talent acquisition leader

Tract Capital Management

<div>
 Tract Capital adopts a unique approach to digital infrastructure investment. Leveraging experience and strategic insights honed over three decades of creating successful companies in the space, we excel in nurturing and advancing leading-edge digital infrastructure enterprises. Our team of specialized experts are united by a singular purpose: to support the growth of digital infrastructure. Tract Capital goes beyond simple investment by acting as a strategic partner and catalyst for innovation within the sector. We ensure our engagements not only generate strong financial results but also develop essential digital infrastructure to meet growing demands.
 
 
 The Vice President of Talent Acquisition will lead Tract Capital&rsquo;s talent acquisition team, driving the sourcing, recruitment, and successful onboarding of top-tier professionals to support our mission of advancing digital infrastructure enterprises. This role will oversee the development and execution of successful recruitment strategies, foster a high-performance culture, partner closely with TCM hiring teams to ensure alignment with the company&rsquo;s strategic objectives. The ideal candidate is a seasoned leader with a proven track record in talent acquisition, exceptional interpersonal skills, and a deep understanding of the digital infrastructure sector.
 
 
 
 Job Responsibilities
 
 
 
 The successful candidate will have experience and practical expertise in the following:
 
 
 <ul>
 <li>
 Develop and implement a comprehensive talent acquisition strategy to attract top talent in the digital infrastructure and investment sectors.
 </li>
 <li>
 Create, manage, and scale the full recruitment lifecycle, including sourcing, interviewing, and onboarding, ensuring a seamless and positive candidate experience.
 </li>
 <li>
 Leverage data-driven recruitment metrics to optimize hiring processes and improve time-to-hire and quality-of-hire.
 </li>
 <li>
 Partner with hiring managers to run an effective interview process that results in the attraction, selection, and onboarding of top talent.
 </li>
 <li>
 Source, implement, and utilize recruiting technology to create a seamless process for candidates, recruiters and hiring managers.
 </li>
 <li>
 Lead, mentor, and develop a team of recruitment professionals to achieve recruiting goals.
 </li>
 <li>
 Partner with senior leadership to identify staffing needs and align recruitment efforts with workforce strategies.
 </li>
 <li>
 Partner with the Marketing team to build and evangelize the Tract Capital employee brand.
 </li>
 <li>
 Design and implement onboarding programs that ensure new hires are set up for success and ramp to productivity quickly.
 </li>
 <li>
 Stay informed on industry trends, labor market conditions, and emerging talent acquisition technologies to maintain a competitive edge.
 
 
 </li>
 </ul>
 
 Baseline Requirements
 
 
 
 
 
 Education, Professional Certification, and Licenses:
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree preferred.
 </li>
 <li>
 Professional certifications such as SHRM-CP, SHRM-SCP, or PHR are a plus.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 7+ years of experience in talent acquisition, with at least 3 years in a leadership role.
 </li>
 <li>
 Proven success in recruiting for specialized roles in the digital infrastructure, technology, or investment sectors.
 </li>
 <li>
 Experience building and scaling recruitment processes in a fast-paced, growth-oriented environment.
 </li>
 <li>
 Strong knowledge of applicant tracking systems (ATS) and recruitment technologies.
 
 
 </li>
 </ul>
 
 Competencies
 
 
 
 <ul>
 <li>
 Operational rigor to design and execute recruiting processes for rapid growth.
 </li>
 <li>
 Best in class talent acquisition experience in organizations undergoing rapid scale.
 </li>
 <li>
 Data-driven approach to measure recruiting success.
 </li>
 <li>
 Technically proficient in talent acquisition platforms and evolving AI tools.
 </li>
 <li>
 Exceptional leadership and team management skills.
 </li>
 <li>
 Strong interpersonal and communication skills, with the ability to build relationships with candidates, hiring manager, internal stakeholders and senior leaders.
 </li>
 <li>
 Effective management of key vendor and other 3rd party recruiting partners.
 
 
 </li>
 </ul>
 
 Travel And Schedule
 
 
 
 This is a hybrid position with 3 days a week in office plus occasional travel (5 - 10% of the time) to company offices or industry events as needed.
 
 
 Standard business hours with flexibility to accommodate global recruitment needs.
 
 
 
 Expected Salary Range
 
 
 
 Competitive salary commensurate with experience, ranging from $250,000 - $275,000
 
 
 Base Salary + Discretionary Bonus
 
 
 
 
 Tract Capital Employment
 
 
 
 
 Tract Capital employees enjoy competitive compensation and comprehensive benefits, including 100% employer-covered medical, dental, and vision insurance, a 401K program,
 
 
 standard paid holidays, and unlimited PTO.
 
 
 
 
 
 
 
 
 
 
 NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties to meet the organization's ongoing needs.
 
 
 Tract Capital is proud to be an Equal Opportunity Employer. Qualified applicants are considered for employment regardless of age, race, color, religion, sex, national origin, sexual orientation, gender identity, disability, or veteran status. If you need assistance applying for any of our open positions, please contact us at info@tractcapital.com.
</div>

Vice President of Talent Acquisition

EjadTech - إيجاد التقنية

<div>
 
 
 Job Purpose
 
 
 
 Lead and develop the organization&rsquo;s talent acquisition and workforce management function to ensure the attraction of high-caliber talent and maintain organizational workforce readiness. This role is responsible for developing effective talent acquisition strategies, workforce planning, analyzing organizational staffing needs, managing recruitment budgets, evaluating employee capabilities and performance, and strengthening professional partnerships to support the company&rsquo;s strategic objectives and growth plans.
 
 
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 1. Strategic Workforce Planning &amp; Talent Acquisition
 
 
 
 * Develop and implement talent acquisition strategies aligned with the company&rsquo;s strategic and operational objectives.
 
 
 * Lead workforce planning initiatives and analyze current and future staffing requirements in coordination with executive management and business units.
 
 
 * Analyze market trends and competitor practices to develop innovative recruitment solutions that enhance the company&rsquo;s competitive positioning.
 
 
 * Build proactive talent pipelines for critical and hard-to-fill positions.
 
 
 * Develop employer branding initiatives to strengthen the company&rsquo;s reputation as an employer of choice.
 
 
 
 
 
 
 2. Recruitment &amp; Talent Acquisition Operations
 
 
 
 * Oversee the full recruitment lifecycle from manpower request initiation through onboarding and joining.
 
 
 * Ensure the implementation of best practices and professional standards across sourcing, assessment, selection, and hiring processes.
 
 
 * Develop and enhance recruitment policies and procedures to improve operational efficiency and quality of hires.
 
 
 * Monitor the effectiveness of recruitment channels, agencies, and vendors while evaluating return on investment.
 
 
 * Lead candidate negotiation processes and manage job offers to ensure alignment between talent quality and budget considerations.
 
 
 
 
 
 
 3. Talent Evaluation, Performance Analysis &amp; Workforce Assessment
 
 
 
 * Lead employee capability and performance evaluation processes in coordination with various departments.
 
 
 * Analyze organizational structures and performance levels to identify workforce gaps and future staffing requirements.
 
 
 * Assess the effectiveness of existing employees and their alignment with business objectives and role expectations.
 
 
 * Evaluate vacancies and critical positions to identify needs related to replacement, succession planning, restructuring, or workforce optimization.
 
 
 * Provide strategic recommendations to executive management regarding talent retention, workforce development, and targeted replacement hiring when required.
 
 
 * Contribute to succession planning initiatives and identify high-potential talent to ensure business continuity and organizational sustainability.
 
 
 * Prepare analytical reports covering workforce readiness, performance indicators, talent retention risks, and future hiring needs.
 
 
 
 
 
 
 4. Budget Management &amp; Reporting
 
 
 
 * Develop and manage recruitment and talent acquisition budgets while ensuring cost optimization and efficient resource utilization.
 
 
 * Analyze recruitment and workforce KPIs and provide improvement recommendations to senior management.
 
 
 * Prepare executive and operational reports on recruitment progress, hiring efficiency, and achievement of workforce targets.
 
 
 
 
 
 
 5. Professional Partnerships &amp; Stakeholder Management
 
 
 
 * Build and manage strategic relationships with recruitment firms, educational institutions, consulting firms, and professional platforms.
 
 
 * Represent the company at recruitment events, career fairs, and talent acquisition initiatives.
 
 
 * Strengthen internal collaboration with executive leadership and department heads to ensure accurate understanding of operational and strategic workforce needs.
 
 
 
 
 
 
 6. Leadership &amp; Team Management
 
 
 
 * Lead, mentor, and develop the talent acquisition team to enhance operational and professional capabilities.
 
 
 * Promote a culture of performance excellence, accountability, quality, and efficiency.
 
 
 * Oversee task allocation, execution of departmental plans, and achievement of functional objectives.
 
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 * Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree is preferred.
 
 
 * Minimum of 8 years of experience in talent acquisition and recruitment, including leadership experience.
 
 
 * Strong expertise in workforce planning, talent acquisition strategies, and talent management.
 
 
 * Experience in employee capability assessment, performance analysis, and workforce planning.
 
 
 * Experience managing recruitment budgets and workforce-related KPIs.
 
 
 * Previous experience within technology companies, consulting firms, telecommunications companies, or fast-paced environments is highly preferred.
 
 
 * Advanced knowledge of HR systems and Applicant Tracking Systems (ATS).
 
 
 
 
 
 
 Required Skills
 
 
 
 * Strategic thinking and advanced analytical capabilities.
 
 
 * Strong leadership and people management skills.
 
 
 * Decision-making and executive recommendation capabilities.
 
 
 * Excellent communication, negotiation, and presentation skills.
 
 
 * Strong stakeholder and partnership management abilities.
 
 
 * Advanced reporting, analytics, and data interpretation skills.
 
 
 * Deep understanding of labor market trends and talent acquisition best practices.
 
</div>

Talent Acquisition Manager

Zoox

<div>
 We are seeking a
 
 Senior Director of Talent Acquisition
 
 to architect our global scaling strategy and lead a high-performing, 50+ person cross-functional organization.
 
 
 As a key member of the People Experience (PEx) leadership team, you will oversee the end-to-end talent lifecycle (from early career to executive search) ensuring our recruitment engine is a high-performance, scalable ecosystem. In this role, you will leverage innovative technology and visionary leadership to ensure our talent acquisition strategies remain as cutting-edge as our autonomous technology.
 
 
 
 In this role, you will...
 
 
 
 <ul>
 <li>
 Strategic Talent Architecture &amp; Vision: Create and execute Zoox&rsquo;s end-to-end talent strategy, both proactive and reactive external recruiting, encompassing company-wide hiring, which includes the university program, internal mobility initiatives, and executive recruiting.
 </li>
 <li>
 Team Development &amp; Leadership: Lead a high-performing cross-functional recruiting organization of at least 50+, fostering a culture of excellence and accountability through dedicated mentorship, coaching, and a focus on continuous operational improvement
 </li>
 <li>
 Operational Scaling &amp; Excellence : Engineer scalable talent processes, from initial sourcing to offer delivery, ensuring seamless, consistent candidate experience across all organizational levels and recruitment stages
 </li>
 <li>
 Talent Intelligence &amp; Data Storytelling: Establish a data-driven recruitment culture by architecting organization-wide reporting frameworks; translate complex talent metrics into high-impact narratives that empower executive leadership to optimize workforce planning and sourcing strategies
 </li>
 <li>
 Technology Enablement &amp; Innovation: Partner with the Manager of HR Technology to architect and evolve a scalable talent ecosystem and leverage AI as a strategic lever, driving enterprise-wide streamline and shifting organization&rsquo;s capacity toward high-impact human judgment and relationship-building.
 </li>
 <li>
 Strategic Partnership &amp; Executive Influence: Serve as a trusted advisor and strategic partner to the CEO, C-suite, and other senior business leaders, influencing talent-related decisions by aligning acquisition strategies with long-term workforce planning and business objectives.
 </li>
 <li>
 Organizational Leadership: Act as core partner on the People Experience (PEx) leadership team, contributing to the development and execution of a comprehensive, company-wide PEx strategy.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Team Leadership: 15+ years of TA leadership experience, including 3+ years at the Senior Director level leading organizations of 50+; proven expertise in a 'leader of leaders' model, managing 5+ direct report managers to drive high-performance cultures.
 </li>
 <li>
 Strategic Execution: Extensive experience developing and executing end-to-end talent strategies for top talent built on proven experience recruiting in a complex, high-growth technical environment (Autonomous Systems, AI/ML, Hardware).
 </li>
 <li>
 Change &amp; Operational Leadership : Data-driven decision-maker with track record designing and implementing talent ecosystems (e.g. KPIs, scorecards, and metrics) to optimize TA effectiveness; preferred experience of pioneering use of AI as a strategic lever.
 </li>
 <li>
 Executive Presence &amp; Influencing: Exceptional executive presence, with strong written and verbal communication skills, with the ability to influence and present to C-level executives.
 </li>
 <li>
 Collaboration: Track record of building deep, trusted cross-functional relationships across all functional areas to drive a unified PEx strategy.
 </li>
 <li>
 Problem Solving: Proven ability to navigate ambiguity and fast-paced environments, excelling at thinking critically to solve complex organizational bottlenecks and taking decisive action in a high-stakes, evolving industry.
 </li>
 <li>
 Functional Expertise : Strong familiarity with the external technology talent market, with a deep understanding of emerging trends in talent acquisition and workforce planning (eg. VNDLY, Lever, Workday (WD), ServiceNow, and other industry-leading software platforms.)
 </li>
 <li>
 Education: Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field.
 
 
 </li>
 </ul>
 $296,000 - $355,000 a year
 
 
 
 Base Salary Range
 
 
 
 There are three major components to compensation for this position: salary, Amazon Restricted Stock Units (RSUs), and Zoox Stock Appreciation Rights. A sign-on bonus may be offered as part of the compensation package. The listed range applies only to the base salary. Compensation will vary based on geographic location and level. Leveling, as well as positioning within a level, is determined by a range of factors, including, but not limited to, a candidate's relevant years of experience, domain knowledge, and interview performance. The salary range listed in this posting is representative of the range of levels Zoox is considering for this position.
 
 
 Zoox also offers a comprehensive package of benefits, including paid time off (e.g. sick leave, vacation, bereavement), unpaid time off, Zoox Stock Appreciation Rights, Amazon RSUs, health insurance, long-term care insurance, long-term and short-term disability insurance, and life insurance.
 
 
 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
</div>

Senior Director, Talent Acquisition

GEICO

<div>
 
 At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.
 
 
 
 
 Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.
 
 
 
 
 When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
 
 
 
 As the Senior Director, Talent Acquisition Enablement and Operations you will drive scalability, optimization, and operational excellence across our global talent acquisition function. This role will be instrumental in building and evolving the systems, processes, and tools that enable our recruiting teams to operate efficiently and effectively as we continue to scale our workforce strategically across key geographies.
 
 
 Reporting to the Head of Talent as a key member of the Talent leadership team, you will partner closely with recruiting leaders, Finance, HRBPs, People Operations, and technology teams to optimize our talent acquisition technology stack, drive data-driven decision making, and lead critical change management initiatives that support our evolving hiring strategy.
 
 
 
 What You&rsquo;ll Do
 
 
 
 Enablement
 
 
 <ul>
 <li>
 Design, implement, and continuously optimize talent acquisition processes, workflows, and systems to drive efficiency, consistency, and scalability across global recruiting operations
 </li>
 <li>
 Drive change management for major talent acquisition transformations, including communication planning, stakeholder engagement, training development, and adoption tracking
 </li>
 <li>
 Lead talent acquisition enablement initiatives including recruiter onboarding, ongoing training programs, process documentation, and the creation of resources that enable teams to execute effectively
 
 
 </li>
 </ul>
 Reporting &amp; Analytics
 
 
 <ul>
 <li>
 Partner with People Tech to configure workflows, build reporting capabilities, and ensure seamless integration with Workday HRIS
 </li>
 <li>
 Build and maintain comprehensive reporting and analytics frameworks that provide visibility into recruiting metrics, capacity planning, and operational performance across regions and functions
 </li>
 <li>
 Identify opportunities for automation and process improvement, leveraging technology to reduce manual work and increase recruiter productivity
 
 
 </li>
 </ul>
 Vendor Management
 
 
 <ul>
 <li>
 Manage vendor relationships and evaluate new tools and technologies to enhance talent acquisition capabilities
 </li>
 <li>
 Provide end-to-end support for vendor enablement and management inclusive of vendor decision making, engagement, enablement, and relationship management.
 </li>
 <li>
 Development of project charter, documentation of requirements, and support through deal review/business justification decks
 
 
 </li>
 </ul>
 Emerging Talent Programs
 
 
 <ul>
 <li>
 Lead workforce and talent planning for emerging careers, including annual demand collection, requisition strategy, intern‑to‑FTE conversion planning, and budget alignment in partnership with key stakeholders
 </li>
 <li>
 Oversee sourcing, selection, and conversion strategies to deliver a strong, inclusive candidate experience and high‑quality early career hires globally
 </li>
 <li>
 Drive early talent strategies through impactful branding, event planning, intern programming, ambassador training, digital outreach, and high-touch candidate engagement.
 </li>
 <li>
 Establish and maintain pipelines with diverse colleges, universities, and professional organizations to attract underrepresented talent.
 
 
 </li>
 </ul>
 People Leadership
 
 
 <ul>
 <li>
 Lead, manage and coach a distributed Enablement, Operations and Candidate Experience team
 </li>
 <li>
 Partner with Finance, HRBP and People Operations teams to ensure alignment between talent acquisition systems, workforce planning processes, and organizational design initiatives
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Bring
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree or equivalent experience in Business, Human Resources, or related field preferred.
 </li>
 <li>
 10+ years of progressive leadership experience, including leading people managers and geographically distributed teams, in talent acquisition operations, enablement, or related roles supporting recruiting at scale
 </li>
 <li>
 Proven track record of developing and implementing strategic talent initiatives in dynamic environments.
 </li>
 <li>
 Exceptional communication, interpersonal, and influencing skills.
 </li>
 <li>
 Strong knowledge of compliance, HR best practices, and change management principles.
 </li>
 <li>
 Strong working knowledge of Workday HRIS with experience integrating recruiting and HR systems
 </li>
 <li>
 Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments
 </li>
 <li>
 Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools
 </li>
 <li>
 Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights
 </li>
 <li>
 Excellent project management skills with ability to manage multiple complex initiatives simultaneously, utilizing strong communication skills (written and verbal)
 </li>
 <li>
 Collaborative partnership approach with ability to influence stakeholders at all levels without direct authority
 </li>
 <li>
 Systems thinking mindset with ability to see connections between processes, tools, and organizational strategy
 </li>
 <li>
 Comfort with ambiguity and ability to operate effectively in a fast-paced, evolving environment
 </li>
 <li>
 Demonstrated track record of building scalable processes and systems from the ground up in high-growth environments
 </li>
 <li>
 Exceptional change management skills with experience leading organizational transformations and driving adoption of new processes or tools
 </li>
 <li>
 Strong analytical capabilities with experience building reporting frameworks, analyzing recruiting metrics, and translating data into actionable insights
 
 
 </li>
 </ul>
 
 Annual Salary
 
 
 
 $195,000.00 - $315,000.00
 
 
 The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate&rsquo;s work experience, education and training, the work location as well as market and business considerations.
 
 
 At this time, GEICO will not sponsor a new applicant for employment authorization for this position.
 
 
 
 The GEICO Pledge
 
 
 
 
 Great Company:
 
 At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.
 
 
 We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.
 
 
 
 Great Careers:
 
 We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.
 
 
 
 Great Culture:
 
 We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.
 
 
 As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.
 
 
 
 Great Rewards:
 
 We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.
 
 
 <ul>
 <li>
 Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.
 </li>
 <li>
 Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.
 </li>
 <li>
 Access to additional benefits like mental healthcare as well as fertility and adoption assistance.
 </li>
 <li>
 Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.
 
 
 </li>
 </ul>
 The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.
 
 
 GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.
</div>

Senior Director, Talent Acquisition Enablement and Operations

Lila Sciences

<div>
 
 Your Impact at LILA
 
 
 
 Lila is building at the frontier of AI-driven science, and the quality of our team is the most important variable in our success. As Director of Talent Acquisition, you will lead a team of recruiters, sourcers, and TA Operations professionals maintaining a critically high talent bar across AI, Software, and Scientific hiring.
 
 
 You will set the strategic direction for how Lila finds, attracts, and closes exceptional talent in some of the most competitive markets in the world, designing interview processes, developing bespoke sourcing strategies, and building the metrics infrastructure to track what's working. You will also coach and mentor your team, raising the overall craft of the function.
 
 
 The right person is deeply curious about highly technical disciplines, well-networked across AI, Software, and Science talent communities, and driven to multiply the brilliance and culture of the company with every hire. You operate with high autonomy and are motivated by building a talent function that is itself a competitive advantage.
 
 
 
 What You'll Be Building
 
 
 
 <ul>
 <li>
 Lead and develop a team of recruiters, sourcers, and TA Operations professionals, setting high standards for performance, craft, and candidate experience
 </li>
 <li>
 Own full-cycle recruiting strategy across the entire company, scaling the organization across multiple technical disciplines, functions, and geographies
 </li>
 <li>
 Design and continuously improve interview processes, sourcing strategies, and closing approaches for highly technical and competitive roles
 </li>
 <li>
 Build and deploy AI-powered tools and custom sourcing methodologies that raise the ceiling on how Lila recruits, and socialize best practices up to and including the C-suite
 </li>
 <li>
 Build and manage recruiting metrics and reporting infrastructure to track pipeline health, conversion rates, time-to-fill, and quality of hire
 </li>
 <li>
 Serve as a thought partner to senior leadership on talent market trends, hiring forecasts, and team-building strategy
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Need To Succeed
 
 
 
 <ul>
 <li>
 10+ years of recruiting experience, with at least 3 years building and leading high-performing TA teams in a fast-growing company
 </li>
 <li>
 Demonstrated success developing recruiter capability, raising the bar on sourcing craft, candidate quality, and team-wide performance
 </li>
 <li>
 Deep technical recruiting expertise across multiple of the following: AI/ML, Software Engineering, Scientific research
 </li>
 <li>
 Proven ability to scale a recruiting function across disciplines, geographies, and role types as a company grows
 </li>
 <li>
 Track record of building and deploying AI-powered tools and custom sourcing methodologies that give the team a structural advantage
 </li>
 <li>
 Strong command of recruiting metrics and the ability to translate data into team priorities and hiring strategy
 </li>
 <li>
 Advises senior leadership and hiring managers on talent strategy and how to build world-class teams at scale
 
 
 </li>
 </ul>
 
 Bonus Points For
 
 
 
 <ul>
 <li>
 Experience scaling TA functions at high-growth companies from early stage through significant organizational expansion
 </li>
 <li>
 Familiarity with the talent landscape in AI, biotech, or deep tech
 </li>
 <li>
 Experience recruiting internationally or building multi-region hiring pipelineS
 
 
 </li>
 </ul>
 CompensationWe offer competitive base compensation with bonus potential and generous early-stage equity. Your final offer will reflect your background, expertise, and expected impact.U.S. Benefits. Full-time U.S. employees receive a comprehensive benefits program including medical, dental, and vision coverage; employer-paid life and disability insurance; flexible time off with generous company wide holidays; paid parental leave; an educational assistance program; commuter benefits, including bike share memberships for office based employees; and a company subsidized lunch program.International Benefits. Full-time employees outside the U.S. receive a comprehensive benefits program tailored to their region. USD salary ranges apply only to U.S.-based positions; international salaries are set to local market.
 
 
 Expected Base Salary Range: $168,000 USD - $272,000 USD
 
 
 
 About LILA
 
 
 
 Lila Sciences is building Scientific Superintelligence&trade; to solve humankind's greatest challenges. We believe science is the most inspiring frontier for AI. Rather than hard-coding expert knowledge into tools, LILA builds systems that can learn for themselves.
 
 
 LILA combines advanced AI models with proprietary AI Science Factory&trade; instruments into an operating system for science that executes the entire scientific method autonomously, accelerating discovery at unprecedented speed, scale, and impact across medicine, materials, and energy. Learn more at www.lila.ai.
 
 
 Guided by our core values of truth, trust, curiosity, grit, and velocity, we move with startup speed while tackling problems of historic importance. If this sounds like an environment you'd love to work in, even if you don't meet every qualification listed above, we encourage you to apply.
 
 
 
 We&rsquo;re All In
 
 
 
 Lila Sciences is committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status.
 
 
 Information you provide during your application process will be handled in accordance with our Candidate Privacy Policy.
 
 
 
 A Note to Agencies
 
 
 
 
 Lila Sciences does not accept unsolicited resumes from any source other than candidates. The submission of unsolicited resumes by recruitment or staffing agencies to Lila Sciences or its employees is strictly prohibited unless contacted directly by Lila Science&rsquo;s internal Talent Acquisition team. Any resume submitted by an agency in the absence of a signed agreement will automatically become the property of Lila Sciences, and Lila Sciences will not owe any referral or other fees with respect thereto.
 
</div>

Director / Senior Director, Talent Acquisition

Hoxton Circle

<div>
 
 
 Vice President, Head of Human Resources - PE Firm
 
 
 
 
 Hybrid Role - Mid Town Manhattan
 
 
 
 
 
 
 
 A Note from Me &amp; About the Firm
 
 
 
 
 
 
 I've worked with this PE firm for years and they are genuinely one of my favorite clients, which is why I'm excited about this search. A few things that make them different:
 
 <ul>
 <li>
 They are the rare PE firm that is actually down to earth. Incredibly smart, work hard, but also fun to be around. Kind and decisive, which you don't always get together.
 </li>
 <li>
 They genuinely value their people. They sit on weekly recruiting calls with me for portfolio company roles more junior than any other PE firm I work with, because they understand how much talent matters at every level. They spend their time in the right places.
 </li>
 <li>
 The team is around 40 people, a strong mix of hungry early-career talent and seasoned senior professionals.
 </li>
 <li>
 They are completely receptive to HR and hungry for it. They will back initiatives with real budget. For the right person, this is an unusually good platform to build something.
 </li>
 </ul>
 
 
 
 
 
 The Opportunity
 
 
 
 
 
 
 The VP, Head of Human Resources will lead internal talent and human capital strategy for the firm. This is a strategic partner role to the Partners and deal team, responsible for building a high-performing, engaged organization through best-in-class recruiting, performance management, compensation, leadership development, and cultural engagement.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Talent Acquisition &amp; Workforce Planning
 
 
 <ul>
 <li>
 Lead end-to-end recruiting across the firm, partnering with Partners and deal teams on role scope, candidate profiles, and hiring priorities
 </li>
 <li>
 Build proactive talent pipelines and manage relationships with search partners
 </li>
 <li>
 Drive a rigorous, structured interview and assessment process
 </li>
 </ul>
 
 
 Performance Management &amp; Talent Development
 
 
 <ul>
 <li>
 Design and execute goal setting, mid-year and year-end reviews, and ongoing feedback mechanisms
 </li>
 <li>
 Build career pathing and development planning to support retention and growth
 </li>
 <li>
 Partner with leadership to identify high-potential talent and build succession plans
 </li>
 </ul>
 
 
 Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Facilitate the firm's compensation philosophy, benchmarking, and internal equity
 </li>
 <li>
 Manage annual compensation cycles including base, bonus, and incentive design
 </li>
 <li>
 Oversee competitive benefits programs
 </li>
 </ul>
 
 
 Culture, Engagement &amp; Leadership Development
 
 
 <ul>
 <li>
 Strengthen firm culture and employee experience through engagement initiatives and internal communications
 </li>
 <li>
 Design leadership development programs for investment professionals and functional leaders
 </li>
 <li>
 Lead planning and execution of firmwide meetings, offsites, and the summer intern program
 </li>
 </ul>
 
 
 HR Operations
 
 
 <ul>
 <li>
 Oversee HR policies, systems, employee lifecycle, and compliance with employment laws
 </li>
 <li>
 Build scalable HR infrastructure to support firm growth
 </li>
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 Ideal Background
 
 
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 8&ndash;15+ years in HR, talent, or human capital leadership roles
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 Experience in private equity, investment firms, or high-performance professional services strongly preferred
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 Track record partnering with senior leadership on talent strategy and organizational development
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 Deep expertise across recruiting, performance management, compensation, and organizational development
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 Strong executive presence, sound judgment, and discretion with sensitive matters
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 Data-driven, pragmatic, and solutions-oriented with high ownership
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 </ul>
 
 
 
 
 
 Compensation:
 
 
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 $200k base salary + 30% cash bonus
 
 and flexible for the right candidate
 
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 </ul>
 
 
 
 
 
 Hybrid Schedule:
 
 
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 4 days per week in office in mid-town Manhattan, walkable from Grand Central or Penn Station.
 </li>
 </ul>
</div>

Vice President Human Resources (Private Equity)

Waséyabek Development Company

<div>Mission:
Was&eacute;yabek Development Company, LLC (WDC) is a legal entity, created and wholly owned by the Nottawaseppi Huron Band of the Potawatomi (NHBP), a federally recognized Indian Tribe. WDC is committed to fostering the development of a stable, diversified economy for members of the Band which will contribute to their long-term wealth and economic self-sufficiency, while managing risk and creating quality employment opportunities.
Position Summary:
This position will function as the Talent Acquisition Manager under the direction of the Waseyabek Federal Group (WFG) President. The incumbent in this position is responsible for formulating the strategy, policies, procedures, and systems for the Federal Talent Acquisition function ensuring compliance with Federal business and Tribal hiring preference practices. The candidate will be a key leader on the growth team, providing innovative thought leadership in attracting, selecting, and onboarding future talent across a highly diverse portfolio of businesses. While the WFG group is located in Grand Rapids, MI, this position is fully remote.
Responsibilities:<div><ul><li>
Develop robust and innovative talent acquisition strategies, processes, and procedures that support our diverse portfolio of businesses.</li><li>
Develop annual strategic priorities and budgeting for the Talent Acquisition function in alignment with WFG priorities and manage performance throughout the year.</li><li>
Identify and launch recruitment technologies that improve the effectiveness of the talent acquisition process and develop associated training materials for all users.</li><li>
Lead the recruitment process for key positions across diverse business portfolios.</li><li>
Partner with human resources and hiring managers to create a comprehensive and engaging onboarding process for new hires.</li><li>
Anticipate future talent needs by building a diverse external pipeline and network for proposal efforts</li><li>
Manage staffing agency and supplier relationships, contracts, and performance.</li><li>
Establish talent acquisition metrics, scorecards and reporting to effectively measure and improve performance.</li><li>
Partner with the marketing team on creative recruitment marketing strategies and the re-engineering of the business career site and supporting social media pages to improve our employer brand and reach.</li><li>
Develop a university relations strategy and associated intern, co-op, and early career programs and outreach initiatives that complement our workforce planning strategy.</li><li>
As the business scales up, refine the organizational/team structure to meet recruitment demand.</li><li>
Ensure compliance with Native American Hiring Preference, Federal Contracting Regulations, and Affirmative Action Plan requirements.</li><li>
Perform, direct, and oversee subordinate staff to achieve planned performance goals for the department(s).</li><li>
Identify and train a back-up(s) to manage key tasks when absent.</li><li>
Additional functions not specifically outlined in this position description as directed by the leader.</li></ul></div>
Minimum Qualifications, Knowledge, Skills, and Abilities:<div><ul><li>
Applicants must possess any education, training or experience necessary to perform all essential duties and responsibilities associated with the position. Education, training and experience indicative of an individual's ability to perform all essential job duties and responsibilities include the following:</li><li>
A Bachelor's degree in Business with a specialization in Human Resources preferred.</li><li>
At least 5 years of experience in Talent Acquisition in the Federal contracting space</li><li>
Excellent English writing, oral, presentation and communication skills.</li><li>
Proven track record building trusted stakeholder relationships at all career levels and maintaining relationships in a team-oriented environment.</li><li>
Advanced proficiency with applicant tracking systems, social media platforms, and EEO compliance.</li><li>
Strong project management skills with proven track record managing a complex process or system implementation.</li><li>
Prior experience developing and executing recruitment marketing campaigns.</li><li>
Steward the organizational culture with a focus on teamwork, collaboration, and commitment to service amidst a diverse colleague and customer base.</li><li>
Ability to quickly adapt focus, adjust schedule and problem solve to meet evolving work demands and needs of supervisor and other stakeholders.</li><li>
Must possess understanding and ability to work with and promote Native American culture and Native American hiring preferences.</li><li>
Ability to pass a pre-employment drug screen</li><li>
Ability to pass an extensive background investigation, including but not limited to personal and professional financial history, nationwide criminal record search, credit check and other relevant background information deemed necessary by WDC.</li></ul></div>
Core Competencies:
Managerial Proficiency- Focuses on the development and productivity of employees by setting clear expectations and objectives, providing ongoing coaching and feedback, constructively addressing, or seeking assistance to properly address employee concerns.
Vision- Supports and builds a shared vision with stakeholders across the organization. Engages others in translating vision into action. Supports and clearly communicates organizational direction and priorities.
Executive Communication-Communication with other managers and Company's Executive team in an accurate, clear, thorough, concise, well-organized, and timely manner. Strives to avoid surprising stakeholders with emerging information of situation reports. Strives for transparency in all communications.
Accountability and Management- Demonstrates accountability and responsibility for own work and the work of employees. Translates objectives into meaningful performance measures and aligns performance plan with organizational goals. Achieves meaningful results by putting in the necessary time and effort and following through to ensure quality outcomes through own work and the actions and contributions of subordinates and the organization as a whole.
Leading Change-Leads the organization, anticipates, and is postured to progress with changing business trends, viewpoints, political climate, and requirements without any performance declinations.
Developing Talent- Leads employees in reaching their maximum potential by encouraging professional development, providing all necessary tools to succeed, and fostering employee growth and advancement.
Financial Management- Effectively manages budgets and costs by maintaining effective budgetary controls, constructing contingency plans to stay within budgetary constraints, reducing expenses, and/or developing revenue generating opportunities.
Travel Requirements:
Some travel may be required, up to 20% of the time. The travel may be local or national and may be by car, rail, or air.
Disclaimer:
This job description indicates in general the nature and levels of work, knowledge, skills, abilities and other essential functions (as covered under the Americans with Disabilities Act) expected of an incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.
Hiring Preference:
Native American &amp; Veteran Hiring Preferences will be applied in accordance with WDC policy
Was&eacute;yabek Development Company is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity Employer making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class.</div>

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