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clinical research coordinator i-recanati/miller transplant institute Jobs in New York

coordinator - brand partnerships Jobs in New York

coordinator - brand partnerships

recruitment partner

Credit Genie

<div>
 
 Company
 
 
 
 Credit Genie is a mobile-first financial wellness platform designed to help individuals take control of their financial future. We leverage artificial intelligence to provide personalized insights and are building a financial ecosystem by offering tools and services that provide instant access to cash, and building credit. Our goal is to empower every customer to achieve long-term financial stability.
 
 
 Founded in 2019 by Ed Harycki, former Swift Capital Founder (acquired by PayPal in 2017). Backed by Khosla Ventures and led by industry pioneers from companies such as; PayPal, Square, and Cash App, we are well positioned to build the future of inclusive finance through cutting-edge technology and customer-centric solutions.
 
 
 
 Overview
 
 
 
 As a recruiter, you will lead recruitment efforts to identify uniquely accomplished individuals to guide us forward. You&rsquo;ll serve as a consultative partner to our hiring managers and leadership team, owning the full recruiting lifecycle across every corner of the business. One quarter you might be filling engineering roles; the next, finance, product, or operations. Breadth and adaptability are requirements, not bonuses.
 
 
 
 What You&rsquo;ll Do
 
 
 
 <ul>
 <li>
 Serve as a consultative advisor to hiring managers and leadership across engineering, product, finance, G&amp;A, and beyond. Leading strategic hiring discussions and building teams holistically
 </li>
 <li>
 Manage the full-cycle recruitment process across functions, ensuring a smooth and positive candidate experience from first outreach through offer close
 </li>
 <li>
 Partner with the broader People team to build efficient and scalable recruiting processes, interview loop design, structured evaluation frameworks, offer workflows, and sourcing playbooks
 </li>
 <li>
 Leverage data to evaluate and optimize current hiring processes for operational efficiency; bring pipeline metrics and market insights to hiring partners to influence decisions and set realistic expectations
 </li>
 <li>
 Source active and passive candidates through a variety of channels &mdash; online databases, communities, events, employee referrals, and creative approaches that go beyond the obvious
 </li>
 <li>
 Leverage AI tools to drive efficiency across sourcing, outreach personalization, candidate pipeline analysis, and market research &mdash; staying ahead of how the recruiting function is evolving
 </li>
 <li>
 Champion diverse and inclusive hiring pipelines by building proactive sourcing strategies that reach candidates from underrepresented communities, because you understand why it matters
 </li>
 <li>
 Manage mission-critical stakeholder relationships within the business, providing appropriate context and perspective while working toward aligned, accountable hiring outcomes
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 <ul>
 <li>
 8+ years of full-cycle recruiting experience at an innovative, scaling organization, with a proven track record of closing strong candidates in competitive markets
 </li>
 <li>
 Ability to recruit across multiple functions - engineering, product, finance, and business roles. A deep technical recruiting background is not required, but range and the ability to ramp quickly on any role type is
 </li>
 <li>
 Ability to build and implement recruiting strategies from the ground up in a 0-to-1 environment, creating structure and process where none previously existed
 </li>
 <li>
 Ability to thrive in a data and metrics-driven environment. You measure success holistically, think beyond time-to-fill, and use data to influence hiring partners and drive process improvement
 </li>
 <li>
 Consultative communication skills when working with stakeholders at all levels of the organization. You set expectations clearly, push back constructively when needed, and earn trust through transparency
 </li>
 <li>
 Ability to navigate ambiguity and adapt when priorities shift. You recalibrate quickly, hold yourself accountable, and bring a steady, solutions-oriented approach to changing conditions
 </li>
 <li>
 You leverage AI tools in your day-to-day workflow to drive personal efficiency &mdash; whether for sourcing, drafting outreach, summarizing candidate feedback, or staying informed on market trends
 </li>
 <li>
 A positive and team-oriented approach to your work, with a clear sense of accountability for both outcomes and the experience of the candidates and partners you work with
 
 
 </li>
 </ul>
 
 Nice to have
 
 
 
 <ul>
 <li>
 Prior experience on a founding or early-stage recruiting team
 </li>
 <li>
 Exposure to compensation benchmarking, leveling frameworks, or People Ops initiatives
 </li>
 <li>
 Familiarity with Ashby, Greenhouse, or Lever as your ATS of record
 </li>
 <li>
 Experience contributing to employer brand or early-stage talent marketing efforts
 
 
 </li>
 </ul>
 
 Benefits And Perks
 
 
 
 Our goal is to provide a comprehensive offering of benefits and perks that promote better financial, mental, and physical wellness.
 
 
 We believe working alongside each other in person is the best way to build a great product and foster a strong company culture. Our expectation is that employees are in the office five days a week, allowing for optimal collaboration, inclusivity, and productivity. At the same time, we understand that life happens and recognize the importance of flexibility. We are committed to supporting our employees when circumstances arise that require remote work or adjusted schedules. Our goal is to ensure everyone can effectively balance personal and professional responsibilities while maintaining our collaborative and productive environment.
 
 
 Here are some highlights of our benefits and perks offerings, feel free to ask your recruiting partner for more details on our comprehensive offering for employees.
 
 
 <ul>
 <li>
 100% company-paid medical, dental, and vision coverage for you and your dependents on your first day of employment.
 </li>
 <li>
 Receive up to $100 per month in fitness reimbursement or enjoy a complimentary full membership to LifeTime Fitness or Equinox.
 </li>
 <li>
 401(k) with a 3.5% match and immediate vesting
 </li>
 <li>
 Meal program available for both lunch and dinner
 </li>
 <li>
 Pre-tax benefits, including a $1,000 HSA match
 </li>
 <li>
 Life and accidental insurance
 </li>
 <li>
 Flexible PTO
 
 
 </li>
 </ul>
 
 Your actual level and base salary will be determined on a case-by-case basis and may vary based on the following considerations: job-related knowledge and skills, education, and experience. Base salary is just one part of your total compensation and rewards package at Credit Genie. You may also be eligible to participate in the bonus and equity programs. You will also have access to comprehensive medical, vision, and dental coverage, a 401(k) retirement plan with company match, short &amp; long term disability insurance, life insurance, and flexible PTO along with many other benefits and perks.
 
 
 
 
 Credit Genie is a proud Equal Opportunity Employer where we welcome and celebrate differences. We are committed to providing a workspace that is safe and inclusive, where everyone feels supported, connected, and inspired to do their best work. If you require any accommodations to participate in our recruitment process, please inform us of your needs when we contact you to schedule an interview.
 
</div>

Senior Recruiter

Puig

<div>
 
 
 The Opportunity:
 
 
 
 Puig is looking for a high-impact Talent Acquisition Partner to support our growing North America business. This role is ideal for a recruiter with a strong foundation in retail or field sales hiring. This person will operate as a true talent partner who works with agility against hiring needs and influences how we identify, engage, and select top talent. This role reports to the Senior Manager, Talent Acquisition, and partners closely with leaders across Retail, Field Sales, and Corporate functions. In addition to owning full-cycle recruitment, you will play a meaningful role in strengthening early career pipelines, expanding campus engagement, and shaping employer brand moments. This position offers strong visibility and ownership across Puig&rsquo;s diverse brand portfolio, with the opportunity to directly impact hiring quality, candidate experience, and the evolution of our Talent Acquisition function.
 
 
 
 
 
 
 What you&rsquo;ll get to do:
 
 
 
 
 Full-Cycle Recruitment
 
 
 <ul>
 <li>
 Own end-to-end recruitment for Retail and Field Sales roles, with the opportunity to expand into corporate hiring and broader talent initiatives
 </li>
 <li>
 Operate as a strategic partner to the business, shaping hiring strategies, advising on talent profiles, and influencing how we identify top talent across beauty, luxury retail, and adjacent industries
 </li>
 <li>
 Engage with talent and build relationships with leading and emerging brands in competitive markets, creating pipelines that extend beyond immediate hiring needs
 </li>
 <li>
 Partner closely with the broader HR team, including the VP of HR, HRBP Directors, Managers, and HR Generalists, to connect hiring activity with workforce planning, talent strategy, and key people initiatives
 </li>
 <li>
 Lead hiring manager alignment meetings and help design structured, high-quality interview processes that drive consistency, fairness, and strong hiring decisions
 </li>
 <li>
 Deliver a thoughtful, high-touch candidate experience while also ensuring a seamless and engaging new hire journey from offer through onboarding
 </li>
 <li>
 Manage an active requisition load, balancing the pace of thoughtful retail hiring with the depth required for more specific and strategic searches
 </li>
 <li>
 Leverage data, reporting, and tools (LinkedIn, Copilot, talent mapping) to continuously improve recruiting effectiveness, sourcing strategies, and hiring outcomes
 </li>
 <li>
 Partner closely with HRBPs on offer strategy and negotiations, ensuring alignment with market expectations and internal frameworks
 </li>
 <li>
 Stay informed on industry trends within beauty, retail, and talent acquisition, bringing forward new ideas and innovative approaches to how we attract and hire talent
 </li>
 <li>
 Contribute to ongoing process improvements, projects, and Talent Acquisition initiatives, with a curiosity for automation and AI to enhance how we work
 </li>
 </ul>
 
 
 Early Career, Campus &amp; Talent Programs:
 
 
 <ul>
 <li>
 Play an active role in building and hiring for Puig&rsquo;s internship and early career programs, helping to develop a strong and diverse future talent pipeline
 </li>
 <li>
 Cultivate relationships with universities, career centers, and student communities to increase brand awareness and access to emerging talent
 </li>
 <li>
 Represent Puig at campus events, career fairs, and brand activations, delivering an engaging and differentiated employer brand experience
 </li>
 <li>
 Support internal employee engagement initiatives, office events, and cross-functional projects that strengthen culture and overall experience
 </li>
 </ul>
 
 
 
 
 
 We&rsquo;d Love to Meet You If You Have:
 
 
 <ul>
 <li>
 3&ndash;5 years of full-cycle recruiting experience, ideally in retail, sales, or high-volume environments
 </li>
 <li>
 Proven success hiring for Field Sales, Retail, or Corporate Functions
 </li>
 <li>
 Exposure to, or strong interest in, beauty, fashion, or lifestyle industries
 </li>
 <li>
 Experience supporting early career programs, internships, or campus recruiting (a plus)
 </li>
 <li>
 Strong sourcing skills and comfort with proactive talent outreach
 </li>
 <li>
 Excellent stakeholder management and communication skills
 </li>
 <li>
 Trusted partner with strong judgment and a high level of discretion when handling
 </li>
 <li>
 sensitive and confidential information
 </li>
 <li>
 Ability to thrive in an agile and collaborative environment
 </li>
 <li>
 High attention to detail, strong organizational skills, and a clear sense of ownership
 </li>
 <li>
 A genuine passion for people, brands, and building inclusive, high-performing teams
 </li>
 </ul>
 
 
 
 
 
 Compensation:
 
 
 
 As required by New York State&rsquo;s salary transparency law, effective November 2022, the expected base salary for this position ranges from $80,000.00-$90,000.00. Various factors are considered when extending offers, such as relevant skillset, training, years of experience related to the current job description, education, and our organizational structure. In addition to the base salary, PUIG offers a competitive benefits package that includes health and dental insurance, life insurance, disability insurance, 401K, paid holidays, a generous paid time-off policy, hybrid work environment, and career opportunities within a dynamic team.
 
 
 
 
 
 
 EEOC:
 
 
 
 Puig is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, ethnicity, age, disability, marital status, veteran status, or any other characteristic protected by law.
 
 
 
 
 
 
 Diversity, Equity, and Inclusion Commitment:
 
 
 
 At Puig, we are continually looking for enthusiastic and committed individuals from a broad range of backgrounds and experiences to join our team. We believe that creating an inclusive environment in which you feel welcomed, valued, engaged, and empowered strengthens our business and fosters a culture where we are inspired to work hard, challenge ourselves, and be innovative in our thinking. Additionally, we believe that the diversity of our employees makes us a stronger company and better able to serve our customers around the world.
 
 
 
 
 
 
 About Puig:
 
 
 
 Puig creates unique and highly desirable beauty and fashion brands that empower people to reinforce their self-esteem and find their own expression in a family-owned company that aims to leave a better world for the next generation.
 
 
 
 
 
 Our brand portfolio is structured in three divisions: Beauty and Fashion, with the owned brands Carolina Herrera, Nina Ricci, Paco Rabanne, Jean Paul Gaultier, Dries Van Noten, Penhaligon&rsquo;s, Byredo, Dr. Barbara Sturm, and L&rsquo;Artisan Parfumeur; the licenses of Christian Louboutin and Comme des Gar&ccedil;ons perfumes; and Lifestyle fragrances, among them Adolfo Dominguez, Antonio Banderas, Shakira, and Benetton. The Charlotte Tilbury division, which includes the luxury makeup brand and the Derma division, with the Apivita, Uriage and Isdin brands. We sell products in 150 countries and operate 26 subsidiaries.
 
 
 
 
 
 At Puig we honor the values and principles put in place by three generations of family leadership. Today we continue to build on that legacy, through conscious commitments in our ESG agenda (environmental, social, and governance) aligned with the UN Sustainable Development Goals.
 
</div>

Talent Acquisition Partner, Field & Retail

Radar

<div>
 
 About Radar
 
 
 
 Radar is the global leader in geolocation, with geofencing SDKs, maps APIs, and AI-enabled solutions for marketing, fraud, and operations teams.
 
 
 Why is Radar the best place to work?
 
 
 <ul>
 <li>
 We're trusted by some of the world's best companies, from high-growth startups to the Fortune 500.
 </li>
 <li>
 We have incredible scale: We're processing over 1 billion API calls per day from hundreds of millions of devices.
 </li>
 <li>
 We're well-resourced, and we've raised $85.5M from world-class investors, including Accel and Insight Partners.
 </li>
 <li>
 We have a high-performance culture, with ambitious and entrepreneurial teammates in every role.
 </li>
 <li>
 We recently moved into an amazing new office in Flatiron, Manhattan, NYC.
 </li>
 <li>
 We were recently named a top 10 best place to work in NYC by Crain's.
 
 
 </li>
 </ul>
 Despite our growth and scale, we're just getting started. That's where you come in.
 
 
 
 About The Role
 
 
 
 We&rsquo;re looking for a GTM Recruiter to help scale our revenue organization. You&rsquo;ll partner with Sales Development, Marketing, Sales, and Customer Success to identify, attract, and close high-impact talent.
 
 
 Hiring at Radar is unique. As our dedicated GTM Recruiter, you&rsquo;ll work closely with leadership to shape org structure, headcount planning, and recruiting processes, and play a direct role in building the team that powers Radar&rsquo;s next stage of growth.
 
 
 You&rsquo;ll report to our Director of People. This role is based in our Flatiron (NYC) HQ, with an in-office schedule Monday&ndash;Thursday and remote flexibility on Fridays.
 
 
 
 Our Stack
 
 
 
 <ul>
 <li>
 Applicant tracking system (ATS): Ashby
 </li>
 <li>
 Sourcing: LinkedIn Recruiter, and Juicebox
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Do
 
 
 
 <ul>
 <li>
 Own full-cycle recruiting across GTM functions, sourcing and closing top talent through creative outreach, new channels, and relentless pipeline building under tight timelines
 </li>
 <li>
 Partner with hiring managers to scope roles, write job descriptions, calibrate candidate profiles, and run structured interview processes
 </li>
 <li>
 Elevate Radar&rsquo;s GTM talent brand through events, partnerships, and content
 </li>
 <li>
 Partner with the Director of People to build and scale recruiting systems that improve speed, quality, and candidate experience
 </li>
 <li>
 Use data to manage pipeline health, optimize funnel performance, and track progress against hiring goals
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 <ul>
 <li>
 2+ years of GTM recruiting experience at a product-driven company or agency supporting SaaS clients, ideally in a high-growth environment
 </li>
 <li>
 Demonstrated success in sourcing and closing high-quality candidates from entry to senior level
 </li>
 <li>
 Strong proficiency with LinkedIn Recruiter and modern ATS platforms (e.g., Ashby, Greenhouse, Lever, Workable)
 
 
 </li>
 </ul>
 
 Who You&rsquo;ll Work With
 
 
 
 <ul>
 <li>
 Sienna Jeffries, Director of People
 </li>
 <li>
 Nick Patrick, Co-Founder and CEO
 </li>
 <li>
 Zach Fraser, CFO and COO
 </li>
 <li>
 Carly Pietrobono, Chief Customer Officer
 </li>
 <li>
 GTM hiring managers
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 Competitive salary
 </li>
 <li>
 Meaningful stock options in a fast-growing company
 </li>
 <li>
 401(k) plan with 4% match
 </li>
 <li>
 New HQ in Flatiron, NYC
 </li>
 <li>
 Top-notch equipment
 </li>
 <li>
 Catered lunches
 </li>
 <li>
 Unlimited PTO
 </li>
 <li>
 Health, dental, and vision insurance with 100% coverage for employees
 </li>
 <li>
 12 weeks of paid parental leave
 </li>
 <li>
 Commuter and fitness benefits
 
 
 </li>
 </ul>
 
 We&rsquo;ll share full details of our benefits package at the offer stage. Benefits may vary by location.
 
 
 
 
 Radar is an equal opportunity employer and does not discriminate on the basis of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, veteran status, or any other characteristic protected by law.
 
 
 
 Compensation Range: $110K - $130K
</div>

GTM Recruiter

Stainless

<div>
 
 About Stainless
 
 
 
 Stainless is a fast-growing tech startup building the future of APIs. Our customers include industry leaders like OpenAI, Anthropic, and Cloudflare.
 
 
 We have raised over $35 million from a16z, Sequoia, and founders/C-levels from Stripe, Datadog, Segment, Linear, and more.
 
 
 We are headquartered in NYC, just west of SoHo, and are a team of ~60 strong expecting to double in the next ~9 to 12 months.
 
 
 
 About The Role
 
 
 
 We're building something special at Stainless and we need a Recruiter who gets excited about the early-stage chaos of scaling a team from the ground up. You'll be a core part of our small but mighty talent team, partnering directly with leadership to shape how we find, attract, and bring on exceptional people.
 
 
 This isn't a "pipeline is full, just screen and schedule" kind of job &mdash; we're still figuring things out. You'll help us evolve our hiring motion and share learnings that shape our approach to building the team.
 
 
 What You'll Do
 
 
 <ul>
 <li>
 Own full-cycle recruiting across engineering, go-to-market, and/or operations roles, from sourcing to offer acceptance.
 </li>
 <li>
 Help candidates understand Stainless by clearly articulating our mission, product, and culture, and being a trusted guide through a thoughtful interview process.
 </li>
 <li>
 Identify and execute opportunities to improve our recruiting strategy, employer brand, interview process, and candidate experience. And be a strong partner to hiring managers to put ideas into action.
 </li>
 <li>
 Maintain a healthy pipeline, track metrics accurately, and help us keep a sharp eye on what's working and what's not in our hiring process.
 </li>
 <li>
 Provide tight feedback to leadership on what candidates are looking for, where we're losing people, and what's resonating in our pitch.
 
 
 </li>
 </ul>
 Who you are
 
 
 <ul>
 <li>
 You have 5+ years of full-cycle recruiting experience, ideally with some time spent at a high-growth startup.
 </li>
 <li>
 You've recruited exceptional technical, go-to-market, and/or ops talent and are just as comfortable evaluating engineers as you are account executives.
 </li>
 <li>
 You've helped candidates understand and get excited about early-stage opportunities, and confidently positioned startup equity and growth potential against bigger, more established companies.
 </li>
 <li>
 You've started something before: a process, a team initiative, a side project; anything that shows you're a builder at heart.
 </li>
 <li>
 You take feedback well, act on it quickly, and want to be part of building something from the ground up. We are a high confidence, low ego team.
 </li>
 <li>
 You've got strong communication skills: clear writing, warm presence on calls, and an ability to sell complex opportunities simply.
 </li>
 <li>
 You're comfortable with shifting priorities and can balance multiple urgent roles without losing sight of quality.
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 We offer competitive salary and generous equity grants.
 </li>
 <li>
 Great healthcare coverage options (e.g., fully covered platinum plans).
 </li>
 <li>
 Paid commuter benefits &amp; similar.
 </li>
 <li>
 Paid team lunch/meals during workdays.
 </li>
 <li>
 Flexible PTO plus 3 weeks of company-wide vacation a year (2 weeks in December, 1 week at the end of the summer).
 </li>
 <li>
 Flexible WFH and 1 month fully remote per year ("remote February").
 
 
 </li>
 </ul>
 Compensation Range: $140K - $210K
 
 
</div>

Recruiter

FluidStack

<div><div><div>New York, NY,Austin, TX,San Francisco, CA
 </div></div><div>Full Time</div></div>
 <div><h1 class="jobSectionHeader">About Fluidstack</h1>
At Fluidstack, we build the compute, data centers, and power that will fuel artificial superintelligence. We supply GWs of compute capabilities to the world&rsquo;s biggest AI Labs at industry-defining speeds.
Our team is small, fast, and obsessed with quality. We own outcomes end-to-end, challenge assumptions, and treat our customers' problems as our own. No task is beneath anyone here.
There are a few thousand people who will shape the trajectory of superintelligence. Come and be one of them.
<h1 class="jobSectionHeader">About the Role</h1>
We&rsquo;re seeking exceptional Talent Acquisition Partners to build Fluidstack from the ground up. You won&rsquo;t just fill roles - you&rsquo;ll operate as a strategic partner to the business, using data and market intelligence to shape hiring strategy, influence workforce planning, and hold an uncompromisingly high bar for every person who joins.
This role sits at the intersection of strategy and execution. You&rsquo;ll own the full recruiting lifecycle, but the real value you bring is upstream: understanding the business deeply, anticipating talent needs before they become urgent, and giving hiring managers the insight and conviction to make great decisions fast. Our team believes building the backbone of AI starts with exceptional talent - and you&rsquo;ll be central to that.
<h1 class="jobSectionHeader">What You'll Do</h1>
<ul><li>Partner strategically with the business: Work directly with hiring managers and leadership as a trusted talent advisor - understanding their goals, challenging their assumptions, and bringing market data and hiring insights that sharpen their thinking and strategy. You will spearhead, guide, execute, and report/align on the progress of hiring projects.
</li><li>Drive workforce planning: Use recruiting data, pipeline analytics, and market intelligence to contribute to headcount planning, identify talent gaps ahead of demand, and ensure Fluidstack is never starting from zero on a critical hire.
</li><li>Own full-cycle recruiting: Lead end-to-end hiring across technical and/or non-technical departments - from building proactive pipelines and screening with rigor to managing interviews, leading compensation discussions, and closing exceptional candidates.
</li><li>Screen with a high bar: Implement a disciplined evaluation process that separates good from excellent - assessing not just skills, but potential, mission alignment, and whether a candidate raises the bar for the team.
</li><li>Operate as a data-driven function: Lead Track and report on pipeline health, conversion rates, time-to-fill, offer acceptance, source quality, and market trends to drive sharper decisions and continuously improve the recruiting process.
</li><li>Build and optimize hiring infrastructure: Design interview frameworks, scorecards, and structured processes that scale. Create institutional knowledge that makes the whole team faster and better.
</li><li>Champion the candidate experience: Move candidates through the process at pace while ensuring every touchpoint reflects Fluidstack&rsquo;s standards - responsive, high-signal, and worthy of the talent we&rsquo;re pursuing.
</li></ul><h1 class="jobSectionHeader">Focus/What We Value</h1>
<ul><li>Strategic depth: You think beyond the open req. You understand the business, anticipate hiring needs, and bring hiring managers insights and data they didn&rsquo;t know to ask for.
</li><li>Data fluency: You measure what matters - pipeline conversion, source quality, time-to-hire - and use that data to make better decisions, not just report activity.
</li><li>Bar raiser: You know the difference between competent and exceptional, and you won&rsquo;t compromise. Every hire should raise the average.
</li><li>Speed and urgency: You move fast without cutting corners. In this environment, velocity and rigor aren&rsquo;t in tension - both are required.
</li><li>Exceptional sourcing craft: You find and engage talent others can&rsquo;t reach - through creative strategies, non-obvious channels, and outreach that converts.
</li><li>First principles thinking: You question assumptions and reason from the ground up. You don&rsquo;t default to how things have always been done.
</li><li>Low Ego, High Curiosity: Values continuous learning over being right, embraces honest feedback, and views setbacks as opportunities to improve and grow.
</li></ul><h1 class="jobSectionHeader">Must-Haves</h1>
<ul><li>2+ years in FLC talent acquisition with strong metrics, closing offers, stakeholder management, and impactful projects.
</li><li>3+ years of sourcing in highly competitive domains, leveraging non-conventional channels.
</li><li>Bachelors or advanced degree in human resources, data analytics, business management, or similar.
</li><li>Proven track record of leveraging data to influence hiring decisions across stakeholders
</li></ul><h2 class="jobSectionHeader">Nice to have</h2>
<ul><li>2+ Background at high-growth tech companies or startups, preferably in datacenter, cloud/infrastructure, hardware or AI.
</li><li>Strong understanding of private vs public equity
</li><li>Experience designing interview processes, scorecards, and structured evaluation frameworks in high-growth environments.
</li></ul><h1 class="jobSectionHeader">Salary &amp; Benefits</h1>
<ul><li>Competitive total compensation package (salary + equity).
</li><li>Retirement or pension plan, in line with local norms.
</li><li>Health, dental, and vision insurance.
</li><li>Generous PTO policy, in line with local norms.
</li></ul>The salary range for this position is $100,000- $170,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.
We are committed to pay equity and transparency.
Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans&rsquo; status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.
You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you did not receive a confirmation email, please email careers@fluidstack.io with your resume/CV, the role you've applied for, and the date you submitted your application- someone from our recruiting team will be in touch.</div>

Talent Acquisition

Syska Hennessy Group

<div>
 
 
 Talent Acquisition Junior Business Partner
 
 
 
 
 Overview
 
 
 
 Watch your engineering work come to life in landmark projects around the world when you partner with Syska Hennessy Group, as a global leader in consulting, engineering, and commissioning services, we specialize in highly technical buildings and the systems that bring them to life and make them safe. We are seeking an experienced
 
 Talent Acquisition Specialist
 
 to join our team in our corporate office located in
 
 New York, NY
 
 .
 
 
 Our dynamic work environment provides the optimal setting to take your career to the next level. From our supportive culture, diverse workforce, and competitive compensation to our flexible work schedules and fun social events, it is everything you will need for an exciting, challenging, and rewarding career.
 
 
 The Talent Acquisition Specialist will play a key role in delivering high-quality hiring across both early careers (graduates, interns, apprentices) and junior hire pipelines. This role will partner closely with hiring managers and HR to attract, engage, and hire top talent while ensuring an exceptional candidate experience aligned with Syska Hennessy's values and growth strategy.
 
 
 
 Key Responsibilities:
 
 
 
 
 End-to-End Recruitment
 
 
 <ul>
 <li>
 Manages full-cycle recruitment for a mix of early career and junior hire roles
 </li>
 <li>
 Partners with hiring managers to understand role requirements, team dynamics, and success profiles
 </li>
 <li>
 Develops tailored sourcing and hiring strategies for each role
 </li>
 </ul>
 
 
 Early Careers Recruitment
 
 
 <ul>
 <li>
 Leads campus recruitment initiatives, including university partnerships, career fairs, and internship programs
 </li>
 <li>
 Builds and maintains relationships with key universities and student organizations
 </li>
 <li>
 Coordinates and delivers graduate and intern hiring campaigns, including assessment processes
 </li>
 <li>
 Oversees the summer Internship program ensuring it is a strong pipeline for the EDT program
 </li>
 <li>
 Supports the design and execution of early talent programs and pipelines
 </li>
 </ul>
 
 
 Junior Hire Recruitment
 
 
 <ul>
 <li>
 Sources and engages experienced professionals using a variety of channels (LinkedIn, referrals, networking, job boards)
 </li>
 <li>
 Builds and maintains strong talent pipelines for junior roles
 </li>
 <li>
 Conduct screening interviews and assesses candidate fit (technical and cultural)
 </li>
 <li>
 Provides market insights and talent intelligence to hiring managers
 </li>
 </ul>
 
 
 Candidate Experience &amp; Employer Branding
 
 
 <ul>
 <li>
 Delivers a seamless and engaging candidate journey from application through onboarding
 </li>
 <li>
 Acts as a brand ambassador for Syska Hennessy in all candidate interactions
 </li>
 <li>
 Supports employer branding initiatives, including social media, events, and recruitment marketing
 </li>
 </ul>
 
 
 Stakeholder Collaboration
 
 
 <ul>
 <li>
 Partners with HR business partners and hiring managers to ensure alignment on hiring needs and timelines
 </li>
 <li>
 Provides guidance and best practices on interviewing, selection, and hiring decisions
 </li>
 <li>
 Ensures consistent communication and transparency throughout the recruitment process
 </li>
 </ul>
 
 
 Recruitment Operations &amp; Reporting
 
 
 <ul>
 <li>
 Maintains accurate candidate data in the Applicant Tracking System (ATS), Greenhouse
 </li>
 <li>
 Tracks and reports on key recruitment metrics (time-to-fill, pipeline health, etc.)
 </li>
 <li>
 Continuously identifies opportunities to improve recruitment processes and efficiency
 </li>
 </ul>
 
 
 Education &amp; Experience
 
 
 <ul>
 <li>
 Bachelor's degree
 </li>
 <li>
 Three (3)-seven (7) years of experience in talent acquisition or recruitment
 </li>
 <li>
 Experience hiring both early career talent and junior professionals preferred
 </li>
 <li>
 Experience in engineering, consulting, or professional services environments is a big plus
 </li>
 </ul>
 
 
 Skills &amp; Competencies
 
 
 <ul>
 <li>
 Strong sourcing and interviewing skills
 </li>
 <li>
 Ability to manage multiple roles and stakeholders simultaneously
 </li>
 <li>
 Excellent communication and relationship-building skills
 </li>
 <li>
 Strong organizational and time management abilities
 </li>
 <li>
 Data-driven mindset with attention to detail
 </li>
 <li>
 Passion for candidate experience and employer branding
 </li>
 </ul>
 
 
 Key Success Metrics
 
 
 <ul>
 <li>
 Time-to-fill and quality of hire
 </li>
 <li>
 Early careers program success (offer acceptance, conversion rates)
 </li>
 <li>
 Pipeline strength for key roles
 </li>
 <li>
 Candidate and hiring manager satisfaction
 </li>
 </ul>
 
 
 Benefits:
 
 
 <ul>
 <li>
 Robust, comprehensive medical, dental, vision, life insurance and supplemental benefit plans
 </li>
 <li>
 401(k) plan with a generous employer matching program
 </li>
 <li>
 Training and professional development courses
 </li>
 <li>
 Professional development incentive bonuses
 </li>
 <li>
 Dynamic Employee Resource Groups
 </li>
 <li>
 Competitive Paid Time Off (PTO) policy
 </li>
 <li>
 Transit/parking employer stipend
 </li>
 <li>
 &frac12; day work from home Fridays all year long
 </li>
 </ul>
 
 At Syska, we have cultivated a community that supports learning and provides guidance for professional development and furthering our culture of excellence. We promote an environment that is committed to embedding diversity and equality into the core of our business and culture. We empower our employees so they can take ownership of their work and development and strive to continually improve themselves and our firm. We rely on the talent, drive, enthusiasm, and the total job satisfaction of the great people who work here for our success! Syska is a place where you can build an exceptional career and have a lasting impact on the world.
 
 
 
 Syska Hennessy Group - Integrating the best minds and technology to help clients create exceptional environments
 
 
 
 The salary range listed below is for this particular job posting. Actual pay range for candidates will be commensurate with candidate's experience, skillsets and competencies and may differ based on the cost of labor in their particular location.
 
 
 
 
 New York Pay Range
 
 $100,000-$110,000 USD
 
 
</div>

Talent Acquisition Jr. Business Partner

DESORT STAFFING

<div><div>Legal Talent Acquisition Partner
Commission‑Only | Remote | Independent Contractor
About the Role
Desort is expanding our national legal recruitment division and seeking a Legal Talent Acquisition Partner &mdash; a hybrid role combining attorney recruiting , client relationship development , and placement sales .
This is a commission‑only, high‑earning opportunity designed for motivated individuals who want a performance‑driven environment with significant upside tied directly to successful attorney placements.
What You&rsquo;ll Do
Legal Recruitment &amp; Talent Acquisition
<ul><li>Source, screen, and qualify attorneys across practice areas (litigation, corporate, real estate, IP, employment, etc.)
</li><li>Build and manage a pipeline of active and passive legal talent
</li><li>Conduct interviews, assess practice‑area fit, and guide candidates through the hiring process
</li><li>Present opportunities, negotiate offers, and support onboarding
</li></ul>Business Development &amp; Client Partnerships
<ul><li>Build relationships with law firms, in‑house legal departments, and legal hiring managers
</li><li>Understand hiring needs, billable expectations, compensation structures, and firm culture
</li><li>Present qualified attorneys and manage the full placement lifecycle
</li><li>Maintain long‑term partnerships and identify new revenue opportunities
</li></ul>Strategic &amp; Revenue Impact
<ul><li>Drive placements that directly generate commission income
</li><li>Provide market insights on compensation, hiring trends, and candidate behavior
</li><li>Collaborate with leadership to refine outreach and placement strategy
</li></ul>Compensation (Commission‑Only)
This role has no base salary . Earnings are based solely on performance.
<ul><li>Commission paid per successful attorney placement
</li><li>Performance bonuses tied to monthly or quarterly production milestones
</li><li>Unlimited earning potential &mdash; strong performers can exceed six figures
</li><li>Independent contractor structure
</li></ul>Who Thrives in This Role
<ul><li>Individuals with experience in recruiting , sales , account management , or legal staffing
</li><li>Strong communicators who can build trust with attorneys and hiring partners
</li><li>Self‑motivated, disciplined professionals who excel in performance‑based environments
</li><li>People who want flexibility and control over their income
</li></ul>Why Join Desort
Desort is building a modern, relationship‑driven recruitment ecosystem. You&rsquo;ll operate within a high‑performance model supported by premium branding, strong demand, and a proven placement framework &mdash; while helping shape the future of our legal division.
How to Apply
If you&rsquo;re interested in this opportunity, please send your resume to:
 Careers@desortstaffing.com
Please complete the online application to be considered.
For more information, please contact by email:
 
Laura M.
Director Of Recruitment, Desort.
 (954) 323-4373
 Careers@desortstaffing.com</div></div>

Legal Talent Acquisition Partner, Commission‑Only | Remote | Independent Contractor

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