or SHRM-SCP preferred.&nbsp;
 
 </li>
 </ul>
</div>

Director of Talent Acquisition

Karbon

<div>
 
 About Karbon
 
 
 
 Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work&reg; certification and on Fortune magazine's Best Small Workplaces&trade; List.
 
 
 We are seeking a player-coach style Director of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration.
 
 
 At the core, this role needs someone who:
 
 
 <ul>
 <li>
 is obsessed with data and making recruitment more scientific
 </li>
 <li>
 a stickler for attention to detail
 </li>
 <li>
 a true talent partner
 
 not
 
 an order taker
 </li>
 <li>
 thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery.
 
 
 </li>
 </ul>
 
 About the Role:
 
 
 
 Recruiting Operations, Performance &amp; Forecast Ownership
 
 
 <ul>
 <li>
 Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities.
 </li>
 <li>
 Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.
 </li>
 <li>
 Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.
 </li>
 <li>
 Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data.
 </li>
 <li>
 Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals&mdash;adjusting plans before targets are missed.
 
 
 </li>
 </ul>
 Player-Coach Leadership, Accountability &amp; Talent Bar
 
 
 <ul>
 <li>
 Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection.
 </li>
 <li>
 Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.
 </li>
 <li>
 Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes&mdash;not just effort.
 </li>
 <li>
 Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.
 
 
 </li>
 </ul>
 Cross-Functional Partnership &amp; Executive Visibility
 
 
 <ul>
 <li>
 Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.
 </li>
 <li>
 Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.
 </li>
 <li>
 Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.
 
 
 </li>
 </ul>
 KPIs &amp; Success Metrics You Own
 
 
 <ul>
 <li>
 Own and report on key recruiting KPIs, including:
 </li>
 <ul>
 <li>
 Hires per month / quarter
 </li>
 <li>
 Time-to-fill and time-to-start
 </li>
 <li>
 Recruiter productivity and capacity
 </li>
 <li>
 Pipeline coverage and conversion rates
 </li>
 <li>
 Offer acceptance rate
 </li>
 <li>
 Quality and durability of hire
 </li>
 </ul>
 <li>
 Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.
 
 </li>
 </ul>
 
 Innovation &amp; AI Integration
 
 
 
 <ul>
 <li>
 Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.
 </li>
 <li>
 Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding).
 </li>
 <li>
 Keep our partners accountable to provide us the best service by holding regular meetings with the vendors we use for our talent processes i.e. Greenhouse, Xref etc.
 
 
 </li>
 </ul>
 
 About You:
 
 
 
 <ul>
 <li>
 A hands-on recruiting expert who leads by doing and consistently delivers high-quality hires.
 </li>
 <li>
 A structured operator who can manage a hiring dashboard, enforce standards, and elevate recruiter performance.
 </li>
 <li>
 A coach at heart who gives direct feedback, holds high standards, and grows people through clarity and support.
 </li>
 <li>
 A curious problem-solver who uses data and experimentation to drive better hiring outcomes.
 
 
 </li>
 </ul>
 
 What You Bring:
 
 
 
 <ul>
 <li>
 5+ years in talent acquisition, with at least 1&ndash;2 years in a managerial or team lead role.
 </li>
 <li>
 Ability to lead, motivate, and coach a small team to success, getting in and getting things done yourself if needed.
 </li>
 <li>
 Demonstrated excellence as a full-cycle recruiter in SaaS.
 </li>
 <li>
 Proven ability to drive recruiting systems (ideally Greenhouse) and produce meaningful, accurate reports and actions as a result.
 </li>
 <li>
 AI-first mindset, experimenting and implementing AI-driven models to create efficiency.
 </li>
 <li>
 Experience building scalable, high-integrity recruiting processes in a fast-paced environment.
 </li>
 <li>
 Strong ability to influence stakeholders and build hiring capability across the business.
 </li>
 <li>
 Deep commitment to inclusive hiring and a growth mindset.
 
 
 </li>
 </ul>
 
 Why Work at Karbon?
 
 
 
 <ul>
 <li>
 Gain global experience across Australia, New Zealand, UK, and Canada
 </li>
 <li>
 Strong benefits package including:
 </li>
 <ul>
 <li>
 Flexible Time Off with an encouraged 4 weeks use per year
 </li>
 <li>
 Company paid medical for you and eligible spouse/partner and dependents
 </li>
 <li>
 Paid dental and vision and eligible spouse/partner and dependents
 </li>
 <li>
 401(k) with company matching
 </li>
 <li>
 Flexible Spending Account
 </li>
 <li>
 Up to 8 weeks paid parental leave
 </li>
 <li>
 Work-from-home stipend
 </li>
 </ul>
 <li>
 Work with (and learn from) an experienced, high-performing team
 </li>
 <li>
 A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback
 </li>
 <li>
 Be part of a fast-growing company that firmly believes in promoting high performers from within
 </li>
 <li>
 OTE for this role is $180,000
 
 </li>
 </ul>
 Karbon embraces diversity and inclusion, aligning with our values as a business. Research has shown that women and underrepresented groups are less likely to apply to jobs unless they meet every single criteria. If you've made it this far in the job description but your past experience doesn't perfectly align, we do encourage you to still apply. You could still be the right person for the role!
 
 
 We recruit and reward people based on capability and performance. We don&rsquo;t discriminate based on race, gender, sexual orientation, gender identity or expression, lifestyle, age, educational background, national origin, religion, physical or cognitive ability, and other diversity dimensions that may hinder inclusion in the organization.
 
 
 Generally, if you are a good person, we want to talk to you. 😛
 
 
 If there are any adjustments or accommodations that we can make to assist you during the recruitment process, and your journey at Karbon, contact us at people.support@karbonhq.com for a confidential discussion.
 
 
 
 
 At this time, we request that agency referrals are not submitted for this position. We appreciate your understanding and encourage direct applications from interested candidates. Thank you!
 
 
</div>

Squarespace

<div>
 We&rsquo;re seeking a
 
 Senior Manager of Talent Acquisition
 
 to champion the growth of our global Go-To-Market (GTM) teams. In this pivotal role, you will be the strategic leader for the talent acquisition partners supporting our Commercial, Sales, Brand, Growth Marketing, Customer Operations, G&amp;A and Domains &amp; Applications organizations. Your team will drive both technical and non-technical hiring for these groups.
 
 
 You will be instrumental in executing our global talent strategy, excellence in our day-to-day recruitment operations, and an exceptional and inclusive candidate experience. If you are passionate about both people development and leveraging technology (especially AI) to redefine talent acquisition efficiency and quality, we want to hear from you.
 
 
 This is a hybrid role working from our NYC office 3 days per week. You will report to the Director, Talent Acquisition.
 
 
 
 You&rsquo;ll Get To&hellip;
 
 
 
 <ul>
 <li>
 Partner with the Director, Talent Acquisition on the overall talent strategy, translating it into actionable recruitment plans and priorities for your team&rsquo;s assigned business units.
 </li>
 <li>
 Lead, mentor, coach, and develop a team of mid-level and senior Talent Acquisition Partners, fostering a culture of high performance, accountability, and continuous development.
 </li>
 <li>
 Guide the end-to-end recruitment processes within your scope to ensure efficiency, consistency, and a seamless and inclusive candidate and hiring manager experience.
 </li>
 <li>
 Serve as the primary talent acquisition contact and trusted advisor for GTM leaders, guiding them on best practices, market trends, and talent planning to meet their business needs.
 </li>
 <li>
 Partner with FP&amp;A and People Partners on headcount planning and forecasting.
 </li>
 <li>
 Analyze key recruiting metrics (e.g., time-to-hire, quality of hire, source of hire) to identify bottlenecks and drive data-informed improvements in team performance and process.
 </li>
 <li>
 Ensure inclusive recruitment practices are embedded consistently throughout the hiring lifecycle for your assigned teams.
 </li>
 <li>
 Oversee the development and execution of proactive sourcing strategies to build and maintain robust talent pipelines for critical and high-volume roles.
 </li>
 <li>
 Ensure the Talent Acquisition team effectively &amp; consistently utilizes recruiting systems and technology, partnering with Talent Operations and People Tech teams to uphold data integrity and process compliance.
 </li>
 <li>
 Serve as an internal champion for talent acquisition technology, including researching, piloting, and implementing AI tools and platforms that enhance recruiter productivity and candidate quality and experience.
 
 
 </li>
 </ul>
 
 Who We&rsquo;re Looking For
 
 
 
 <ul>
 <li>
 10+ years of experience in talent acquisition, including full cycle recruiting across a range of roles and functions, inclusive of product and engineering disciplines.
 </li>
 <li>
 5+ years of experience leading recruiters as a people manager.
 </li>
 <li>
 Strong experience building hiring plans, partnering with Finance and HRBPs, and guiding leaders through headcount planning.
 </li>
 <li>
 Experience managing a high volume and varied portfolio with clear results on hiring quality and process consistency.
 </li>
 <li>
 Ability to proactively apply data to forecast challenges, guide decisions, and improve team performance before issues escalate.
 </li>
 <li>
 Hands on experience with ATS systems and recruiting tools, including exposure to AI driven tools.
 </li>
 <li>
 Demonstrated ability to coach recruiters, set expectations, and manage performance.
 </li>
 <li>
 Experience driving consistent and fair hiring practices with a focus on inclusion.
 </li>
 <li>
 Strong written and verbal communication skills, including the ability to explain decisions, set expectations, and influence senior partners.
 </li>
 <li>
 Sound judgment and the ability to navigate fast moving or ambiguous situations.
 
 
 </li>
 </ul>
 
 Benefits &amp; Perks
 
 
 
 <ul>
 <li>
 A choice between medical plans with an option for 100% covered premiums
 </li>
 <li>
 Fertility and adoption benefits
 </li>
 <li>
 Access to supplemental insurance plans for additional coverage
 </li>
 <li>
 Headspace mindfulness app subscription
 </li>
 <li>
 Global Employee Assistance Program
 </li>
 <li>
 Retirement benefits with employer match
 </li>
 <li>
 Flexible paid time off
 </li>
 <li>
 12 weeks paid parental leave and family care leave
 </li>
 <li>
 Pretax commuter benefit
 </li>
 <li>
 Education reimbursement
 </li>
 <li>
 Employee donation match to community organizations
 </li>
 <li>
 7 Global Employee Resource Groups (ERGs)
 </li>
 <li>
 Dog-friendly workplace
 </li>
 <li>
 Free lunch and snacks
 </li>
 <li>
 Private rooftop
 </li>
 <li>
 Hack week twice per year
 
 
 </li>
 </ul>
 
 Cash Compensation Range: $178,000 - $230,000 USD
 
 
 
 The base salary for this position will vary based on job-related criteria including relevant skills, experience, and location, among other factors.
 
 
 In addition to the cash compensation above (which includes base salary and, where applicable for eligible roles, may include overtime pay), Squarespace employees are eligible to be granted an option to purchase our common stock. Sales positions generally offer a competitive On Target Earnings (OTE) incentive structure in addition to base salary.
 
 
 
 About Squarespace
 
 
 
 Squarespace is a design-driven platform helping entrepreneurs build brands and businesses online. We empower millions of customers in more than 200 countries and territories with all the tools they need to create an online presence, build an audience, monetize, and scale their business. Our suite of products range from websites, domains, ecommerce, and marketing tools, as well as tools for scheduling with Acuity and creating and managing social media presence with Bio Sites and Unfold. Our team of more than 1,700 is headquartered in New York City, with offices in Dublin, Ireland, and Aveiro, Portugal. For more information about our company, visit https://www.squarespace.com/about/careers.
 
 
 
 Our Commitment
 
 
 
 Today, more than a million people around the globe use Squarespace to share different perspectives and experiences with the world. Not only do we embrace and celebrate the diversity of our customer base, but we also strive for the same in our employees. At Squarespace, we are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, national origin, gender, sex, gender identity or expression, sexual orientation, age, citizenship, marital or parental status, disability, veteran status, or other class protected by applicable law. We are proud to be an equal opportunity workplace.
 
 
 
 Thank you in advance for providing the following details about your work history from your resume! This helps us ensure that your candidate information is accurate and consistent during the hiring process.
 
 
 
 
 Squarespace will never solicit your personal banking information or ask you to transfer money in connection with a job offer or interview. We also will not reach out to you via phone or SMS without your permission or knowledge.
 
</div>

Senior Manager, Talent Acquisition

Oscar de la Renta

<div>
 
 Oscar de la Renta is seeking a Director of Human Resources. The Director of HR will be responsible for managing and overseeing the organization's HR function, ensuring the effective implementation of HR policies and procedures that align with the company's vision and mission. The Director of HR will plan and execute operations activities in the organization, ensuring development and implementation of efficient operations and cost-effective systems to meet current and future needs of the organization.
 
 
 
 
 
 Responsibilities include (but are not limited to):
 
 
 &middot; Implement universal HR processes and practices
 
 
 &middot; Talent acquisition, recruitment, and onboarding
 
 
 &middot; Manage and process employee benefits, payroll, and health and safety programs
 
 
 &middot; Provide support to management on workforce planning and employee relations
 
 
 &middot; Ensure compliance with internal policies and legal standards
 
 
 &middot; Handle employee relations, discipline, and termination in accordance with company policies
 
 
 &middot; Guide management on employee relations and grievance resolution
 
 
 &middot; Stay current with the latest trends and changes in HR strategies
 
 
 &middot; Manage compensation and payroll budgets
 
 
 &middot; Develop and implement competitive compensation, benefits, performance appraisal, and employee incentive programs
 
 
 &middot; Maintain thorough understanding of labor, union, and employment laws for compliance
 
 
 
 
 
 Mandatory Skills and Requirements:
 
 
 &middot; At least 5 years of experience in a similar role; 8-10+ total years of experience in HR
 
 
 &middot; Excellent verbal and written communication skills
 
 
 &middot; Strong leadership and organizational skills
 
 
 &middot; Strong analytical, supervisory, and problem-solving skills
 
 
 &middot; In-depth understanding of labor relations, union laws, and employment legislation
 
 
 &middot; Extensive experience in HR functions including talent acquisition and management
 
 
 &middot; Strong business acumen with an understanding of fundamental business principles
 
 
 &middot; Skilled in budget preparation and fiscal management
 
 
 &middot; Employee development and performance management skills
 
 
 &middot; Exceptional interpersonal and conflict-resolution skills
 
 
 &middot; Expertise in Microsoft Office Suites such as Word, Excel, PowerPoint
 
 
 
 
 
 
 Only candidates that meet the above criteria will be considered.
 
 
</div>

Director of Human Resources

Pets+People Consumer Products

<div>
 
 At Pets + People, we make tails wag and customers smile with products brought to market through strategic licensing and innovation. Our brands make everyday life fresh, fun, and user-friendly for the whole family. Our team of over 80 dedicated employees is headquartered in New York City with both national and global support. With our background, experience, and network, we are uniquely positioned to extend the reach of any brand to a new market. &ldquo;We&rsquo;ve been a pioneer in licensing since 2008, translating favorite brands into practical "pet" applications. In 2014, we expanded our vision into new markets within the "people" sector. Now, we are leveraging our long track record of success and applying it both to pets + people.&rdquo; &ndash; Steven Shweky, Top Dog
 
 
 
 
 
 
 Director of HR &amp; Talent Acquisition
 
 
 
 We are seeking a strategic, forward-thinking Human Resources Director to serve as a key advisor to executive leadership and drive our people strategy during a period of rapid growth. This role will function as a trusted business partner to senior management, aligning talent, culture, and organizational development initiatives with overall business objectives.
 
 
 The Human Resources Director will lead the development of scalable people strategies, strengthen organizational capability, and ensure we attract, develop, and retain top talent. This individual will champion a high-performance culture, proactively anticipate organizational needs, and build the infrastructure necessary to support continued expansion.
 
 
 
 
 
 
 What You Will Do
 
 
 
 
 
 <ul>
 <li>
 Serve as a strategic advisor to executive leadership, providing insight and guidance on organizational design, workforce planning, talent strategy, and business growth initiatives
 </li>
 <li>
 Design and implement forward-looking HR strategies that align with company objectives and support long-term scalability
 </li>
 <li>
 Lead and evolve the full talent acquisition strategy to attract high-caliber talent aligned with our culture and growth goals
 </li>
 <li>
 Drive performance management processes that promote accountability, engagement, and continuous development
 </li>
 <li>
 Partner with department leaders to identify capability gaps and implement targeted learning and career development programs
 </li>
 <li>
 Champion company culture and employee engagement initiatives that reinforce our values and strengthen retention
 </li>
 <li>
 Oversee onboarding and leadership development programs to ensure strong integration and long-term success
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws while proactively mitigating organizational risk
 </li>
 <li>
 Provide oversight of payroll, benefits administration, and total rewards strategy to ensure competitive and equitable programs
 </li>
 <li>
 Lead internal communications related to HR policies, organizational updates, and change management initiatives
 </li>
 <li>
 Oversee the Office Operations Manager and ensure operational excellence across workplace functions
 </li>
 </ul>
 
 
 
 
 
 What You Bring
 
 
 
 
 
 <ul>
 <li>
 8+ years of progressive Human Resources leadership experience, including strategic partnership with executive teams
 </li>
 <li>
 Demonstrated success operating in high-growth, fast-paced environments where adaptability and scalability are critical
 </li>
 <li>
 Deep knowledge of U.S. employment law and risk management best practices
 </li>
 <li>
 Strong business acumen with the ability to connect people strategy to financial and operational outcomes
 </li>
 <li>
 Proven ability to anticipate challenges, think critically, and implement proactive solutions
 </li>
 <li>
 Sound judgment and the ability to make independent, high-impact decisions
 </li>
 <li>
 Exceptional communication and influencing skills across all levels of the organization
 </li>
 <li>
 Experience in the CPG industry preferred, but not required
 </li>
 </ul>
 
 
</div>

Director of HR and Talent Acquisition

Flex

<div>
 Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It&rsquo;s hard to believe that it&rsquo;s 2026 and paying rent on time is expensive, inflexible, and difficult. We&rsquo;re here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team?
 
 
 
 About The Role
 
 
 
 We are looking for a seasoned Senior Manager of Talent Acquisition to lead, mentor, and scale our high-performing G&amp;A Recruiting division, responsible for identifying and hiring the best talent across Finance, Strategy &amp; Operations, Legal, Compliance and People.
 
 
 You will be the strategic owner of the G&amp;A recruiting function, operating in a fast-paced, high-bar &amp; hypergrowth environment. You will serve as a key partner to our G&amp;A leaders, translating business objectives into a talent strategy that can meet the demands of our ambitious roadmap.
 
 
 You will inherit and grow a strong team of talent partners, setting the vision for operational excellence and an exceptional candidate experience. This role is ideal for a player-coach who thrives on managing tenured professionals, building scalable processes from the ground up, and directly impacting the future of our company.
 
 
 This is a hybrid position with on-site expectations of at least 3 days per week in our New York Headquarters. For candidates outside of the NY/NJ area, you may be eligible for our relocation assistance program.
 
 
 
 What You'll Do
 
 
 
 <ul>
 <li>
 Strategic Ownership: Responsible for the G&amp;A recruiting function end-to-end. Develop and execute a comprehensive hiring strategy to achieve ambitious hiring goals across all G&amp;A departments.
 </li>
 <li>
 Executive Partnership: Act as the primary talent acquisition partner across our G&amp;A leadership team. Use data and market insights to influence decisions, manage expectations, and report on progress against hiring plans.
 </li>
 <li>
 Team Leadership &amp; Growth: Hire, onboard, lead and develop a high-performing team of talent partners (both full-time and contract), fostering a culture of excellence and continuous improvement, in order to meet the scaling demands of the business.
 </li>
 <li>
 Process Excellence: Help design, implement, and refine scalable, best-in-class recruiting processes that ensure a high-bar for talent and operational efficiency in a hypergrowth setting.
 </li>
 <li>
 Resource Management: In partnership with the Director of Talent, optimize any external recruiting resources, including managing agency partnerships, contractor relationships, and recruiting tools to ensure a high standard of quality and ROI.
 </li>
 <li>
 Cross-Functional Collaboration: Partner closely with the Director of Talent, People leadership, and Finance to ensure alignment on hiring philosophy, compensation, headcount planning, and talent programs.
 </li>
 <li>
 Data-Driven Strategy: Leverage analytics and key metrics (e.g., time-to-fill, pass-through rates, source-of-hire) to identify bottlenecks, guide team performance, and provide strategic insights to stakeholders.
 
 
 </li>
 </ul>
 
 Key Qualifications
 
 
 
 <ul>
 <li>
 8+ years of progressive experience in Talent Acquisition, with at least 3+ years in a people management role leading and scaling G&amp;A recruiting teams.
 </li>
 <ul>
 <li>
 Proven experience managing senior recruiters, demonstrating the ability to develop and coach experienced professionals.
 </li>
 </ul>
 <li>
 Track record of success during a "hyper-growth" phase at a high-growth technology company.
 </li>
 <li>
 Exceptional stakeholder management with the abilities to influence; you have a history of building trust and credibility with senior executives, particularly C-level/VP-level leaders.
 </li>
 <li>
 Deep expertise in building and maintaining a high-bar hiring environment. You have successfully implemented thoughtful, structured, and unbiased hiring processes for top-tier talent.
 </li>
 <li>
 An analytical and systems mindset and the ability to use data for story telling, to drive decisions, and optimize team performance.
 </li>
 <ul>
 <li>
 Takes pride in systems and quality control to ensure team optimization and process efficiencies.
 </li>
 </ul>
 <li>
 A blend of recruiting experience from both large, "best-in-class" tech companies and fast-paced, ambiguous startup environments.
 </li>
 <li>
 A strong understanding of talent attraction with previous experience recruiting for a wide range of G&amp;A roles
 
 
 </li>
 </ul>
 Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines.
 
 
 For candidates located in our Tier 1 markets (NYC/SF/Seattle), the base salary pay range for this role is $176,000 - $220,000 USD. For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.
 
 
 Life at Flex:
 
 
 We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal opportunity workplace.
 
 
 We offer many employee benefits &amp; perks. For full-time U.S based positions we offer:
 
 
 <ul>
 <li>
 Competitive medical, dental, and vision available from Day 1
 </li>
 <li>
 Company equity
 </li>
 <li>
 401(k) plan with company match (our company match kicks off at the beginning of 2026)
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 <li>
 Unlimited paid time off + 13 company paid holidays
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 <li>
 Parental leave
 </li>
 <li>
 Flex Cares Program
 </li>
 <li>
 Free Flex subscription
 
 
 </li>
 </ul>
 For full time non-US employees, we offer
 
 
 <ul>
 <li>
 Competitive compensation + company equity
 </li>
 <li>
 Unlimited PTO
 </li>
 </ul>
</div>

Sr. Manager, Talent Acquisition

ALICE + OLIVIA

<div>
 
 POSITION SUMMARY:
 
 
 
 The Performance Team at alice + olivia is seeking a collaborative and results-driven leader to drive growth in traffic and customer acquisition while contributing to team success. The Digital Marketing Manager will strategically manage and optimize digital marketing efforts across multiple platforms, focusing on key metrics such as cost per acquisition (CPA), return on investment (ROI), and customer lifetime value (CLTV). Working closely with the senior director, performance marketing &amp; with cross-functional teams, this role will drive revenue growth. As a strong team player, you'll help shape and execute the digital marketing strategy across key channels, including paid search, paid social, and affiliate marketing, ensuring collective success in meeting growth objectives.
 
 
 
 KEY RESPONSIBILITIES:
 
 
 
 <ul>
 <li>
 Revenue and Demand Generation:
 </li>
 <li>
 Drive acquisition channel performance to meet new customer and sales revenue targets within established CPA, ROI, and CLTV constraints.
 </li>
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 Develop strategies to maximize the customer funnel by increasing conversion rates and reducing churn, ensuring revenue growth.
 </li>
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 Drive traffic and demand generation through a combination of paid media, organic strategies, and emerging channels such as AI powered optimization tools.
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 Leverage AI and predictive analytics to identify growth opportunities, improve audience targeting, and increase marketing efficiency
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 Focus on scaling demand while improving marketing efficiency through CAC and improving marketing-driven revenue metrics.
 </li>
 <li>
 Channel and Campaign Optimization:
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 Oversee direct response programs, including Paid Search, Paid Social, and Affiliate marketing, while evaluating and exploring other emerging media in partnership with agencies.
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 Manage and optimize the performance of key channels (Search, Social and Affiliates) by constantly analyzing costs per acquired customer (CAC), ROAS, and increasing engagement rates.
 </li>
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 Utilize AI-driven platform capabilities (e.g., smart bidding, automation, audience modeling, creative testing) to improve channel performance.
 </li>
 <li>
 Agency Management
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 Effectively motivate, empower, and direct agencies and in-house talent to make the most informed and effective decisions in media management
 </li>
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 Lead, create and manage effective reporting needs to best inform team on daily, weekly and monthly channel performance
 </li>
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 Budget Management
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 Work with the Senior Director of Performance Marketing to manage monthly channel budgets, forecasts, and performance planning.
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 Manage forecasting and reporting for key digital marketing financial metrics, developing data-driven business recommendations based on analysis.
 </li>
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 Cross functional Collaboration &amp; Strategy
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 Partner with cross-functional teams to execute core business objectives, including Brand Marketing, CRM/Analytics, Creative Team, social media, PR, Ecommerce, and Merchandising.
 </li>
 <li>
 Work with creative teams to report on recent performance, ideas on new concepts, and submit creative requests.
 
 
 </li>
 </ul>
 
 QUALIFICATIONS:
 
 
 
 <ul>
 <li>
 5+ years of progressive experience in online marketing (contemporary women&rsquo;s fashion category is a plus)
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 <li>
 In-depth experience with key acquisition channels and understanding of how cross-channel synergies drive revenue.
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 Experience managing and forecasting budgets and performance across marketing channels, with a focus on driving revenue.
 </li>
 <li>
 Demonstrated ability to work with external agencies and manage day-to-day interactions.
 </li>
 <li>
 A data-driven and analytical mindset with a strong foundation in making evidence-based decisions.
 </li>
 <li>
 Excellent collaboration, communication, and relationship-building skills.
 </li>
 <li>
 Ability to adjust priorities and perform efficiently in a fast-paced environment.
 
 
 </li>
 </ul>
 $90,000-110,000 base salary (This range represents the low and high end of the anticipated base salary range for this NYC - based position. The base salary will depend on numerous factors such as: experience and qualifications for the role, experience level, skillset, and balancing internal equity relative to other AO employees.)
</div>

Digital Marketing Manager

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