vice president of talent acquisition

College Track

<div>This search will be led by DSG | Koya, please apply for this role by filling out this Talent Profile for DSG, not through the College Track Website.

___________________________________________________________________________________________________
<h3 class="jobSectionHeader">
Vice President People and Culture</h3>

College Track | Oakland, CA (Hybrid) | Full-Time ExemptCompensation: $200,000 &ndash; $225,000
<h4 class="jobSectionHeader">
The Opportunity</h4>

College Track is seeking a Vice President of People &amp; Culture to serve as the chief architect of our human capital ecosystem. We are at a pivotal inflection point, transitioning from a foundation of thoughtful design to a scaled, future-ready organization. We are seeking a visionary leader who can move beyond the status quo to evolve our existing people strategy into a high-impact engine for organizational growth.

Reporting to the Chief Finance and Operating Officer, the VP will serve as the leader of the People &amp; Culture function and extension of the executive leadership team, ensuring that our &ldquo;North Star&rdquo; mission is mirrored in our internal culture, talent architecture, and organizational discipline.

The VP will be tasked with guiding the organization beyond functional management to drive enterprise-wide change. Success in this role is defined by your ability to:
<ul>
<li>Architect the Future: Transform long-term organizational ambitions into a sophisticated people roadmap, ensuring our talent pipelines are built for scale and sustainability.
</li>
<li>Lead with Intention: Move beyond urgency to lead with clarity, ensuring that every people-related system&mdash;from performance frameworks to total rewards&mdash;is designed with consistency and impact.
</li>
<li>Cultivate Executive Partnership: Serve as a high-level advisor to senior and peer-level leaders, guiding them through complex organizational design and talent decisions with a focus on long-term health and risk mitigation.
</li>
</ul><h4 class="jobSectionHeader">What You&rsquo;ll Step Into</h4>

The VP of People &amp; Culture will join an organization with strong momentum, a clear strategic direction, and a thoughtful foundation already in place&mdash;alongside a meaningful opportunity to elevate execution, consistency, and enterprise alignment. This includes:
<ul>
<li>A multi-year people strategy with defined priorities, KPIs, and quarterly deliverables
</li>
<li>An organization at an inflection point, with the opportunity to translate strategy into enterprise-wide practices, behaviors, and systems
</li>
<li>Core HR infrastructure that will benefit from continued refinement, stabilization, and scaling across compliance, payroll, leave, and employee relations
</li>
<li>A diverse, mission-driven, and largely early-career workforce, with the opportunity to strengthen employee experience, engagement, and retention at scale
</li>
<li>A collaborative and committed senior leadership team seeking a strategic partner in organizational design, talent strategy, and workforce planning
</li>
</ul><h4 class="jobSectionHeader">Primary Responsibilities</h4>

1. Architect and Steward Enterprise People Strategy
<ul>
<li>Own and evolve the organization&rsquo;s multi-year People Strategy, ensuring tight alignment between workforce planning and College Track&rsquo;s programmatic goals.
</li>
<li>Ensure full alignment between people strategy, organizational design, and business priorities
</li>
<li>Translate long-term vision into clear strategic priorities, sequencing, and execution roadmaps across the organization
</li>
<li>Bring an external, forward-looking perspective on workforce trends and the future of work to ensure continued relevance and competitiveness
</li>
<li>Serve as a strategic advisor to the executive team, influencing enterprise-level decision-making on talent, structure, and organizational direction
</li>
<li>Serve as a strategic &ldquo;North Star&rdquo; for the Senior Leadership Team, bringing a forward-looking perspective on workforce trends and organizational effectiveness
</li>
</ul>2. Lead Organizational Design, Workforce Strategy, and Change Management
<ul>
<li>Lead organizational design efforts to ensure structures, roles, and operating models support scale, clarity, and accountability
</li>
<li>Develop and drive long-term workforce strategy, including workforce planning, capability building, and leadership development
</li>
<li>Partner with senior leaders to align team structures and talent strategies with evolving organizational needs
</li>
<li>Lead enterprise change management efforts, ensuring the organization can effectively adopt and sustain new ways of working
</li>
<li>Establish frameworks that define high performance and enable consistency across teams and geographies
</li>
<li>Design and implement integrated, scalable systems across the entire employee lifecycle (Attraction, Development, Retention, and Succession)
</li>
<li>Shift the People &amp; Culture function from a service provider to a strategic partner, optimizing vendor relationships and internal systems to drive data-informed decision-making
</li>
<li>Define and establish frameworks for organizational accountability, connecting high performance to professional development and total rewards
</li>
</ul>3. Design and Institutionalize Scalable People Systems
<ul>
<li>Design and institutionalize integrated, scalable people systems across talent acquisition, performance management, total rewards, employee experience, and workforce analytics
</li>
<li>Ensure systems are cohesive, data-informed, and aligned to enterprise priorities
</li>
<li>Establish clear standards, processes, and governance that enable consistency and operational excellence at scale
</li>
<li>Assess and optimize how work gets done across the People function, including systems, vendor partnerships, and team structure
</li>
<li>Use data and insights to inform decision-making, measure impact, and drive continuous improvement
</li>
</ul>4. Elevate Employee Relations as a Strategic Enterprise Capability
<ul>
<li>Elevate employee relations as a critical enterprise function that shapes culture, mitigates risk, and enables leadership effectiveness
</li>
<li>Oversee complex and sensitive employee situations with sound judgment, consistency, and legal integrity
</li>
<li>Coach and equip leaders to effectively manage performance, provide feedback, and navigate challenging personnel decisions
</li>
<li>Ensure the organization has clear, consistent, and values-aligned approaches to employee experience and conflict resolution
</li>
<li>Strengthen trust, accountability, and clarity across the organization through strong people practices
</li>
</ul>5. Drive Communication, Alignment, and Leadership Effectiveness
<ul>
<li>Serve as a clear, confident, and influential communicator on complex people-related topics at the executive and organizational levels
</li>
<li>Architect communication systems that ensure transparency, alignment, and a deep sense of connection across a diverse, distributed workforce.
</li>
<li>Navigate differing perspectives with diplomacy and authority, aligning stakeholders toward shared outcomes
</li>
<li>Strengthen leadership capability across the organization through coaching, guidance, and consistent expectations
</li>
<li>Foster enterprise-wide clarity on performance, expectations, and organizational priorities
</li>
</ul>6. Shape Talent, Culture, and Employee Experience
<ul>
<li>Develop and drive a forward-looking talent strategy that strengthens College Track&rsquo;s ability to attract, retain, and develop high-impact talent
</li>
<li>Integrate diversity, equity, and inclusion into talent strategy, leadership practices, and organizational systems
</li>
<li>Enhance employee engagement, experience, and retention across a diverse and distributed workforce
</li>
<li>Lead and develop a high-performing People &amp; Culture team, setting a strong standard for enterprise impact, service, and execution
</li>
<li>Oversee People &amp; Culture budgeting and resource planning in partnership with Finance
</li>
<li>Foster a high-performing culture that is both inclusive and reflective of the communities we serve, ensuring our values are woven into the architecture of the organization rather than treated as a separate initiative.
</li>
<li>Strengthen College Track&rsquo;s Employee Value Proposition (EVP) to ensure we remain a destination for mission-driven talent in a competitive market.
</li>
</ul>What We&rsquo;re Looking For
<ul>
<li>15+ years of progressive leadership experience with a proven track record of architecting people functions in complex, multi-state, or scaling organizations.
</li>
<li>Executive Presence: Ability to influence, challenge, and partner with C-suite leaders, peer-level leaders, and with Board members as necessary.
</li>
<li>Systems Thinking: A demonstrated ability to see the &ldquo;big picture&rdquo; and build durable structures that outlast any individual leader.
</li>
<li>Analytical Fluency: The ability to use data not just to report on the past, but to predict and prepare for the future.
</li>
<li>Expert Communicator: A direct, confident, and independent communicator who can navigate nuances and align stakeholders toward shared outcomes.
</li>
<li>Deep expertise in employee relations, including navigating complex and sensitive situations with sound judgment
</li>
<li>Ability to serve as a credible, influential advisor to senior leaders and drive high-stakes decision-making
</li>
<li>Experience operating in fast-paced, evolving environments with a balance of urgency, strategic discipline and change management
</li>
<li>Proven ability to coach and develop leaders in performance management and team leadership
</li>
<li>Bachelor&rsquo;s degree required
</li>
</ul>Preferred
<ul>
<li>Experience navigating organizational growth within both nonprofit and for-profit sectors.
</li>
<li>Advanced degree (MBA, Org Development) or executive HR certification (e.g., SPHR, SHRM-SCP).
</li>
<li>Multi-state HR leadership experience
</li>
<li>Experience supporting organizations serving first-generation college students or historically underserved communities
</li>
</ul><h4 class="jobSectionHeader">Compensation and Benefits</h4>

This position is full-time exempt with a compensation range of $200,000&ndash;$225,000, depending on experience.

College Track provides access to extensive benefits centered around three core areas of wellness: health care, work-life balance, and financial security. Employees receive up to 27 discretionary time off days (sick and vacation), in addition to 28 paid office closures and holidays in the first year of employment.

Additional Expectations
<ul>
<li>Location: Bay Area presence strongly preferred; proximity to the Oakland office will support effectiveness in this role
</li>
<li>Travel: Willingness to travel periodically to College Track sites
</li>
</ul><h4 class="jobSectionHeader">Values Alignment</h4>

This leader will embody College Track&rsquo;s values in action&mdash;fostering an environment where people feel connected to the mission, supported in their growth, and clear on expectations. They balance empathy with accountability and help build a culture where individuals and teams are both inspired and empowered to perform at their highest level.

Interested? Apply HERE</div>

Vice President of People and Culture

Greenfield Global

Job Title: Director, Talent Acquisition
 Department: People & Culture
 Reporting to: Chief People & Enterprise Excellence Officer
 Location: Any Greenfield Global location (Global Scope)
 Employment Type: Full-Time, Permanent
 Vacancy Status: This position is vacant.
 
Greenfield is looking for a Director, Talent Acquisition to join our growing team.
 
Position Overview
 Greenfield Global is seeking a Director of Talent Acquisition to build and lead a modern, globally aligned talent acquisition function that supports our growth strategy.
 
This role will design and implement the global strategy, systems, and processes for all pre-hire talent activities, including Employer Branding, Talent Attraction, and Talent Acquisition. The Director will be responsible for ensuring Greenfield attracts, engages, and hires the talent needed to execute our business strategy across North America and Europe.
 
This is a build-mode leadership role. The current recruiting approach is decentralized and highly manual. The Director of Talent Acquisition will establish a globally consistent recruiting strategy supported by modern systems, clear workflows, and measurable outcomes. Experience in Change Management a plus as we bring the business along in the newly established mode of working.
 
This leader will own the entire pre-hire talent lifecycle and ensure a seamless handoff into onboarding once candidates become employees.
 
The Director will directly manage one dedicated Talent Acquisition professional and coordinate recruiting activities across the organization by leveraging site-level People & Culture generalists.
 This role requires a leader who is equally comfortable designing strategy, implementing technology-enabled processes, and driving operational excellence.
 
Who We Are: 
Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet.
 
Why Join Greenfield?
 
We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team.
 
Who You Are: 
<ul>
<li>Strategic thinker with strong operational execution.</li>
<li>Ability to influence leaders and drive alignment across a distributed organization.</li>
<li>Skilled in process design, workflow development, and operational improvement.</li>
<li>Strong analytical and data-driven decision-making skills.</li>
<li>Bilingual - English & French is a plus</li>
</ul>
Your Experience Should Include
 
<ul>
<li>8–12+ years of progressive experience in talent acquisition or recruiting leadership.</li>
<li>Demonstrated experience designing or transforming a scalable recruiting function.</li>
<li>Experience recruiting within industrial, manufacturing, or technical environments strongly preferred.</li>
<li>Experience supporting multi-site or international hiring. Greenfield is located in the United States, eastern Canada and Ireland.</li>
<li>Expert-level proficiency with Dayforce HRIS, particularly recruiting workflows and reporting.</li>
<li>Experience implementing or optimizing recruiting technology platforms.</li>
<li>Strong understanding of modern sourcing tools, recruiting automation, and candidate experience technologies.</li>
</ul>
Job Responsibilities: 
Talent Acquisition Strategy
 <ul>
<li>Design and implement a global talent acquisition strategy aligned with Greenfield’s workforce growth plans.</li>
<li>Establish consistent recruiting processes and standards across all business units and geographies.</li>
<li>Build a scalable recruiting model capable of supporting approximately 120–150 hires annually worldwide.</li>
<li>Develop recruiting playbooks, workflows, and accountability structures for hiring managers and HR partners.</li>
<li>Drive alignment across regions and ensure consistent execution of the recruiting strategy globally.</li>
</ul>
Employer Branding & Talent Attraction
 <ul>
<li>Lead the development and execution of Greenfield’s Employer Value Proposition (EVP).</li>
<li>Oversee the design and ongoing management of the company’s external careers site.</li>
<li>Develop targeted talent attraction strategies for critical roles and talent segments.</li>
<li>Build talent pipelines for key positions and strategic capabilities.</li>
<li>Leverage social media, professional networks, and industry partnerships to strengthen Greenfield’s employer brand.</li>
</ul>
Talent Acquisition Operations
 <ul>
<li>Manage the full recruiting lifecycle and carry their own req load including:</li>
<li>job intake</li>
<li>sourcing</li>
<li>candidate screening</li>
<li>interview coordination</li>
<li>offer development</li>
<li>candidate communication</li>
<li>Implement consistent hiring processes that deliver an excellent candidate experience.</li>
<li>Ensure smooth handoffs to the onboarding process once candidates are hired.</li>
</ul>
Technology & Systems
 <ul>
<li>Serve as the global owner of the recruiting technology stack, Greenfield uses Dayforce, expert-level capabilities there are a plus.</li>
<li>Design recruiting workflows within the HRIS to automate processes and improve visibility.</li>
<li>Optimize the use of recruiting tools, candidate relationship management, and sourcing platforms.</li>
<li>Ensure recruiting data integrity and reporting accuracy.</li>
</ul>
Global Collaboration
 <ul>
<li>Partner closely with site level People & Culture teams supporting local recruiting activities.</li>
<li>Provide tools, training, and guidance that enable consistent recruiting execution globally.</li>
<li>Support hiring managers in building strong, effective interview processes and selection decisions.</li>
</ul>
Metrics & Reporting
 <ul>
<li>Establish and manage the global recruiting dashboard. Including</li>
<li>time to fill</li>
<li>time to hire</li>
<li>candidate pipeline health</li>
<li>cost per hire</li>
<li>offer acceptance rate</li>
<li>hiring manager satisfaction</li>
<li>quality of hire</li>
<li>diversity of candidate pipeline</li>
<li>Deliver regular recruiting performance insights to executive leadership.</li>
</ul>
Leadership Responsibilities
 <ul>
<li>Lead and develop one direct report in Talent Acquisition.</li>
<li>Build strong relationships with hiring managers and business leaders.</li>
<li>Serve as a thought partner to leadership on workforce planning and talent strategy.</li>
<li>Promote a culture of continuous improvement and operational excellence in recruiting.</li>
</ul>
Success in This Role
 
Success will be defined by the ability to: 
<ul>
<li>Establish a globally consistent recruiting system from Employer Branding to Onboarding</li>
<li>Improve hiring speed and candidate quality</li>
<li>Strengthen Greenfield’s employer brand</li>
<li>Deliver clear recruiting insights to leadership</li>
<li>Build a scalable talent acquisition function that supports company growth</li>
</ul>
Total Compensation & Care: 
<ul>
<li>Base salary dependent on experience and demonstrated performance</li>
<li>Formal and informal training opportunities</li>
<li>Comprehensive health and dental benefits</li>
<li>Income protection: short- and long-term disability coverage, life insurance, paid personal sick time</li>
<li>Vacation time exceeding industry standards</li>
<li>Company funded retirement savings program with individual contribution opportunities</li>
<li>Meaningful and challenging work</li>
<li>Curated intentional culture focused on growth and development, engagement, and communication</li>
</ul>
About Us
 We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction.
 
Core Principles
 <ul>
<li>Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers.</li>
<li>Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements.</li>
<li>Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals.</li>
<li>Agility: Our team is not only fast, we has the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions.</li>
<li>Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards.</li>
</ul>
At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.

Director, Talent Acquisition

CBS News and Stations

<div>#WeAreParamount on a mission to unleash the power of content&hellip; you in? 
We&rsquo;ve got the brands, we&rsquo;ve got the stars, we&rsquo;ve got the power to achieve our mission to entertain the planet &ndash; now all we&rsquo;re missing is&hellip; YOU! Becoming a part of Paramount means joining a team of passionate people who not only recognize the power of content but also enjoy a touch of fun and uniqueness. Together, we co-create moments that matter &ndash; both for our audiences and our employees &ndash; and aim to leave a positive mark on culture. 
CBS News is seeking a Sr. Coordinator to support the CBS News Talent Strategy team. This person will maintain all-in-house talent relations and help build new relationships. 
The Sr. Coordinator will provide administrative support for the Senior Vice President of Talent Strategy including but not limited to answering phones, managing schedules/travel and meetings, managing calendars, overseeing office supply inventory and preparing expense reports. 
Additional responsibilities will include but not be limited to:<ul><li>
Assisting in managing various confidential short and long-term projects.</li><li>
Serving as first point of contact for executives, agents and on-air talent</li><li>
Maintaining specially crafted salesforce digital directory, keeping and updating detailed records, profiles, tracking as well as coordinate a variety of business documents in a secure manner.</li><li>
Assisting in sourcing and onboarding on-air talent and in the pursuit of non-traditional talent</li><li>
Keeping the executive team abreast of trends and new developments in the news space by reading industry publications, monitoring social media and tracking competitors initiatives</li><li>
Providing good judgement in monitoring and prioritizing information flow and meetings throughout the day</li></ul> 
Skills:<ul><li>
BA/BS from an accredited University or College</li><li>
Self-starter with a positive can-do attitude</li><li>
Strong ability to multi-task including attention to detail, prioritization</li><li>
Ability to be proactive, anticipate scheduling/organizational challenges and suggest solutions in a timely manner</li><li>
Familiar with or willing to learn the television landscape, including talent, networks and executives</li><li>
Organized and works quickly and skillfully</li><li>
Ability to work in a team environment</li><li>
Advanced knowledge of PowerPoint, Excel and Internet resources, including social media</li><li>
Understanding Salesforce is a plus</li></ul> 
CBS News and Stations, brings together the power of CBS News, 28 owned television stations in 17 major U.S. markets, the CBS News Streaming Network, CBS News Streaming local platforms, local websites and cbsnews.com, under one umbrella. CBS News and Stations is home to the nation&rsquo;s #1 news program 60 MINUTES, the CBS News Streaming Network, the first 24/7 digital streaming news network, the award-winning broadcasts CBS MORNINGS, CBS SATURDAY MORNING, the CBS EVENING NEWS, CBS SUNDAY MORNING, CBS WEEKEND EVENING NEWS, 48 HOURS and FACE THE NATION WITH MARGARET BRENNAN. CBS News and Stations provides news and information for the CBS Television Network, CBSNews.com, CBS News Radio and podcasts, Paramount +, all digital platforms, and the CBS News Streaming Network, the premier 24/7 anchored streaming news service that is available free to everyone with access to the internet. The CBS News Streaming Network is the destination for breaking news, live events, original reporting and storytelling, and programs from CBS News and Stations&rsquo; top anchors and correspondents working locally, nationally and around the globe. CBS News&rsquo; streaming services, across national and local, amassed more than 1.01 billion streams in 2021. Launched in November 2014 as CBSN, the CBS News Streaming Network is available on 30 digital platforms and apps, as well as CBSNews.com and Paramount+. The service is available live in 91 countries. CBS News and Stations is dedicated to providing the highest quality journalism under standards it pioneered and continues to set in today&rsquo;s digital age. CBS News earns more prestigious journalism awards than any other broadcast news division. 
ADDITIONAL INFORMATION 
Hiring Salary Range: $70,000.00 - 80,000.00. 
The hiring salary range for this position applies to New York, California, Colorado, Washington state, and most other geographies. Starting pay for the successful applicant depends on a variety of job-related factors, including but not limited to geographic location, market demands, experience, training, and education. The benefits available for this position include medical, dental, vision, 401(k) plan, life insurance coverage, disability benefits, tuition assistance program and PTO or, if applicable, as otherwise dictated by the appropriate Collective Bargaining Agreement. This position is bonus eligible. 
<div>What We Offer:</div><ul><li>
Attractive compensation and comprehensive benefits packages. Check out our full list of benefits here: https://www.paramount.com/careers/benefits</li><li>
Generous paid time off.</li><li>
An exciting and fulfilling opportunity to be part of one of Paramount&rsquo;s most dynamic teams.</li><li>
Opportunities for both on-site and virtual engagement events.</li><li>
Unique opportunities to make meaningful connections and build a vibrant community, both inside and outside the workplace.</li><li>
Explore life at Paramount: https://www.paramount.com/careers/life-at-paramount</li></ul> 
Paramount is an equal opportunity employer (EOE) including disability/vet. 
At Paramount, the spirit of inclusion feeds into everything that we do, on-screen and off. From the programming and movies we create to employee benefits/programs and social impact outreach initiatives, we believe that opportunity, access, resources and rewards should be available to and for the benefit of all. Paramount is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, creed, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, gender expression, and Veteran status. 
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to use or access https://www.paramount.com/careers as a result of your disability. You can request reasonable accommodations by calling 212.846.5500 or by sending an email to paramountaccommodations@paramount.com. Only messages left for this purpose will be returned.</div>

Sr. Coordinator, Talent Strategy

Moog Inc.

<div>
 Moog is a performance culture that empowers people to achieve great things. Our people enjoy solving interesting technical challenges in a culture where everyone trusts each other to do the right thing. For you, working with us can mean deeper job satisfaction, better rewards, and a great quality of life inside and outside of work.
 
 
 
 Job Title
 
 
 
 Senior Talent Acquisition Partner
 
 
 
 Reporting To
 
 
 
 SDG TA Leader
 
 
 
 Work Schedule
 
 
 
 Hybrid &ndash; Salt Lake City, UT
 
 
 
 We are hiring a new Senior Talent Acquisition Partner to support recruitment activities for the Space &amp; Defense Group in Salt Lake City!
 
 
 
 As a
 
 Senior Talent Acquisition Partner
 
 , you will provide expertise to hiring managers around attracting top talent for specialized roles at all levels. The ideal incumbent has strong, creative sourcing skills, a proven track record of collaborative partnerships with hiring managers and HR partners, and can work autonomously while staying connected to the team. We would like you to have a connection to the Salt Lake City labor market, with past experiences in community outreach, and/or support of campus recruitment activities.
 
 
 
 To qualify for the Senior Talent Acquisition Partner, here is what we would expect you to bring to Moog&hellip;
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree
 </li>
 <li>
 At least five (5) years of progressive, full cycle recruiting experience; preferably in aerospace &amp; defense, or in a similar industry.
 </li>
 <li>
 Experience using Workday, or a similar applicant tracking system.
 </li>
 <li>
 Strong sourcing skills; familiarity with LinkedIn Recruiter and Indeed.
 </li>
 <li>
 Well-developed interpersonal skills, with ability to build relationships, influence others, and represent the Talent Acquisition Team in various settings, inside and outside the organization.
 </li>
 <li>
 A process-driven mentality, with strong organizational skills.
 </li>
 <li>
 Previous community partnerships for talent attraction, and on-campus recruitment experience for early careers and internships are highly desired.
 </li>
 <li>
 Must live local to the Salt Lake City area to work onsite, and to provide support to both Moog locations as needed.
 
 
 </li>
 </ul>
 
 As a Senior Talent Acquisition Partner, you will&hellip;
 
 
 
 <ul>
 <li>
 Partner with hiring managers to accurately define position requirements and develop an effective sourcing strategy.
 </li>
 <li>
 Support the business and assigned functional areas with acquiring talent, including attending townhall meetings and business update meetings for various initiatives.
 </li>
 <li>
 Identify and partner with technical vocational schools, local workforce organizations, and/or universities.
 </li>
 <li>
 Proactively source candidates, initiating creative approaches to identify difficult-to-find candidates.
 </li>
 <li>
 Conduct phone screens and initial interviews to qualify and present candidates to the hiring teams.
 </li>
 <li>
 Prepare, extend, and negotiate offers.
 </li>
 <li>
 Manage an average of 16-22 requisitions at any given time; requisitions may vary depending on level and urgency.
 </li>
 <li>
 Compose and post attractive job advertisements.
 </li>
 <li>
 Maintain process and data integrity in the Applicant Tracking System (Workday).
 </li>
 <li>
 Communicate with hiring teams throughout the recruitment process.
 
 
 </li>
 </ul>
 
 How We Care For You
 
 
 
 <ul>
 <li>
 Financial Rewards: great compensation package, annual profit sharing, matching 401k, and the ability to participate in Employee Stock Purchase Plan, Flexible Spending and Health Savings Accounts
 </li>
 <li>
 Work/Life Balance: Flexible paid time off, holidays and parental leave program.
 </li>
 <li>
 Health &amp; Welfare: Comprehensive insurance coverage including medical, dental, vision, life, disability, Employee Assistance Plan (&ldquo;EAP&rdquo;) and other supplemental benefit coverages.
 </li>
 <li>
 Professional Skills Development: Tuition Assistance, mentorship and coaching opportunities, leadership development and other personal growth programs
 </li>
 <li>
 Diverse and Inclusive Workplace: Employee Resource Groups, cultural events, and celebrations.
 
 
 </li>
 </ul>
 
 Salary Range Transparency
 
 
 
 Salt Lake City, UT $90,000.00&ndash;$115,000.00 Annually
 
 
 
 Salary Range Disclaimer
 
 
 
 The base salary range represents the low and high end of the Moog salary range for this position in the given work location. Actual salaries will vary depending on factors including but not limited to location, experience, and performance. The range(s) listed is just one component of Moog's total compensation package for employees. Other rewards may include annual bonuses, employee stock purchase plan, an open paid time off policy, and many region-specific benefits.
 
 
 This position requires access to U.S. export-controlled information.
 
 
 EOE/AA Minority/Female/Sexual Orientation/Gender Identity/Disability/Veteran
 
 
 
 Moog is an Equal Opportunity Employer, and as such affirms the right of every person to participate in all aspects of employment without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic. If you are interested in applying for employment and need special assistance or an accommodation to apply for a posted position, contact our Human Resources department via phone at 844-367-5787.
 
 
 
 No unsolicited agency submittals please. Agency partners must be invited to participate in a search by our Talent Acquisition Team and have signed terms in place prior to any submittal. Absent compliance with these pre-conditions resumes submitted directly to any Moog Inc. employee or affiliate will not qualify for fee payment, and therefore become the property of Moog Inc.
 
 
</div>

Senior Talent Acquisition Partner

Andiamo

<div>
 
 About Us
 
 
 
 We are building the infrastructure that powers the next generation of artificial intelligence. Our platform enables companies to train, deploy, and run large scale AI models with exceptional performance, reliability, and efficiency.
 
 
 Backed by more than $200M in funding from leading investors, we are one of the fastest growing companies in the AI infrastructure ecosystem. Our platform is trusted by cutting edge startups, global enterprises, and AI research teams pushing the boundaries of intelligent systems.
 
 
 We are operating at the center of a massive technological shift. The teams building modern AI need infrastructure that can scale with them, and we are building the cloud platform designed specifically for that future.
 
 
 Our company is still early enough that every hire matters and every leader shapes the trajectory of the organization.
 
 
 
 About The Role
 
 
 
 We are looking for a Senior Manager of Talent Acquisition to lead and scale recruiting during a period of rapid growth. This role will own strategy, execution, and team leadership across technical and non technical hiring as we continue expanding globally.
 
 
 You will lead a high performing recruiting team while partnering closely with executives, founders, and functional leaders to build world class teams across engineering, infrastructure, product, and go to market.
 
 
 This is a hands on leadership role for someone who thrives in fast scaling environments and knows how to build recruiting engines that consistently deliver exceptional talent.
 
 
 What You Will Do
 
 
 <ul>
 <li>
 Lead and scale a high performing talent acquisition team responsible for hiring across engineering, product, infrastructure, and business roles.
 </li>
 <li>
 Partner with executive leadership and hiring managers to forecast hiring needs and develop recruiting strategies that support aggressive growth goals.
 </li>
 <li>
 Design and continuously improve recruiting processes that enable speed, quality, and exceptional candidate experience.
 </li>
 <li>
 Drive high caliber hiring across competitive technical markets including distributed systems, machine learning infrastructure, and AI platform engineering.
 </li>
 <li>
 Mentor and develop recruiters while building a culture of excellence, ownership, and high standards.
 </li>
 <li>
 Implement data driven recruiting practices including pipeline metrics, forecasting, and performance tracking.
 </li>
 <li>
 Collaborate with leadership on employer brand strategy and positioning within the AI ecosystem.
 
 
 </li>
 </ul>
 What Makes You Successful In This Role
 
 
 <ul>
 <li>
 8 or more years of recruiting experience with at least 3 years managing recruiters or leading talent acquisition teams.
 </li>
 <li>
 Experience building recruiting functions within high growth technology companies.
 </li>
 <li>
 Track record of leading high volume hiring while maintaining exceptional talent quality.
 </li>
 <li>
 Strong partnership with executive leadership and hiring managers across technical organizations.
 </li>
 <li>
 Ability to recruit and close highly sought after technical talent in competitive markets.
 </li>
 <li>
 Comfort operating in fast moving startup environments where priorities evolve quickly.
 </li>
 <li>
 Strong operational mindset with experience building scalable hiring processes.
 
 
 </li>
 </ul>
 
 Compensation &amp; Benefits
 
 
 
 We offer competitive compensation including base salary, performance bonus, and meaningful equity. Benefits include comprehensive health coverage, flexible time off, retirement plans, and additional perks designed to support our team.
 
 
 
 About Andiamo
 
 
 
 Talent Partners for the AI Revolution. As a globally recognized staffing and consulting firm, we specialize in placing the top 2% of technology and go-to-market professionals with the world&rsquo;s largest and most well-known companies.
 
 
 For over 20 years, we've maintained the status of tier-one vendor for firms such as Palantir, Amazon, Fluidstack, Bloomberg, Relativity Space, Firefly, MasterCard, Visa, Two Sigma, Citadel, as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups, and major software firms.
 
 
 Our talent solutions include Permanent Placement, Contract Staffing, Executive Search, and Dedicated Recruiting Services (RPO). Find out more at www.andiamogo.com
</div>

Senior Manager, Talent Acquisition

Hamilton Lane

<div>Hamilton Lane is looking to expand our team to satisfy the needs of our growing client base. Hamilton Lane is built on collaboration, teamwork and integrity. Our employees pursue excellence and always strive to do the right thing. We invest in our employees, clients and partner relationships, as well as, in the technology and resources necessary to remain competitive, working in a competitive environment that inspires innovation.
What we do:
 
As a recognized leader in providing Private Markets Solutions to clients across the globe, we manage approximately $145.6 billion in discretionary assets and have oversight of an additional $859.8 in non-discretionary assets as of September 30, 2025.
The Opportunity:
We have a unique opportunity for a passionate talent acquisition professional in our Conshohocken office to act as a trusted talent advisor and to support our talent acquisition strategy. 
 
In this role, you will partner with hiring managers, HR Business Partners and other stakeholders to deliver an excellent recruitment experience for all participants in the recruitment process. As part of your commitment to adding value to the process, you will oversee talent identification and pooling for key roles, support building the brand, and manage qualified referrals and develop plans to target and attract diverse talent.
Your responsibilities will be to:
<ul><li>Deliver an exceptional candidate experience, so that candidates have a positive recruitment journey, regardless of the outcome.
</li><li>Work as part of a broader team of recruiters and recruiting coordinators, collaborating and leveraging best practices while also identifying opportunities for continuous improvement to share with your colleagues.
</li><li>Develop and execute talent search strategy and workflow in collaboration with hiring managers for open positions across the organization.
</li><li>Develop and manage plans to cultivate top active and passive talent streams; assess candidates against open requisitions as well as opportunistically.
</li><li>Provide day-to-day guidance to internal stakeholders on recruiting best execution and appropriate next steps in the interview process.
</li><li>Provide &ldquo;best-in-class&rdquo; recruitment delivery on all search assignments, leveraging excellent verbal and written communication with internal and external clients and candidates.
</li><li>Synthesize data from multiple sources and collaborate with key stakeholders to determine optimal offer structures.
</li><li>Maintain the ATS (Workday) for assigned requisitions, to ensure timely tracking and reporting, becoming a champion of Workday and using the technology to make further improvements.
</li><li>Maintain and leverage a perspective on market activity and talent acquisition practices, proactively engaging in your own professional development, networking and sharing best practice through attending industry round tables, webinars and networking events.
</li><li>Support Talent Acquisition and wider HR team projects.
</li></ul>Your background will include:
Must-haves:
<ul><li>5+ years of experience in corporate talent acquisition.
</li><li>Strong stakeholder and relationship management skills, with the ability to build and maintain effective relationships with candidates, hiring managers, and other partners.
</li><li>Strong communication and interpersonal skills.
</li><li>Excellent organizational and time management skills, with the ability to manage multiple priorities and meet deadlines.
</li><li>Attention to detail and problem-solving skills.
</li><li>Ability to thrive in a dynamic, team-oriented, fast-paced environment.
</li><li>Able to foster cultural awareness, empathy, and effective communication to build strong relationships and collaborate successfully with a diverse range of stakeholders across Hamilton Lane&rsquo;s global offices.
</li><li>Willing to, as needed, work outside of standard working hours in order to work with colleagues in different time zones.
</li><li>Understanding of European employment laws
</li><li>Proficiency in Microsoft Office and knowledge of ATS/HRIS platforms.
</li></ul>Nice-to-haves:
<ul><li>Experience within the private equity/ investment management industry.
</li><li>Experience within an in-house corporate talent acquisition team.
</li></ul>Work Arrangement:
Hybrid: Employees work from an HL office Monday &ndash; Thursday
Benefits:
 
At Hamilton Lane, our benefits philosophy is simple: to provide our employees
 
with a competitive suite of benefits and services to help navigate through the
 
complexities and challenges of working, living, raising a family, and eventually
 
retiring. 
 
To do this, Hamilton Lane offers the following benefits:
Enhancing Your Physical and Emotional Health
Employees have access to healthcare coverage, mental health resources, health &amp; fitness reimbursement program, and Wellness Rewards Program.
Developing Your Career
Tuition and certification reimbursement programs are available, along with continual education and development trainings for you to grow with Hamilton Lane.
Supporting Your Family &amp; Community
For our communities, Hamilton Lane provides paid time off to volunteer and compensates for referring qualified candidates that join our team.
For growing family, we offer an adoption reimbursement program, paid time off for new parents and newlyweds, and provide travel support for nursing parents.
Safeguarding Your Financial Wellbeing
Hamilton Lane contributes to retirement programs and offers an employee stock purchasing plan.
We offer a competitive salary, annual discretionary bonus and a comprehensive benefits package which includes: Medical, Prescription, Dental, Paid Time Off, 401k plan, Life and Disability Insurances, Tuition Reimbursement, Employee Stock Purchase Program, Health Club Reimbursement and Flexible Spending Accounts.
Hamilton Lane is an affirmative action-equal opportunity employer. All qualified applicants will be considered for employment without regard to their race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other classification prohibited by applicable law.
If you need a reasonable accommodation to complete your application, please contact Human Resources at humanresources@hamiltonlane.com .
Hamilton Lane is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at Hamilton Lane via-email, the Internet or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of Hamilton Lane. No fee shall be paid in the event the candidate is hired by Hamilton Lane as a result of the referral or through other means.</div>

Senior Associate, Talent Acquisition

CoralTree Hospitality

<div>
 CoralTree Hospitality is a diverse collection of people and properties with unique personalities and a welcoming spirit. We applaud authenticity and are inclusive, &ldquo;all ways&rdquo;. The Director of Talent Acquisition position provides recruitment leadership and direction in alignment with the company&rsquo;s strategic vision and company values to ensure that key business initiatives are met.
 
 
 
 The Opportunity:
 
 
 
 <ul>
 <li>
 To be part of a forward-thinking organization where the work you do matters and has a direct contribution to our success. We are progressive leaders with a clear vision and innovative thinking.
 </li>
 <li>
 To join a differentiated and compelling culture that centers around a core set of guiding principles which binds us together.
 </li>
 <li>
 To be a key contributor to an evolving platform which continues to demonstrate growth and advancement translating to career opportunities for our people.
 </li>
 <li>
 To contribute through a role which provides travel, exposure to senior leadership and diversity.
 </li>
 <li>
 To become an integral part of a world class HR community and proactive talent acquisition function.
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Leads the development and implementation of an innovative, best-in-class recruitment strategy that will attract the best and brightest talent and help drive short-term/long-term recruitment &amp; retention plans.
 </li>
 <li>
 Partners closely with HR and functional leaders to execute on key strategic initiatives that drive recruiting outcomes, including: strengthening our brand, attracting top talent (colleges, career fairs, workforce development, Internships, international recruitment, etc.), and optimizes recruiting operations (processes, tools, systems).
 </li>
 <li>
 Compiles key HR metrics and data from a variety of sources, including human resource information systems (HRIS), engagement surveys, exit interviews, competitor&rsquo;s practices, and other sources; analyzes data and statistics for trends and patterns, prepares reports of data results, presenting and explaining findings to HR and Senior Leadership to help inform business decisions.
 </li>
 <li>
 Monitors and ensures the company&rsquo;s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
 </li>
 <li>
 Assist in leadership of succession planning through talent development efforts to identify internal solutions and development for key openings.
 </li>
 <li>
 Primary responsibility for the staffing of corporate office positions below the Director-Level, as well as, key Property Executive positions that include &ndash; General Manager, HR, Finance, Sales &amp; Marketing and Revenue Optimization.
 </li>
 <li>
 Actively participate and support the corporate and property recruitment efforts and initiatives, including sourcing/qualifying candidates through internal and external networks, nurturing ongoing relationships with qualified external candidates, including third party recruitment partnerships.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 Education/Experience:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field, preferred
 </li>
 <li>
 Minimum 4-5 years of experience in a Recruitment/Talent Acquisition or comparable business role
 </li>
 <li>
 Experience recruiting at the Executive Committee or Department Head level, preferred
 </li>
 <li>
 Experience with utilizing Applicant Tracking Systems and other internet recruiting tools, iCIMS experience, preferred
 </li>
 <li>
 Experience in hotel/hospitality management recruiting, preferred
 </li>
 <li>
 Multi-unit or corporate support experience, preferred
 </li>
 <li>
 High degree of sense of urgency and tenacity
 </li>
 <li>
 SHRM-CP or SHRM-SCP highly preferred.
 
 
 </li>
 </ul>
 
 Required Skills/Abilities:
 
 
 
 <ul>
 <li>
 Excellent verbal and written communication skills.
 </li>
 <li>
 Excellent interpersonal and negotiation skills.
 </li>
 <li>
 Excellent organizational skills and attention to detail.
 </li>
 <li>
 Excellent time management skills with a proven ability to meet deadlines.
 </li>
 <li>
 Strong project management skills; strong problem-solving skills and analytical/critical thinking
 </li>
 <li>
 Strong analytical and problem-solving skills.
 </li>
 <li>
 Ability to adapt to the needs of the organization and employees.
 </li>
 <li>
 Proficiency with or the ability to quickly learn the organization&rsquo;s HRIS and talent management systems (iCIMS and UKG).
 </li>
 <li>
 Ability to travel as necessary.
 
 
 </li>
 </ul>
 
 As a valued member of the CoralTree team, you'll receive a comprehensive benefits package that includes:
 
 
 
 <ul>
 <li>
 Group medical, dental, vision, life, and disability benefits,
 </li>
 <li>
 Colorado Family and Medical Leave Insurance Program (FAMLI)
 </li>
 <li>
 Participation in a pre-tax flexible benefit plan for healthcare and dependent care reimbursement
 </li>
 <li>
 An employee assistance program
 </li>
 <li>
 Paid time off/sick time
 </li>
 <li>
 Participation in a 401(k) plan with a company match
 </li>
 <li>
 Team member free room night program
 
 
 </li>
 </ul>
 
 Salary range
 
 : $125,000 - $140,000/yr. + bonus
 
 
 
 Location
 
 : CoralTree Home Office in Englewood, CO
 
 
 This job posting will be open through 03/31/2026 or until the position has been filled.
 
 
 Join us in creating unforgettable experiences for our guests, building vibrant communities, and shaping the future of travel and hospitality.
 
 
</div>

Director of Talent Acquisition

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