Corporate Talent Acquisition Partner

About the role

Imagine a typical week: you start Monday calibrating with Sales and Finance leaders, align on profiles for Account Executives and FP&A Analysts, then review time-to-fill and offer-acceptance dashboards you own. Midweek, you’re deep in outreach to passive Sales Operations specialists and HR Business Partners, all while tuning workflows in ADP Workforce Now to boost data quality. By Friday, you’re presenting sourcing insights to leadership, renegotiating an agency agreement, and coordinating with HR to ensure a smooth onboarding for next week’s hires.

What you’ll own

• End-to-end recruiting across corporate/back-office functions—Finance, Accounting, HR, IT, Supply Chain, Marketing—and the entire Sales organization (including Sales Operations/Support). You’ll also support manufacturing and engineering searches as business needs arise, treating every requisition with equal urgency and quality.
• Proactive sourcing of passive talent, with a special emphasis on competitive markets like sales and specialized back-office roles.
• Candidate experience marked by timely updates and consistent, respectful communication at every stage.
• Hiring manager partnership—regularly calibrate on role scope, pipeline health, and timelines; align expectations with data.
• Recruiting strategy & analytics—own metrics such as time-to-fill, offer acceptance, agency spend/performance, and source of hire; identify bottlenecks and recommend sourcing or process improvements; present insights to leadership.
• ATS optimization (ADP Workforce Now)—spot inefficiencies or data-quality gaps; recommend process, workflow, or configuration changes that improve usability and reporting accuracy.
• Vendor & agency management—own relationships, contracts, renewals, and fee negotiations; track performance and recommend when to scale, renegotiate, or exit.
• Campus partnerships—build relationships with engineering and manufacturing management programs to cultivate pipelines for corporate/back-office and engineering talent.
• Social recruiting content—collaborate with Marketing to create role-specific content aligned to brand voice and channel guidelines.
• Onboarding collaboration—work with HR to ensure a seamless start for new hires.
• Confidentiality—maintain strict discretion around candidate data, compensation, and sensitive searches (especially Finance and other confidential back-office roles).

What you’ll bring

• 3–6 years of full-cycle recruiting spanning corporate, back-office, and sales functions.
• Experience owning external agency/vendor relationships and contracts.
• Strong analytical capability; able to build and present multi-function recruiting dashboards.
• Genuine flexibility and a “no job too small or unfamiliar” mindset.
• Hands-on experience with ADP Workforce Now or a comparable ATS/HRIS.
• Proven ability to uphold strict confidentiality.

Preferred

• Manufacturing or engineering recruiting experience.
• Experience identifying or implementing ATS process/configuration improvements.
• Bachelor’s degree in Human Resources, Business Administration, or a related field.

Benefits

• 401(k) with employer match
• Healthcare, dental, vision, and life insurance
• Paid vacation, sick time, and holidays
• Short-term and long-term disability (STD/LTD)
• Partner discounts
• Ongoing investment in employee development

Additional proficiency

• Bachelor's Degree
• Human Resources
• Recruiting

**Equal Opportunity Employer