recruiter

principal consultant, recruitment Jobs in New York

principal consultant, recruitment

recruiting coordinator

talent acquisition coordinator Jobs in New York

talent acquisition coordinator

advanced quality engineer Jobs in New York

advanced quality engineer

talent acquisition lead

Blossom Health

<div>Blossom Health exists to solve the mental health epidemic in America by partnering with psychiatrists to expand access to affordable, timely, clinically-effective mental healthcare. Our AI-native care platform is loved by hundreds of clinicians and thousands of patients.
We&rsquo;re a Series A company with $20M+ raised from Headline, Village Global, and the founders of General Catalyst, Flatiron Health, Sword Health, Grow Therapy, Fay, Elemy, Zip, Blank Street, Assured, Bridge, Birches Health, and Enzo Health.<h1 class="jobSectionHeader">
The role:</h1>
We are looking to hire an all-around startup recruiter, someone to own our recruiting efforts across all corporate roles - technical and non-technical. You'll be responsible for one of the most critical and important functions at Blossom - identifying, cultivating, shepherding along, and converting on some of the most talented people in the world. You'll report directly into the founder.<h1 class="jobSectionHeader">
Why You Should Work Here:</h1><ul><li>
Be early in a hyper-growth startup: You'll be part of the foundational early-team of a hyper-scaling startup, with direct exposure to every aspect of the business</li><li>
High trust and autonomy: You&rsquo;ll have ownership over meaningful projects from day one, with the freedom to shape key decisions and influence company direction. We trust our colleagues to figure out the best path forward - without micromanagement</li><li>
Talent-dense team: Work with a top-percentile team built on mutual respect and admiration, with shared goals, motivations, and vision for the future</li><li>
We move with speed and purpose: Everyday your work will translate into creating a 10x experience for millions of patients in dire need of care and hundreds of thousands of physicians frustrated with modern-day healthcare technology</li></ul><h1 class="jobSectionHeader">
What we're looking for:</h1><ul><li>
Highly motivated, ambitious, and capable - looking to tackle a large, meaningful problem area</li><li>
Ownership mindset - thinking for the long-term and placing the business and our customers first</li><li>
High velocity and high excellence - have a real sense of urgency to move quickly and take pride in the quality of your work</li><li>
An explorer - comfortable with ambiguity and autonomy, seeking to answer questions previously unasked, to leap into the unknown</li><li>
An optimist - you believe in a tomorrow better than today</li><li>
A builder - you take joy in bringing new creation to the world, in leveraging technology to make useful things</li><li>
Humble - you use your gifts in the service of others and understand that success is an output, not an input</li></ul><h1 class="jobSectionHeader">
What you'll do:</h1><ul><li>
Design and evolve scalable, reliable systems that support high-quality and high-velocity recruiting</li><li>
Identify, engage, and help us acquire top-percentile candidates across all roles</li><li>
Work hand-in-hand with the Founder and other business leaders to meet hiring needs</li><li>
Create a thoughtful, streamlined, high-yielding candidate experience</li></ul><h1 class="jobSectionHeader">
You'll be a good fit if:</h1><ul><li>
Bachelor's degree or equivalent experience</li><li>
Experience building out recruiting systems from scratch with minimal oversight</li><li>
Prior success in a similar startup or technical organization</li><li>
You love people - engaging with them, understanding their interests, matching them wit the right opportunities</li><li>
A strong bias for action - you don't wait to be told, you go ahead and do</li><li>
2+ years of professional working experience outperforming in high-quality environments</li><li>
Authorized to work in the United States</li><li>
Excited to be in-person in New York City 5 days a week</li></ul><h1 class="jobSectionHeader">
Benefits:</h1><ul><li>
Competitive salary, equity, growth opportunities</li><li>
Beautiful sunshine and snack-filled office in the heart of Manhattan</li><li>
Health, dental, and vision insurance</li><li>
A focus on outcomes, not hours</li><li>
Team outings, offsites, and unlimited PTO
</li></ul>Compensation Range: $100K - $200K</div>

Startup Talent Acquisition Lead

Bravo Capital

<div>
 
 
 Bravo Capital | New York, NY
 
 
 
 
 
 
 
 Position Overview
 
 
 
 Bravo Capital is seeking a high-impact, in-house Talent &amp; Recruiting Lead to help build and scale our team as we grow our core business and expand into new lending verticals and adjacent platforms.
 
 
 This is a hands-on, execution-focused role for someone who can partner directly with senior leadership to identify, attract, and hire top talent across the firm. The right person is a proactive builder - someone who can run a full recruiting function, source exceptional candidates, and help shape the team as we enter new areas such as SBA, USDA, C-PACE, CMBS/CLO, and other strategic adjacencies.
 
 
 
 
 
 
 What You&rsquo;ll Do
 
 
 <ul>
 <li>
 Lead full-cycle recruiting across all functions, including origination, underwriting, credit, legal/compliance, capital markets, and operations
 </li>
 <li>
 Partner directly with the CEO and department heads to define hiring needs tied to growth and new business initiatives
 </li>
 <li>
 Build and execute recruiting strategies for both core roles and new vertical buildouts (including first hires and leadership roles)
 </li>
 <li>
 Proactively source high-quality candidates, with a focus on direct outreach and relationship-driven recruiting
 </li>
 <li>
 Manage and optimize the use of external search firms where appropriate
 </li>
 <li>
 Develop structured interview processes, evaluation frameworks, and hiring scorecards
 </li>
 <li>
 Track pipeline, hiring progress, and key recruiting metrics for leadership visibility
 </li>
 <li>
 Support onboarding and early integration of new hires to drive productivity and retention
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 5&ndash;10+ years of recruiting or talent acquisition experience within financial services and real estate
 </li>
 <li>
 Proven ability to recruit for both core roles and buildout situations (new teams, new verticals, first hires)
 </li>
 <li>
 Strong sourcing capabilities and comfort engaging passive candidates
 </li>
 <li>
 Experience partnering directly with senior leadership in a fast-paced, entrepreneurial environment
 </li>
 <li>
 High level of judgment, organization, and follow-through
 </li>
 <li>
 Polished communication style with strong candidate-facing presence
 </li>
 <li>
 Experience in commercial real estate, lending and adjacent financial sectors
 </li>
 </ul>
 
 
 
 
 
 About Bravo Capital
 
 
 
 Bravo Capital is a leading, national multifamily and healthcare lender headquartered in New York City. Along with its affiliate, Bravo Property Trust, the firm has closed over $2 billion in financing across the country, delivering institutional-grade execution with the speed of a relationship lender. Named PERE Alternative Lender of the Year, Bravo maintains a 100% HUD application approval closing rate.
 
 
 
 
</div>

Talent & Recruiting Lead (In-House)

Colgate-Palmolive

<div>
 No Relocation Assistance Offered
 
 
 Job Number #172689 - New York, New York, United States
 
 
 
 Who We Are
 
 
 
 Colgate-Palmolive Company is a global consumer products company operating in over 200 countries specializing in Oral Care, Personal Care, Home Care, Skin Care, and Pet Nutrition. Our products are trusted in more households than any other brand in the world, making us a household name!
 
 
 Join Colgate-Palmolive, a caring, innovative growth company reimagining a healthier future for people, their pets, and our planet. Guided by our core values&mdash;Caring, Inclusive, and Courageous&mdash;we foster a culture that inspires our people to achieve common goals. Together, let's build a brighter, healthier future for all.
 
 
 Human Resources professionals are consistently drawn to Colgate-Palmolive by the exceptional opportunities for career advancement and a strong alignment with our globally recognized, purpose-driven brand and company Values: We are Caring, We are Inclusive, We are Courageous. While we offer competitive Total Rewards, new team members frequently highlight our welcoming company culture and the high caliber of the people they work alongside as primary reasons for joining our team. Within our Global People function, we foster a culture of high trust and autonomy, ensuring you feel empowered to make impactful decisions and directly influence our broader strategic priorities while you build a fulfilling, long-term career.
 
 
 As the Manager, Global TA Enablement within the Global Talent Acquisition Center of Excellence, you will be a strategic leader reporting to the VP, Global TA. Your primary mission is to drive the Global TA transformation roadmap by leading key projects focused on process excellence, efficiency, and enhancing the stakeholder experience across the end-to-end TA lifecycle. This includes developing and executing project plans for global process and technology implementations, ensuring cross-functional collaboration and thoughtful change management. You will act as a strategic advisor to internal clients, leveraging TA expertise and data storytelling to achieve impactful hiring outcomes, including supporting external requisitions up to the Executive level. This role is a unique opportunity to shape the future and improve the impact of our Global TA function.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Strategy &amp; Standardization: Drive global standardization of TA best practices and operating procedures to achieve improved and measurable outcomes. Capture and maintain COE documentation for current Colgate-Palmolive&rsquo;s Global TA processes, including stakeholder Roles &amp; Responsibilities (Hiring Manager, CBS, HR/TR Partners), ATS process guides, and training.
 </li>
 <li>
 Transformation &amp; Change Management: Develop and deploy change management plans and assets to support global TA transformation efforts, ensuring successful project execution, stakeholder communication, engagement, and training.
 </li>
 <li>
 Process Improvement &amp; Requirements: Gather user feedback from Hiring Teams, TA Partners, and new hires related to TA process and tools, translating findings into clear requirements for internal IT/HR Solutions Partners and external vendors.
 </li>
 <li>
 TA Analytics &amp; Insights: Ensure global TA funnel data (e.g., pass-through rates, fill rates, source of hire) is accurately captured in the OneModel Dashboard and provide global TA analytics and insights to drive root cause understanding and continuous process improvement.
 </li>
 <li>
 Vendor &amp; Technology Management: Act as the TA liaison to external vendors (e.g., LinkedIn, Labor Market Data Vendors, SAP), aligning on annual deliverables, contract terms, and CP TA Strategy. Manage quarterly progress updates, ensuring data-driven insights on ROI, team usage, and action plans for improvements.
 </li>
 <li>
 Technology Advancement: Demonstrate curiosity to understand the evolving TA technology/vendor landscape, including AI and machine learning applications (agents, sourcing/screening/communication tools etc.) that drive speed while improving experience.
 </li>
 <li>
 Executive Recruiting: Lead sourcing and full lifecycle recruiting for select Professional and Executive-level searches, as needed.
 
 
 </li>
 </ul>
 
 Required Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s Degree
 </li>
 <li>
 8+ years of progressive experience in Human Resources, including operations and project management experience in support of the Talent Acquisition process/function.
 </li>
 <li>
 Proven expertise in leading complex projects, including the successful implementation of TA/HR technology solutions
 </li>
 <li>
 Demonstrated ability to collaborate and influence effectively across a global, matrixed organization, managing stakeholders and time zone differences
 </li>
 <li>
 Experience building and presenting compelling, data-driven business cases to justify process improvements and/or technology investment
 
 
 </li>
 </ul>
 
 Preferred Qualifications:
 
 
 
 <ul>
 <li>
 Full lifecycle recruiting experience (kick-off through offer negotiation/close).
 </li>
 <li>
 Experience in TA Operations and systems optimization.
 </li>
 <li>
 Proven success implementing scalable HR/TA processes within a multinational CPG or FMCG environment.
 </li>
 <li>
 Demonstrated ability to lead organizational design and change management initiatives from conception to execution.
 </li>
 <li>
 Consultative, data-driven problem-solving skills for identifying and resolving complex business challenges.
 </li>
 <li>
 Enterprise perspective gained through prior experience in another Division or global function (strongly preferred).
 </li>
 <li>
 Ability to thrive and lead effectively through change and ambiguity within a fast-moving, matrixed environment.
 
 
 </li>
 </ul>
 
 Compensation And Benefits
 
 
 
 Salary Range $124,000.00 - $174,000.00 USD
 
 
 Pay is determined based on experience, qualifications, and location. Salaried employees may also be eligible for discretionary bonuses, profit-sharing, and long-term incentives for Executive-level roles.
 
 
 Benefits: Salaried employees enjoy a comprehensive benefits package, including medical, dental, vision, basic life insurance, paid parental leave, disability coverage, and participation in the 401(k) retirement plan with company matching contributions subject to eligibility requirements. Additional benefits include a minimum of 15 vacation/PTO days (hourly employees receive a minimum of 120 hours) and 13 paid holidays (vacation days are prorated based on the employee's hire date within the calendar year). Paid sick leave is adjusted based on role and location in accordance with local laws. Detailed information regarding paid sick leave entitlements will be provided to employees upon hiring and may be subject to adjustments based on changes in legislation or company policies.
 
 
 
 Our Commitment to Inclusion
 
 
 
 Our journey begins with our people&mdash;developing strong talent with diverse backgrounds and perspectives to best serve our consumers around the world and fostering an inclusive environment where everyone feels a true sense of belonging. We are dedicated to ensuring that each individual can be their authentic self, is treated with respect, and is empowered by leadership to contribute meaningfully to our business.
 
 
 
 Equal Opportunity Employer
 
 
 
 Colgate 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 (United States positions), or any other characteristic protected by law.
 
 
 Reasonable accommodation during the application process is available for persons with disabilities. Please complete this request form should you require accommodation.
 
 
 For additional Colgate terms and conditions, please click here.
 
 
</div>

Manager, Global Talent Acquisition Enablement

Whatnot

<div>
 
 
 🚀 Join the Future of Commerce with Whatnot!
 
 
 
 
 Whatnot is the largest livestream shopping platform in North America and Europe to buy, sell, and discover the things you love. Whether it's trading cards, fashion, electronics, or live plants, our sellers are building real businesses across hundreds of categories. We're building live commerce at a scale that's never been done in the West, and there's no playbook to copy. The people here are shaping how an entirely new industry develops.
 
 
 As a remote co-located team, we're inspired by our values and anchored in hubs across the US, UK, Ireland, Poland, Germany, and Australia. We move fast, stay close to our users, and focus on the work that drives the most impact.
 
 
 We're one of the fastest growing marketplaces and were recently named the #1 Best Startup Employer in America by Forbes. Check out the latest Whatnot updates on our news and engineering blogs and join us as we enable anyone to turn their passion into a business and bring people together through commerce.
 
 
 
 
 💻 Role
 
 
 
 
 Whatnot is one of the fastest growing marketplaces of all time. We&rsquo;ll look to our Leadership Recruiter to bring us the best lighthouse talent that will lead us into our next phase of growth (and beyond). In this role, you&rsquo;ll own recruiting for executive roles across Technology and Business &ndash; and make Whatnot a top destination for strong leaders to do the most meaningful work of their careers.
 
 
 <ul>
 <li>
 Lead hiring for Director-level, VP/C-Suite leaders, and L8+ engineers, directly empowering Whatnot&rsquo;s most critical technical and business teams.
 </li>
 <li>
 Create strong foundational executive recruiting processes &ndash; including talent landscape mapping, market calibration, referral strategies, and targeted outreach.
 </li>
 <li>
 Manage end-to-end leadership searches from kick-off to close, creating standout candidate experiences and shaping onboarding.
 </li>
 <li>
 Position Whatnot as an employer of choice for exceptional leaders and create a sustainable pipeline of executive talent.
 </li>
 <li>
 Partner closely with our Corporate Development team on acquihires, ensuring seamless integration of talent through strategic M&amp;A activity.
 </li>
 <li>
 Leverage data and market intel create a forward-looking, high-impact executive recruiting function.
 </li>
 <li>
 Be a strategic advisor to executives by aligning leadership hiring with company growth objectives and succession planning.
 </li>
 <li>
 Collaborate with People Business Partners, Compensation, and leaders to ensure alignment of hiring goals with organizational needs.
 </li>
 <li>
 Work with external partners to tap into the right networks for executive talent.
 
 
 </li>
 </ul>
 Team members in this role are required to be within commuting distance of our San Francisco, Los Angeles, New York City, or Seattle hub.
 
 
 
 
 👋 You
 
 
 
 
 Curious about who thrives at Whatnot? We&rsquo;ve found that low ego, a growth mindset, and leaning into action and high impact goes a long way here.
 
 
 As Our First In-house Executive Recruiter You Should Have 10+ Years Of Recruiting Experience, With At Least 5+ Years In-house Focused On Leadership Hiring At High-growth Startups, Plus
 
 
 <ul>
 <li>
 You have a strong track record of hiring executives and leaders across Technical and Business teams. You enjoy the challenge of finding world-class talent for hard-to-fill roles.
 </li>
 <li>
 You&rsquo;ve developed a deep network of executives, enabling you to navigate and recruit top talent with ease.
 </li>
 <li>
 You're a sourcer at heart. You enjoy sourcing for your positions and take pride in nurturing and building relationships with passive talent.
 </li>
 <li>
 You're comfortable with ownership. Whatnot is one of the fastest-growing startups in history, and hiring is key to our success. You should feel comfortable moving uncomfortably fast, managing multiple roles, and being accountable for your work.
 </li>
 <li>
 You know how to work with executives of any level. You know your markets, lead with data, and understand how to influence decisions amongst leaders and cross-functional teams.
 </li>
 <li>
 You provide an incredible candidate experience. You know that a job search can be nerve-racking and you prioritize providing a more human experience for everyone that interacts with Whatnot during a hiring process.
 </li>
 <li>
 You&rsquo;re extremely organized and can balance multiple competing priorities.
 
 
 </li>
 </ul>
 
 
 🎁 Benefits
 
 
 
 
 <ul>
 <li>
 Flexible Time off Policy and Company-wide Holidays (including a spring and winter break)
 </li>
 <li>
 Health Insurance options including Medical, Dental, Vision
 </li>
 <li>
 Work From Home Support
 </li>
 <ul>
 <li>
 Home office setup allowance
 </li>
 <li>
 Monthly allowance for cell phone and internet
 </li>
 </ul>
 <li>
 Care benefits
 </li>
 <ul>
 <li>
 Monthly allowance for wellness
 </li>
 <li>
 Annual allowance towards Childcare
 </li>
 <li>
 Lifetime benefit for family planning, such as adoption or fertility expenses
 </li>
 </ul>
 <li>
 Retirement; 401k offering for Traditional and Roth accounts in the US (employer match up to 4% of base salary) and Pension plans internationally
 </li>
 <li>
 Monthly allowance to dogfood the app
 </li>
 <ul>
 <li>
 All Whatnauts are expected to develop a deep understanding of our product. We're passionate about building the best user experience, and all employees are expected to use Whatnot as both a buyer and a seller as part of their job (our dogfooding budget makes this fun and easy!).
 </li>
 </ul>
 <li>
 Parental Leave
 </li>
 <ul>
 <li>
 16 weeks of paid parental leave + one month gradual return to work *company leave allowances run concurrently with country leave requirements which take precedence.
 </li>
 </ul>
 </ul>
 
 
 💛 EOE
 
 
 
 
 Whatnot is proud to be an Equal Opportunity Employer. We value diversity, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, parental status, disability status, or any other status protected by local law. We believe that our work is better and our company culture is improved when we encourage, support, and respect the different skills and experiences represented within our workforce.
 
 
 Compensation Range: $175K - $230K
 
 
</div>

Leadership Recruiter

Ares Management

<div><h3 class="jobSectionHeader">Over the last 20 years, Ares&rsquo; success has been driven by our people and our culture. Today, our team is guided by our core values &ndash; Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy &ndash; and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.</h3>
Job Description
Ares is seeking a Partner‑level Global Head of Talent to architect and lead a cohesive, enterprise‑wide talent program that enables the firm&rsquo;s long‑term growth, performance, and leadership continuity. Reporting directly to Global Chief HR Office, this newly created role is accountable for end‑to‑end talent strategy and execution across Talent Management, Talent Development, Talent Acquisition, and Diversity, Equity &amp; Inclusion &amp; Community Engagement.
This leader will translate firm strategy into a clear, sequenced global talent agenda, setting the operating model, governance, and capabilities required to attract, develop, deploy, and retain top talent at scale. The role will be deeply hands‑on in evolving and leading Talent Management and Talent Development, ensuring these capabilities mature into a best‑in‑class, future‑ready model. This individual will also continue to enable and advance the Talent Acquisition and DEI &amp; Community Engagement agendas in line with the broader Talent strategy.
The Global Head of Talent will serve as the enterprise integrator, decision‑maker, and owner of outcomes across the talent lifecycle, taking a data centric approach to bring clarity, rigor, and accountability while operating with strong commercial acumen and a client‑first mindset
Reporting relationships
Reports to: Partner, Head of Human Resources
Supervises:<ul><li>
Partner, Chief Diversity Officer and Head of DEI &amp; Community Engagement</li><li>
Managing Director, Head of Talent Acquisition</li><li>
Head of Talent Development</li><li>
Head of Talent Management</li></ul>
Primary functions &amp; responsibilities<ul><li>
Enterprise Talent Strategy &amp; Leadership<ul><li>
Define and own a single, integrated global talent strategy spanning TM, TD, TA, and DEI, explicitly aligned to Ares&rsquo; business strategy, growth priorities, and risk profile.</li><li>
Set, sequence, and actively manage a multi‑year global talent roadmap, balancing ambition with execution capacity and change absorption.</li><li>
Serve as the enterprise point of accountability for talent outcomes, trade‑offs, and prioritization decisions.</li></ul></li><li>
Talent Function Leadership/Oversight<ul><li>
Talent Management:<ul><li>
Lead the continued evolution of the firm&rsquo;s Talent Management / HR Business Partner model to deliver trusted, high‑impact advisory support to leaders and employees globally.</li><li>
Establish a clear TM operating model (roles, capabilities, decision rights, escalation paths) that enables consistency while flexing to business context.</li><li>
Redefine and standardize the role of the HR Business Partner with clear service delivery expectations, job responsibilities, and measurable success criteria.</li><li>
Ensure TM operates as a strategic, data‑informed user and advisor, deeply embedded in business planning and leadership decisions, with strong cross‑COE collaboration and shared accountability for outcomes.</li></ul></li><li>
Talent Development:<ul><li>
Design and lead a firm‑wide talent and leadership development strategy that is aligned to enterprise business priorities, spanning early career through senior leadership and Partner succession.</li><li>
Own and evolve core talent and development frameworks, including:<ul><li>
Performance management philosophy and enablement</li><li>
Promotion, progression, and career architecture frameworks</li><li>
Leadership and manager capability models</li><li>
High‑potential identification, assessment, and successor development</li><li>
Learning and development capabilities and programs across the enterprise</li></ul></li><li>
Architect a scalable Talent Development operating model, including clear roles, levels, governance, and decision rights, and assess the optimal organizational design required to deliver enterprise impact, potentially including the establishment of a dedicated Head of Talent Development role and supporting leadership structure.</li><li>
Lead the evaluation, selection, and implementation of a holistic talent and learning system ensuring strong integration with broader HR platforms and technology goals.</li><li>
Establish clear standards for program quality, measurement, and ROI, using data and feedback to continuously refine development offerings and ensure they directly support performance, readiness, and leadership depth.</li></ul></li><li>
Talent Acquisition:<ul><li>
Provide strategic leadership and oversight of global Talent Acquisition (campus, lateral, executive hiring), ensuring alignment to enterprise workforce plans and long-term capability needs.</li><li>
Partner with the Head of Talent Acquisition to ensure recruitment remains high caliber, data driven, and globally consistent, with a strong employer brand and candidate experience.</li></ul></li><li>
DEI and Community Engagement:<ul><li>
Partner with the Chief Diversity Officer to embed DEI principles into talent systems and decisions, including hiring, development, progression, and succession.</li><li>
Ensure DEI metrics, governance, and outcomes meet institutional standards and support long term business performance.</li><li>
Support the evolution of Community Engagement strategies that reinforce Ares&rsquo; values and enhance reputation and impact.</li></ul></li></ul></li><li>
Executive Influence &amp; Stakeholder Management<ul><li>
Act as a trusted advisor to senior leaders and Partners, shaping talent and leadership decisions with judgment, credibility, and discretion.</li><li>
Partner closely with the CHRO and HR leadership to align enterprise priorities, manage tradeoffs, and drive decisive action.</li><li>
Lead complex, global talent discussions with confidence and clarity, particularly where priorities compete or risk is elevated.</li></ul></li><li>
Operating Discipline &amp; Execution Excellence<ul><li>
Establish a strong operating cadence across the talent function, including goal setting, progress reviews, and outcome tracking.</li><li>
Integrate workforce analytics, dashboards, and KPIs into a coherent enterprise view of talent health, risk, and readiness.</li><li>
Own the talent initiative portfolio, ensuring disciplined execution, change management, and measurable impact across regions.</li></ul></li><li>
Team Leadership &amp; Culture<ul><li>
Build and lead a high performing, unified talent leadership team, fostering a &ldquo;one talent&rdquo; mindset across TM, TD, TA, and DEI.</li><li>
Set clear expectations for excellence, collaboration, and accountability; coach and develop leaders to operate at enterprise scale.</li><li>
Serve as a visible role model for Ares&rsquo; leadership and cultural standards.</li><li>
Evaluate differing perspectives on talent programs, delivery models, and tradeoffs, and make clear, timely enterprise decisions.</li></ul></li></ul>
Qualifications
Education:
<ul><li>Bachelor&rsquo;s degree required; advanced degree (MBA, MS/MA in OD, IO Psychology, or related field) strongly preferred.</li></ul>
Professional Profile:<ul><li>
Partner level or equivalent executive with deep, multi-disciplinary talent expertise, particularly across Talent Management and Talent Development.</li><li>
Proven ability to design, lead, and scale enterprise talent operating models in complex, global organizations.</li></ul>
Experience Required:<ul><li>
20+ years of progressive HR leadership, including prior Head of Talent or equivalent enterprise role.</li><li>
Significant experience in large, global financial services or adjacent professional services environments with high expectations for rigor, governance, and execution.</li><li>
Experience building and/or transforming a talent strategy and organization for the future; integrating previously separate teams into a cohesive, high performing group.</li><li>
Strong track record influencing senior leaders, making high stakes decisions with imperfect information, and driving alignment across diverse stakeholders.</li><li>
Strong data driven orientation (KPIs, dashboards, workforce analytics) to inform decision making and track outcomes.</li></ul>
General Requirements:<ul><li>
Executive presence and Partner level gravitas; capable of credibly engaging the C suite and other senior leaders when needed.</li><li>
Strong commercial mindset; instinctively connects talent decisions to performance and risk.</li><li>
Decisive, accountable, and comfortable operating in ambiguity and making decisions.</li><li>
Exceptional communicator and storyteller with senior audiences.</li><li>
High integrity, sound judgment, and commitment to developing leaders and teams.</li><li>
Demonstrated ability to lead leaders, build bench strength, and develop high performing teams and cultures.</li><li>
Ability to travel as needed across regions to lead and support global initiatives.</li></ul>
Reporting Relationships
Global Head of Human Resources
Compensation<div><div><div><div><div><div><div><div><div><div><div><div><div><div>
The anticipated base salary range for this position is listed below. Total compensation may also include a discretionary performance-based bonus. Note, the range takes into account a broad spectrum of qualifications, including, but not limited to, years of relevant work experience, education, and other relevant qualifications specific to the role.</div></div></div></div></div></div></div></div></div></div></div></div></div></div>
$350,000-$400,000<div><div><div><div><div><div><div>
The firm also offers robust Benefits offerings. Ares U.S. Core Benefits include Comprehensive Medical/Rx, Dental and Vision plans; 401(k) program with company match; Flexible Savings Accounts (FSA); Healthcare Savings Accounts (HSA) with company contribution; Basic and Voluntary Life Insurance; Long-Term Disability (LTD) and Short-Term Disability (STD) insurance; Employee Assistance Program (EAP), and Commuter Benefits plan for parking and transit.
Ares offers a number of additional benefits including access to a world-class medical advisory team, a mental health app that includes coaching, therapy and psychiatry, a mindfulness and wellbeing app, financial wellness benefit that includes access to a financial advisor, new parent leave, reproductive and adoption assistance, emergency backup care, matching gift program, education sponsorship program, and much more.</div></div></div></div></div></div></div>
There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.</div>

Global Head of Talent

CoreWeave

<div><div><div><div><div><div><div>CoreWeave is The Essential Cloud for AI&trade;. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com.</div>
</div></div></div></div></div><h3 class="jobSectionHeader">About CoreWeave</h3>

CoreWeave is a leading provider of high-performance cloud infrastructure and software solutions tailored for AI and machine learning workloads. We empower businesses to innovate faster with unparalleled flexibility, security, and speed. Join us to be part of the AI revolution and help shape the future of cloud computing.
<h3 class="jobSectionHeader">
Role Overview</h3>

The Onboarding Lead will own the design, delivery, and continuous improvement of the global onboarding experience for CoreWeave's GTM teams (SDRs, AEs, Sales Leaders, and adjacent customer-facing roles). This person will partner closely with Sales Enablement, Revenue Operations, Sales Leadership, Product Marketing, and People teams to ensure new hires are ramped quickly, consistently, and confidently on CoreWeave's products, customers, and sales motions.
<h3 class="jobSectionHeader">
Key Responsibilities</h3>
<div><ul><li>Own the GTM Onboarding Program
<ul><li>Design, document, and maintain standardized onboarding journeys by role (SDR, AE, Sales Leadership, SE, CSM, etc.).</li>
<li>Define clear milestones, certifications, and success criteria for new hires (e.g., pitch certification, discovery certification, first opportunity created/closed).</li>
<li>Partner with managers to align onboarding outcomes with territory plans and performance expectations.</li>
</ul></li></ul><ul><li>Program Delivery &amp; Coordination
<ul><li>Build and manage onboarding calendars, live sessions, and office hours in partnership with functional experts.</li>
<li>Facilitate or co-facilitate sessions on CoreWeave story, product portfolio, sales process, tools, and best practices.</li>
<li>Ensure logistics (invites, recordings, materials, follow-up tasks) are coordinated and executed with high reliability.</li>
</ul> </li></ul><ul><li>Content &amp; Resource Management
<ul><li>Curate and maintain onboarding paths and resources in Confluence and other internal systems, ensuring information is accurate, structured, and easy to navigate.</li>
<li>Partner with content owners to ensure onboarding materials are updated following major product launches, process changes, or tool rollouts.</li>
</ul></li></ul><ul><li>Measurement &amp; Continuous Improvement
<ul><li>Define and track onboarding KPIs such as time-to-first-meeting, time-to-first-opportunity, and time-to-first-win.</li>
<li>Analyze feedback and performance data to identify bottlenecks and iterate on content, format, and sequencing.</li>
<li>Regularly report onboarding performance and insights to Sales Enablement leadership and GTM leaders.</li>
</ul></li></ul><ul><li>New Hire Experience &amp; Communication
<ul><li>Serve as a primary point of contact for new hires throughout their initial ramp period, ensuring a smooth and consistent experience.</li>
<li>Provide proactive communications to new hires and their managers on expectations, schedules, and required pre-work.</li>
<li>Partner with People team to ensure onboarding is aligned with CoreWeave's culture and values</li>
</ul></li></ul><ul><li>Alignment with Broader Enablement
<ul><li>Coordinate handoffs from onboarding into ongoing enablement programs and recurring training sessions.</li>
<li>Ensure onboarding themes and skills (pitching, discovery, objection handling) ladder into the broader enablement roadmap.</li>
</ul></li></ul></div><h3 class="jobSectionHeader">Key Qualifications</h3>
<ul><li>Experience: 3&ndash;5 years in sales enablement, onboarding, L&amp;D, or GTM operations, preferably in a SaaS or technology environment.</li>
<li>Program Design: Demonstrated experience architecting and running structured onboarding or training programs at scale.</li>
<li>Communication: Excellent written and verbal communication skills with a focus on clarity, conciseness, and storytelling.</li>
<li>Organization: Strong project management skills with the ability to manage multiple cohorts, timelines, and stakeholders simultaneously.</li>
<li>Technical Proficiency: Comfortable with sales and enablement tools (e.g., CRM, Gong, LMS, LinkedIn Sales Navigator, Confluence).</li>
<li>Collaboration: Proven ability to work cross-functionally with sales, marketing, product, RevOps, and People teams to drive outcomes.</li>
<li>Proactive &amp; Detail-Oriented: Track record of owning programs end-to-end and sweating the details from invites to follow-ups.</li>
</ul><h3 class="jobSectionHeader">Core Values</h3>
<ul><li>Collaboration: Work closely with sales and marketing teams to create an integrated enablement and onboarding strategy.</li>
<li>Growth-Oriented: Focus on continuous improvement for both individual reps and the GTM organization as a whole.</li>
<li>Adaptability: Thrive in a fast-paced, evolving environment and adjust priorities based on business needs.</li>
<li>Integrity: Act with professionalism, transparency, and honesty in all internal communications and interactions.</li>
</ul>
The base salary range for this role is $75,000 to $110,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).<div>
What We Offer

The range we've posted represents the typical compensation range for this role. To determine actual compensation, we review the market rate for each candidate which can include a variety of factors. These include qualifications, experience, interview performance, and location.

In addition to a competitive salary, we offer a variety of benefits to support your needs, including:
<ul>
<li>Medical, dental, and vision insurance - 100% paid for by CoreWeave</li>
<li>Company-paid Life Insurance</li>
<li>Voluntary supplemental life insurance</li>
<li>Short and long-term disability insurance</li>
<li>Flexible Spending Account</li>
<li>Health Savings Account</li>
<li>Tuition Reimbursement</li>
<li>Ability to Participate in Employee Stock Purchase Program (ESPP)</li>
<li>Mental Wellness Benefits through Spring Health</li>
<li>Family-Forming support provided by Carrot</li>
<li>Paid Parental Leave</li>
<li>Flexible, full-service childcare support with Kinside</li>
<li>401(k) with a generous employer match</li>
<li>Flexible PTO</li>
<li>Catered lunch each day in our office and data center locations</li>
<li>A casual work environment</li>
<li>A work culture focused on innovative disruption</li>
</ul>
Our Workplace

While we prioritize a hybrid work environment, remote work may be considered for candidates located more than 30 miles from an office, based on role requirements for specialized skill sets. New hires will be invited to attend onboarding at one of our hubs within their first month. Teams also gather quarterly to support collaboration.

California Consumer Privacy Act - California applicants only

CoreWeave is an equal opportunity employer, committed to fostering an inclusive and supportive workplace. All qualified applicants and candidates will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

As part of this commitment and consistent with the Americans with Disabilities Act (ADA), CoreWeave will ensure that qualified applicants and candidates with disabilities are provided reasonable accommodations for the hiring process, unless such accommodation would cause an undue hardship. If reasonable accommodation is needed, please contact: careers@coreweave.com. 


Export Control Compliance

This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must either be (A) a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful permanent resident (green card holder), (iii) refugee under 8 U.S.C. &sect; 1157, or (iv) asylee under 8 U.S.C. &sect; 1158, (B) eligible to access the export controlled information without a required export authorization, or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency. CoreWeave may, for legitimate business reasons, decline to pursue any export licensing process.</div></div>

Onboarding Lead

VERVE GROUP

<div>Verve For Advertisers is a technology company that empowers brands and agencies to connect moments of discovery and drive measurable outcomes across screens.

As part of Verve, we've unified the company's demand-side offering, bringing together the largest on-site search intent dataset outside of walled gardens, direct SDK integrations with top apps, alongside data partnerships with 3M+ websites and LLMs. Our technology captures both what consumers do and why they do it, delivering high-fidelity audiences, insights, and activation across premium omnichannel inventory.

We're looking for a Talent Acquisition Specialist to join our talent acquisition team. This position is perfect for someone who is excited about bringing on elite talent to our organization and learning about digital advertising along the way. They will work hand-in-hand with our hiring managers and senior management team. This role will report to our Senior Director of Talent Acquisition.

Responsibilities
<ul>
<li>Identify and source qualified candidates by promoting internal referrals, posting on online job boards, and recruiting on social platforms</li>
<li>Utilize creative sourcing techniques to find passive candidates to build a robust candidate pipeline</li>
<li>Develop a strong pipeline of candidates for our most essential roles in sales, operations, product, technology and other departments</li>
<li>Create, organize, and manage candidate databases in our applicant tracking system</li>
<li>Lead candidate screening across multiple departments and coordinate interview schedules</li>
<li>Build and maintain partnerships with organizations in the industry</li>
<li>Promote diversity &amp; inclusion initiatives and outreach efforts</li>
</ul>
Here are a few indicators that you're the right person
<ul>
<li>You have a proven track record of success sourcing and attracting top talent</li>
<li>You have great interpersonal, written, and verbal communication skills</li>
<li>You have excellent time management and project management skills</li>
<li>You're meticulous and detail oriented</li>
<li>You're curious and you're a problem solver</li>
<li>You love working and collaborating with other teams</li>
</ul>
Requirements
<ul>
<li>3+ years of talent acquisition experience advertising or marketing</li>
<li>Experience in the advertising or ad technology industry is a plus</li>
<li>Experience collaborating with team members in various locations globally is a plus</li>
</ul>
Some company benefits include
<ul>
<li>Competitive salary</li>
<li>Health, dental, and vision insurance, plus mental health resources</li>
<li>401(k) match and generous PTO</li>
<li>Hybrid work environment (NYC office)</li>
<li>Free lunch for onsite team members in NYC</li>
<li>Volunteer Opportunities</li>
<li>Opportunities for professional development in a high-growth ad tech company</li>
</ul>
Greater NY-area Residents: We currently have a hybrid remote work policy. All Verve For Advertisers employees living within a 90-minute (one way) commute of our NYC office are expected to be in the office three days per week.

We're open to allowing the right person to learn our industry on the job. We welcome diversity and non-traditional paths into all of our roles. We believe in hiring the right person as opposed to the right combination of keywords.

Communications regarding your application will only come from @jungroup.com or @verve.com email addresses.</div>

Talent Acquisition Specialist

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