talent acquisition lead

Stellar Hunters

<div><h4 class="jobSectionHeader">Job Summary</h4>
We are seeking a strategic, results-driven, and people-focused Talent Acquisition Lead to drive and elevate our recruitment function. The successful candidate will lead end-to-end hiring strategies, manage and mentor the recruitment team, and partner with business leaders to deliver high-quality talent pipelines aligned with organizational growth goals.
This role requires strong leadership, hands-on sourcing expertise, deep understanding of the Saudi/GCC talent market, and a data-driven approach to recruitment performance.<h4 class="jobSectionHeader">
Key Responsibilities</h4><h5 class="jobSectionHeader">
Talent Acquisition Strategy &amp; Leadership</h5><ul><li>
Develop and execute recruitment strategies aligned with business objectives and workforce planning.</li><li>
Lead, mentor, and develop the Talent Acquisition team to ensure high performance and continuous improvement.</li><li>
Partner with senior stakeholders to understand hiring needs and advise on talent market trends and hiring strategies.</li></ul><h5 class="jobSectionHeader">
Recruitment Delivery</h5><ul><li>
Oversee full-cycle recruitment across multiple business units and roles (technical, corporate, and operational).</li><li>
Ensure high-quality candidate pipelines through proactive sourcing, headhunting, and employer branding initiatives.</li><li>
Optimize hiring processes to improve time-to-fill, quality-of-hire, and candidate experience.</li></ul><h5 class="jobSectionHeader">
Sourcing &amp; Talent Pipelines</h5><ul><li>
Drive advanced sourcing strategies using LinkedIn Recruiter, Boolean search, and alternative sourcing channels.</li><li>
Build and maintain strong talent pipelines for critical and future roles.</li></ul><h5 class="jobSectionHeader">
Employer Branding &amp; Candidate Experience</h5><ul><li>
Enhance employer brand positioning in the market through recruitment marketing and candidate engagement strategies.</li><li>
Ensure a seamless, positive, and professional candidate experience across all touchpoints.</li></ul><h5 class="jobSectionHeader">
Data, Reporting &amp; Optimization</h5><ul><li>
Track and analyze recruitment KPIs (time-to-fill, pipeline conversion, source of hire, diversity metrics).</li><li>
Use data insights to continuously improve recruitment strategies and decision-making.</li></ul><h5 class="jobSectionHeader">
Process, Systems &amp; Compliance</h5><ul><li>
Manage and optimize ATS workflows and recruitment operations.</li><li>
Ensure compliance with local labor laws, internal policies, and best practices.</li></ul><h4 class="jobSectionHeader">
Required Qualifications - Skills &amp; Experience</h4><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>
5+ years of progressive Talent Acquisition experience, with at least 2 years in a leadership or senior role.</li><li>
Proven experience managing full-cycle recruitment and leading hiring for multiple roles simultaneously.</li><li>
Strong expertise in sourcing techniques (LinkedIn Recruiter, Boolean search, headhunting).</li><li>
Experience working with ATS systems and recruitment analytics.</li><li>
Strong stakeholder management and ability to influence hiring decisions.</li><li>
Excellent communication, leadership, and organizational skills.</li></ul><h4 class="jobSectionHeader">
Preferred Qualifications</h4><ul><li>
Experience in the Saudi or GCC market.</li><li>
Background in high-volume, technical, or leadership hiring.</li><li>
Experience building or scaling recruitment functions or teams.</li><li>
Certification in Talent Acquisition or HR (e.g., LinkedIn, AIRS).</li></ul><h4 class="jobSectionHeader">
Work Environment &amp; Compensation</h4><ul><li>
Full-time position with an onsite model.</li><li>
Competitive salary commensurate with experience and a comprehensive benefits package, including health insurance, retirement plan options, and paid time off.</li><li>
Opportunities for professional development, training, and certification support; clear paths for career growth within IT and cross-functional teams.</li><li>
Inclusive culture that values diversity, equity, work-life balance, and employee well-being.</li></ul></div>

Talent Acquisition Lead

Perry Weather

<div>Who We Are
At Perry Weather, we're trusted by top organizations like the PGA of America, the Dallas Cowboys, Turner Construction, and Major League Baseball to automate weather safety operations and mitigate risk. As one of the fastest-growing technology companies in Texas and a recognized Great Place to Work, we're headquartered in Dallas's vibrant Oak Lawn neighborhood, right at The Centrum on the corner of Oak Lawn and Cedar Springs.
When you join Perry Weather, you're not just taking a job-you're making a real-world impact. Every day, our software, hardware, and talented team work together to protect thousands of people from weather-related risks while ensuring our customers can continue their operations with minimal disruption. If you're passionate about making a difference and being part of a dynamic, innovative team, Perry Weather is the place for you.
About the Role
Perry Weather is looking for a Talent Acquisition Lead to join our People team and help scale the recruiting function during a period of rapid growth. You'll partner closely with hiring managers, leadership, and our recruiting team to identify and hire the people who will define the next stage of the company. Together, our recruiting team owns the systems, processes, and strategies that enable Perry Weather to scale. This role will have a direct impact on our ability to scale our technology, expand our customer base, and deliver on our mission of helping organizations achieve zero weather-related incidents while keeping operations running smoothly.
This role goes beyond managing job postings and interviews. We're looking for someone who sees recruiting as a strategic function - someone who can source exceptional talent, improve hiring processes, and help build a scalable recruiting engine for the company.
Responsibilities:<ul><li>
Full-Cycle Recruitment: Manage the entire recruitment process, from sourcing and screening to interviewing and onboarding for roles across multiple departments, specifically focused on Product and Engineering.</li><li>
Talent Pipeline: Build and maintain a robust pipeline of candidates for current and future hiring needs, leveraging various sourcing channels, including social media, job boards, and networking events.</li><li>
Strategic Planning: Develop and implement recruiting strategies and hiring processes that align with Perry Weather&rsquo;s growth objectives and culture.</li><li>
Partner with Hiring Managers: Work closely with hiring managers to understand specific needs, provide guidance on job descriptions, and ensure a smooth recruitment process.</li><li>
Employer Branding: Partner with Marketing and People teams to promote Perry Weather&rsquo;s employer brand to attract high-quality candidates, highlighting our mission, values, and unique workplace culture.</li></ul><h2 class="jobSectionHeader">
Requirements</h2><ul><li>
4+ years of experience in recruiting with significant experience hiring for technical roles</li><li>
Expertise in full-cycle recruiting, with strong sourcing skills and familiarity with applicant tracking systems (ATS)</li><li>
Exceptional interpersonal and communication skills</li><li>
Understanding of the SaaS industry, with the ability to quickly grasp technical roles and requirements</li><li>
Ability to thrive in a fast-paced, high-growth environment with changing priorities</li></ul><h2 class="jobSectionHeader">
Benefits</h2><ul><li>
Collaborative, in-person culture. Everyone works in-office Monday&ndash;Friday, which helps us move fast, solve problems together, and build a culture that&rsquo;s genuinely fun and connected.</li><li>
Comprehensive benefits. Competitive health, dental, and vision plans, 401(k) with employer matching, and a suite of voluntary benefits to support your health, well-being, and financial future.</li><li>
Good people, good times. Monthly All-Hands, Office Olympics, happy hours, and more. We take the work seriously and the culture seriously too.</li><li>
You're getting in early, and that matters. We're growing fast, but the biggest opportunities are still ahead. The people joining now will help shape what Perry Weather becomes.</li></ul>
Note: We value in-person collaboration; therefore, remote work is not an option. This role is fully onsite, Monday &ndash; Friday.</div><div></div>

Chapal

<div>Job Information

Division: Online

Age Bracket: 25-36 years

Position Available: 1

Shift Schedule: Mon-Sat 9:00 AM-6:00 PM

Area: Block 9, Clifton 
 
Chapal is an emerging yet a globally-recognized company providing a reliable platform to deploy cloud infrastructure using high-end and purpose-built data centres. Probably having the fastest cloud platform across the world, the rapidly-growing startups and large enterprises trust Chapal to run their databases and applications with minimum latency in order to become faster, more innovative and agile. With us, the clients get to discover and break the boundaries of scalability, performance and reliability. Our platform is ideal for high-end traffic platforms where availability is critical. In short, we build custom solutions that matches the unique needs of our clients. As our client base is rapidly growing and covers every industry there is, Chapal is becoming one of the leading cloud service providers operating from Pakistan. 

Role Overview 

The Talent Acquisition Lead owns the end-to-end hiring function for the organisation. This is a founding-level individual contributor role, there is no team beneath you on day one. 
You are responsible for designing, building and executing the entire hiring system from sourcing strategy to candidate evaluation and closing and for ensuring that every hire meets a high and consistent quality bar. 
This role exists to permanently fix the persistent pattern of poor hires and unfilled roles due to over-reliance on inbound job boards. 
You are accountable not only for filling roles, but for the quality, speed and retention of every hire. 
You operate with full autonomy and have final authority over hiring process standards and candidate quality decisions. 

Job Responsibilities

1. Talent Sourcing &amp; Pipeline Building
<ul>
<li>Design and own a proactive sourcing strategy for every open role, no reliance on inbound applications</li>
<li>Identify and use the right sourcing channels per role (LinkedIn outreach, communities, referrals, niche platforms)</li>
<li>Build and maintain continuous pipelines for recurring and future roles</li>
<li>Ensure majority of hiring comes from outbound sourcing, not passive applications</li>
</ul>
2. Hiring Process Ownership
<ul>
<li>Own the full hiring lifecycle: role brief sourcing screening assessment interview offer close</li>
<li>Define role requirements and success criteria with stakeholders before hiring begins</li>
<li>Design and administer structured assessments to test real capability</li>
<li>Conduct structured interviews with clear evaluation criteria</li>
<li>Own and maintain a professional and efficient candidate experience end-to-end</li>
</ul>
3. Quality Control &amp; Standards
<ul>
<li>Enforce strict hiring standards, never compromise quality to fill positions</li>
<li>Reject candidates who do not meet defined criteria regardless of urgency</li>
<li>Conduct deep reference checks beyond surface-level validation</li>
<li>Ensure consistency and fairness across all hiring decisions</li>
</ul>
4. System &amp; Process Building
<ul>
<li>Own and manage the Applicant Tracking System (ATS): configuration, data hygiene, reporting</li>
<li>Track and improve hiring metrics: time-to-fill, conversion rates, source quality, offer acceptance</li>
<li>Document all hiring processes, evaluation frameworks and scoring systems</li>
<li>Build a hiring system that does not depend on any single individual</li>
</ul>
5. Onboarding Coordination
<ul>
<li>Coordinate onboarding with HR Operations to ensure readiness before day one</li>
<li>Ensure smooth transition from offer acceptance to productive employee</li>
</ul>
6. Employer Branding
<ul>
<li>Strengthen employer presence across relevant platforms</li>
<li>Improve inbound quality over time through better positioning</li>
<li>Write clear, compelling and accurate job descriptions</li>
</ul>
7. Function Ownership &amp; Reporting
<ul>
<li>Own hiring outcomes across all departments</li>
<li>Report weekly on pipeline, progress, risks and blockers</li>
<li>Proactively identify issues and propose solutions</li>
<li>Build and scale the hiring function, including hiring and managing recruiters when needed</li></ul> 


Success Metrics
<ul>
<li>Quality of hires (performance and retention)</li>
<li>Time to fill roles without compromising standards</li>
<li>Reduction in hiring dependency on the CEO</li>
<li>Strength and consistency of hiring process</li>
<li>Pipeline health and sourcing effectiveness</li></ul> 


Job Requirements 

Experience
<ul>
<li>4+ years of full-cycle recruitment experience</li>
<li>Proven track record of active sourcing (not job board dependency)</li>
<li>Experience hiring across multiple functions (technical, operational, specialist)</li>
<li>Experience operating independently without a recruitment team</li>
<li>Experience designing structured hiring processes and assessments</li>
<li>Karachi hiring market experience preferred</li></ul> 


Skills &amp; Competencies

Active Sourcing
<ul>
<li>Knows where and how to find the right candidates for different roles</li>
</ul>
Structured Evaluation
<ul>
<li>Applies consistent and objective assessment criteria</li>
</ul>
Commercial Awareness
<ul>
<li>Understands business context and role impact</li>
</ul>
Attention to Detail
<ul>
<li>Identifies inconsistencies and risks in candidates</li>
</ul>
Communication
<ul>
<li>Clear, professional and direct</li>
</ul>
Ownership Mindset
<ul>
<li>Proactive, self-directed, solution-oriented</li>
</ul>
Data Discipline
<ul>
<li>Tracks and uses hiring data to improve outcomes</li></ul> 


Technical Requirements
<ul>
<li>LinkedIn Recruiter / LinkedIn Premium</li>
<li>ATS management and reporting</li>
<li>Familiarity with tools like Asana, Slack, etc.</li></ul> 


Personal Attributes
<ul>
<li>High standards, does not pass weak candidates</li>
<li>Resilient under pressure</li>
<li>Direct and honest in assessments</li>
<li>Discreet with sensitive information</li>
<li>Self-managed and independent</li></ul> 


THIS ROLE IS NOT FOR YOU IF
<ul>
<li>You rely on inbound applications</li>
<li>You have never owned hiring independently</li>
<li>You require constant direction or follow-up</li>
<li>You avoid pushing back on unclear or unrealistic hiring requirements</li></ul> 


LOCATION REQUIREMENT 
<ul>
<li>Only candidates currently residing in Karachi, Pakistan or willing to relocate immediately will be considered.</li></ul> 
 
Facebook | X | Instagram | YouTube | LinkedIn | Snapchat | TikTok | Google Business</div>

Arago

<div>
 
 Meet Arago and the Aragonians
 
 
 
 Arago is an AI and computer hardware company whose mission is to drive the course of history forward. We do so by accelerating breakthroughs at the intersection of AI and semiconductors.
 
 
 Founded in 2024 by AI researchers and physicists with deep expertise in photonics, electronics, software, mathematics, and machine learning, Arago brings together a lean team of engineers and scientists from the world&rsquo;s top companies and research labs.
 
 
 Composed of nine nationalities and operating from hubs in France, North America, and Israel, we believe in great science and fast achievements. Our work is guided by these core principles:
 
 
 <ul>
 <li>
 Do great things: we deliver work we&rsquo;re proud to sign our name to.
 </li>
 <li>
 High velocity: speed matters. We move quickly, one step at a time.
 </li>
 <li>
 One unit: we&rsquo;re all in this together, with relationships grounded in trust, respect, and camaraderie.
 
 
 </li>
 </ul>
 Arago is backed by executives from Apple, Arm, Nvidia, Microsoft, and Hugging Face, as well as prominent US and European deeptech venture firms and exited founders.
 
 
 
 What You&rsquo;ll Do
 
 
 
 You'll own talent acquisition end to end for our US operations, working directly with the CEO and CTOs to bring in the engineers and scientists who will define Arago's next chapter.
 
 
 This is a headhunting role first: you'll personally run and close the most critical searches across the Bay Area and beyond. As we grow, you'll mentor recruiters joining the team, define the processes and tactics that scale, and take the lead on the broader People function in North America. The path to Head of People (US) is real for someone who delivers.
 
 
 
 Required Skills And Experience
 
 
 
 <ul>
 <li>
 5+ years of recruiting experience, with a strong headhunting track record in deep tech, semiconductors, AI, or hardware.
 </li>
 <li>
 Proven ability to close senior technical talent (staff/principal engineers, research scientists, technical leadership) end to end, on your own.
 </li>
 <li>
 Experience in fast-moving startups or scale-ups, ideally Series A through C.
 </li>
 <li>
 Deep network in the Bay Area / Silicon Valley semiconductor and AI ecosystem.
 </li>
 <li>
 Sharp sourcing instincts and outreach that earns replies from hard-to-reach people.
 </li>
 <li>
 Comfort across geographies and timezones (US, France, Israel).
 </li>
 <li>
 You've designed processes from scratch, not just run them.
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Run and close candidates across hardware, optical, software, and research in the US.
 </li>
 <li>
 Partner with the CEO, CTOs, and engineering leads to scope roles and calibrate on talent.
 </li>
 <li>
 Build a proactive sourcing engine across the US, with close coordination with the European and Israeli hubs.
 </li>
 <li>
 Define and continuously sharpen Arago's interview process and hiring bar.
 </li>
 <li>
 Mentor recruiters as the team grows, and lead the broader People function in North America over time.
 </li>
 <li>
 Build Arago's employer brand in the US deep tech ecosystem.
 </li>
 <li>
 Track pipeline health and hiring velocity, and share clear updates with leadership.
 
 
 </li>
 </ul>
 
 Pay And Benefits
 
 
 
 <ul>
 <li>
 Competitive cash compensation, with final package based on location, experience, and the pay of team members in similar positions.
 </li>
 <li>
 Meaningful stock option plan offered at the earliest stage of the company (included in the majority of full time offers).
 </li>
 <li>
 Healthcare coverage (including family-friendly options), pension contributions, professional development support, and 25 days of PTO, in addition to public holidays.
 </li>
 <li>
 Ownership of a key technical domain, with significant vertical and/or horizontal growth opportunities, based on performance and individual drive.
 </li>
 <li>
 A high-paced, multicultural (with 10 nationalities), and engineering-led environment.
 </li>
 </ul>
</div>

Talent Acquisition Lead (USA)

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

Apex Opertaions

<div>We&rsquo;re Hiring &ndash; Talent Acquisition Team Lead (Remote | Egypt )
We are looking for a results-driven Talent Acquisition Team Lead to join our team remotely from Egypt, leading recruitment operations across the GCC market.
Job Responsibilities:<ul><li>Lead, manage, and mentor the Talent Acquisition team to achieve hiring targets.</li><li>Develop and execute effective recruitment strategies for GCC markets.</li><li>Manage full-cycle recruitment for mid to senior-level roles.</li><li>Monitor team performance, KPIs, and ensure consistent delivery.</li><li>Collaborate with stakeholders to understand hiring needs and workforce planning.</li><li>Improve recruitment processes, tools, and candidate experience.</li><li>Ensure high-quality candidate pipelines and timely hiring.</li><li>Prepare reports and analytics on recruitment performance .</li></ul>
Job Requirements:<ul><li>Based in Egypt (Fully Remote Role).</li><li>Proven experience as a TA Team Lead / Senior Recruiter.</li><li>Strong experience in GCC market is a MUST.</li><li>Excellent command of English (C1 &ndash; C2 level).</li><li>Strong leadership and team management skills.</li><li>Experience in high-volume and/or specialized hiring.</li><li>Ability to work in a fast-paced, target-driven environment.</li><li>Strong communication and stakeholder management skills .</li></ul>
What We Offer:<ul><li>Fully Remote Work.</li><li>Competitive Salary Package.</li><li>Dynamic &amp; Supportive Work Environment.</li><li>Career Growth &amp; Leadership Opportunities.</li></ul>
Apply Now and Join our Growing Team!</div>

Talent Acquisition Team Lead-Based in Egypt

Mountain Land Physical Therapy

<div>Description:

Mountain Land Physical Therapy is looking for a hands-on Talent Acquisition Manager to lead our recruiting function and personally support high-priority searches as we continue building one of the strongest hiring engines in the physical therapy industry. This isn&rsquo;t a strategy-only leadership role. We&rsquo;re looking for someone who genuinely enjoys the craft of recruiting, including sourcing candidates, improving outreach, building relationships, coaching a small team, making sense of messy data, solving tough searches, and helping candidates choose Mountain Land.
This role is a great fit for someone who wants to grow into a Director of Talent Acquisition over time but still loves being in the work and driving results day to day.
What You&rsquo;ll Do:<ul><li>
Improve candidate acceptance rates by understanding motivations, addressing objections, and clearly communicating Mountain Land&rsquo;s value proposition</li><li>
Lead full-cycle recruiting efforts while personally supporting high-priority searches, especially for revenue-generating and hard-to-fill clinical roles</li><li>
Source, engage, and close candidates in competitive healthcare and clinical markets</li><li>
Partner with hiring managers and HR leadership to align recruiting strategy with business and growth goals</li><li>
Track candidate dropout data and declined offers, turning insights into actionable improvements in the hiring process</li><li>
Lead and coach the talent acquisition team by establishing clear priorities, ownership, expectations, and accountability</li><li>
Manage recruiting operations and reporting using ATS, HRIS, and spreadsheet data to identify root causes and drive data-informed decisions</li><li>
Improve recruiting processes to increase consistency, data accuracy, compliance, and overall candidate experience</li><li>
Build and maintain talent pipelines (internal and external) to support current and future hiring needs</li><li>
Develop and strengthen partnerships with schools, workforce organizations, clinical programs, and other key talent channels</li></ul>
In this role, success means:<ul><li>
You maintain low vacancy rates and improve time-to-fill, especially during talent acquisition leadership transition</li><li>
You improve candidate conversion rates across key roles, including clinical and hard-to-fill positions</li><li>
You use recruiting data to identify trends and root causes, translating insights into practical, data-driven hiring initiatives</li><li>
You strengthen and develop the talent acquisition team through hands-on leadership, coaching, and accountability</li><li>
You build trust with hiring managers by listening, advising, and demonstrating strong subject-matter expertise in recruiting</li><li>
You partner cross-functionally to enhance employer branding, improve the recruiting tech stack, and scale hiring processes</li></ul>
Location:
This is a hybrid role based in Cottonwood Heights, Utah. Regular in-person presence is important for building trust with the TA team, HR leadership, operations leaders, and other internal partners.
Pay and Benefits: $85,000 - $100,000 annual salary, in addition to a robust benefit package including PTO, 401K match, medical insurance, wellness incentive, continuing education, and several other competitive benefits.
Why Join Mountain Land?
Mountain Land is growing, and talent acquisition is central to that growth. This role gives the right person the opportunity to lead a strong recruiting function, make an immediate business impact, and build toward broader Director of Talent Acquisition-level responsibility. You will have the chance to improve a recruiting function that already performs well, while helping shape the next stage of sourcing, candidate conversion, internal mobility, reporting, and talent pipeline development.
Requirements:
<ul><li>3&ndash;5+ years of recruiting experience</li><li>
Experience managing full-cycle recruiting</li><li>
Experience improving candidate conversion, offer acceptance, or hiring funnel outcomes</li><li>
Ability to interpret recruiting data and identify root causes behind hiring challenges</li><li>
Comfort working in a lean environment with manual reporting and imperfect systems</li><li>
Strong attention to detail, especially across recruiting and onboarding handoffs</li><li>
Experience using ATS, HRIS, and recruiting-related technology</li><li>
Bachelor&rsquo;s degree in Human Resources, Business, or a related field, or equivalent relevant experience</li><li>
Must be cleared on State and Federal Exclusion Lists and not appear on NPDB lists with negative notes</li></ul>
Preferred Qualifications<ul><li>
Experience managing a team</li><li>
Experience in a PE-backed, acquisition-heavy, high-growth, multi-site, or geographically dispersed organization.</li><li>
Experience recruiting in healthcare, physical therapy, clinical services, or other hard-to-staff service environments.</li><li>
Experience recruiting for rural, hard-to-fill, or revenue-generating roles.</li><li>
Experience partnering with schools, universities, workforce organizations, or external talent channels.</li><li>
Experience with Microsoft tools such as Excel, Power Automate, Power Apps, Power BI, or related Microsoft 365 tools.</li><li>
SHRM, talent acquisition, workforce planning, sourcing, or related certification.</li></ul></div>

Talent Acquisition Manager

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