Recruitment

• Execute full-cycle recruiting for Sales and GTM roles
• Build and manage sourcing pipelines for quota-carrying roles using LinkedIn Recruiter
• Conduct initial candidate screens and deliver assessments to hiring managers
• Support offer preparation and candidate communication through the close process
• Maintain clean, accurate data in the ATS
• Develop working knowledge of the fintech and payments talent landscape
• Contribute to process improvements and share learnings

Senior Talent Acquisition Specialist, Sales

• Full-Cycle Recruiting: Source, screen, and support hiring for mid-level, production, and office positions across the company.
• Candidate Coordination: Arrange interviews, communicate with applicants, and ensure a professional candidate experience.
• Hiring Process Management: Coordinate backgrounds, clinic/testing steps, employment verifications, reference checks, and ensure all hiring documentation is complete and compliant.
• Manager Collaboration: Partner with hiring managers to understand staffing needs and provide updates throughout the hiring process.
• Documentation & Compliance: Maintain accurate recruiting records and ensure compliance with internal standards and regulatory requirements.
• Process Improvement: Support ongoing efforts to enhance FSSI’s recruiting processes and candidate experience.

Internal Recruiter

• Take the matching program from high-taste manual motion to scalable program. We’ve validated this team from zero-to-one. You'll build the one-to-ten: vetting rubrics, intake processes, ENT-side pipeline management, and the lightweight systems that let match quality hold as volume grows.
• Own GTME vetting end-to-end. Define what strong GTME talent means. Design the vetting experience.
• Build the ENT-side pipeline. Today ENT-side demand is largely inbound and relationship-driven. You'll build the sourcing, qualification, and account management motion that makes ENT-side supply as reliable as GTME supply for matching candidates.
• Run the matching motion. For now, match-making is a human judgment call, and should stay that way until we have the data to systematize. You'll run matches personally, learn what works, and continue to iterate.
• Enable GTM teams to attract, assess and retain great talent. Clay defined the role, and we need to continue to define how people build GTM teams - from hiring to developing great GTMEs.
• Get people excited about pivoting into the GTME role! You’ll help build hype around the coolest new job in GTM *and* tech!

Recruiting Partner

• Develop and execute a national talent acquisition strategy aligned with business goals and workforce planning needs.
• Partner with executive, operational, and HR leaders to forecast hiring demand and identify future talent needs.
• Establish recruiting priorities, performance objectives, and success measures that support organizational growth.
• Lead, develop, and mentor a high-performing Talent Acquisition team.
• Foster a culture of accountability, collaboration, and continuous improvement.
• Establish clear expectations, priorities, and development opportunities for team members.
• Oversee full-cycle recruiting efforts across all regions and business units.
• Standardize recruiting processes, tools, and hiring practices to improve consistency and effectiveness.
• Develop sourcing strategies and proactive talent pipelines for critical and hard-to-fill positions.
• Partner with hiring leaders to improve hiring quality and decision-making.
• Strengthen and promote W.E. O'Neil's employer brand in partnership with Human Resources and business leaders.
• Ensure a consistent, professional, and engaging experience for candidates and hiring managers.
• Train and support hiring managers on effective interviewing, candidate evaluation, and hiring best practices.
• Leverage recruiting technology, data, and analytics to improve decision-making and hiring effectiveness.
• Track and communicate recruiting performance metrics and trends to leadership.
• Ensure compliance with employment laws and company policies.
• Continuously evaluate and improve recruiting processes, tools, and outcomes.

Director of Talent Acquisition

• Own the end-to-end recruiting process for assigned roles, ensuring consistent execution, documentation, and compliance with company policies and federal, state, and local employment laws.
• Lead intake and kickoff meetings with hiring managers to clarify role requirements, success profiles, and evaluation criteria.
• Partner with HR Business Partners to align recruiting activity with workforce planning and business priorities.
• Participate in recruiting events, outreach initiatives, and partnerships aligned with diversity goals.
• Develop structured interview tools that address job opening requirements, including role-specific competencies, behavioral interview questions, evaluation rubrics, and interviewer guidance.
• Coach hiring managers and interview teams on effective interviewing techniques, bias-aware evaluation, and consistent decision-making.
• Facilitate debriefs and selection discussions, guiding teams toward objective, data-informed hiring decisions.
• Design and execute targeted sourcing strategies to build sustainable talent pipelines, including outreach to passive candidates.
• Conduct industry and market research to inform sourcing approaches and talent availability.
• Maintain accurate candidate tracking, documentation, and dispositions within the applicant tracking system.
• Conduct structured candidate screens and interviews aligned to defined competencies and role requirements.
• Ensure a high-quality, transparent, and professional candidate experience throughout the hiring process.
• Serve as an ambassador of ImmunityBio’s employer brand and values.
• Partner with hiring managers and the Total Rewards team to develop compensation offers aligned with internal guidelines and market considerations.
• Extend offers and support compliant onboarding activities, including coordination of documentation and new hire orientation.
• Ensure all hiring activity meets regulatory and audit requirements.
• Contribute to cross-functional projects and perform additional duties as needed to support evolving business needs.

Senior Talent Acquisition Partner

• Lead full-cycle recruiting for roles across critical functions in our Global Business Organization (GBO) such as product marketing, sales strategy & operations, performance solutions, measurement, content, data analysis, project management, and more
• Occasionally support recruiting across other teams as needed including Marketing, Sales, or other Business functions
• Establish aligned search strategies with hiring managers, including intake, candidate profile calibration, process design and closing plans
• Build and drive sourcing strategies through proactive outreach, pipeline development and targeted search
• Deliver talent market insights, including market mapping, peer talent analysis and pipeline trends, to help teams make fair, thoughtful, and informed hiring decisions
• Partner with cross-functional stakeholders including HR, compensation, finance, and legal to move searches forward, align on decisions and support offer development
• Maintain strong pipeline health and recruiting operations through accurate data, clear forecasting and timely updates
• Lead offer and close strategy, including compensation alignment, candidate motivation alignment, negotiation and engagement through acceptance
• Use AI to accelerate research, sourcing strategy development, outreach drafting and workflow efficiency, while applying judgment and verification to ensure quality and accuracy

Senior Business Recruiter

• Support full-cycle recruiting for both technical and non-technical roles at all levels, with a focus on ensuring smooth logistics from initial contact to hiring.
• Schedule interviews, manage calendars, and ensure candidates have a positive, organized experience throughout the process.
• Partner with recruiters and hiring managers to understand team needs and provide logistical support for job postings, interviews, feedback loops, and candidate follow-ups.
• Be the main point of contact for candidates, providing timely communication and a positive experience throughout their interview journey.
• Assist with organizing and attending recruiting events, career fairs, or other networking opportunities as needed.
• Support the onboarding process for new hires, ensuring that all paperwork and logistical details are completed before their first day.

Recruiting Coordinator

• Own full-cycle recruiting across assigned business functions from role definition through offer acceptance
• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent
• Develop proactive talent pipelines aligned to current and anticipated hiring needs
• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer
• Manage multiple concurrent searches while balancing competing priorities and evolving business needs
• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience
• Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process
• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines
• Advise hiring managers on market conditions, compensation positioning, and candidate availability
• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes
• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution
• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities
• Identify opportunities to improve recruiting processes, interview quality, and operational efficiency
• Independently design, implement, and operationalize recruiting process improvements from concept through execution
• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions
• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making
• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows
• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire
• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments
• Create a thoughtful, responsive, and transparent experience for every candidate
• Represent Boulder Care's mission and values throughout the hiring process
• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

• Assess and optimize Workday Recruiting and Learning processes and workflows.
• Increase recruiter and HR team efficiency by reducing manual, administrative work.
• Streamline requisition approvals, candidate movement, recruiting operations, and learning administration processes.
• Improve interview scheduling, onboarding, learning assignment, and overall employee experience.
• Build impactful dashboards and reporting around key metrics such as time-to-fill, recruiter capacity, offer acceptance rates, learning completion rates, compliance training, and employee development participation.
• Identify automation and AI opportunities to improve recruiting, onboarding, and learning outcomes.
• Partner with TA, Learning & Development, HRIS, HR Operations, and business leaders to implement best practices.
• Optimize learning catalogs, enrollment workflows, certifications, curriculum management, and learner experiences.
• Enhance the integration between Recruiting, Onboarding, Learning, and broader Talent Management processes.
• Develop a roadmap for long-term Recruiting and Learning process excellence and Workday optimization.

Workday Contractor – Recruiting, Learning Modules

• Manage Full-Cycle Recruiting: Create and implement strategies to solve problems and build diverse pipelines across Samsara’s corporate teams through sourcing, referrals, research, events, and social media.
• Be a Talent Advisor: Partner closely with hiring leaders to deeply understand their teams and goals.
• Influence with data: Independently address and unblock data analysis challenges.
• Communicate Effectively: Tailor written and verbal communication to different audiences and situations.
• Manage Stakeholders: Be seen as a trusted partner by other key cross-functional points of contact.
• Be a Diversity Advocate: Develop and implement sourcing strategies and marketing programs to identify top talent and build diverse candidate pipelines.
• Process Excellence: Track pipeline data and provide relevant and consistent updates to hiring managers.
• Be a Cultural Champion: Champion, role model, and embed Samsara’s cultural principles as we scale globally and across new offices.

Contract Recruiter – GTM

• Run full-cycle recruiting for US GTM roles
• Build sourcing strategy for GTM roles
• Collaborate with sales and marketing leaders
• Use AI tools daily for sourcing and outreach
• Own your pipeline data

Talent Acquisition Partner

• Build and manage candidate pipelines through direct sourcing, referrals, and outbound outreach
• Run structured interview processes: intakes, scorecards, debriefs, offers, and close
• Coach hiring managers on interviewing and calibration
• Represent company culture and mission credibly to candidates evaluating a construction-tech B2B SaaS opportunity

GTM Recruiter, Contract

• Own the talent acquisition function end to end
• Ensure strong candidate pipeline and throughput
• Improve employer brand and candidate experience
• Lead and grow the talent team
• Partner with leadership to align hiring with company goals

• Develop and grow a client base and new business opportunities.
• Introduce services via video, telephone and in-person meetings with new and existing clients.
• Expand utilization of services; recruit, evaluate and place technology professionals in full-time positions with clients.
• Deliver outstanding customer service to both clients and candidates.
• Provide consistent communication and career guidance to candidates.
• Participate in industry trade associations to increase presence within the local community.

Recruiting Manager, Technology

• Own full-cycle recruiting across all functions and levels.
• Recruit globally, hiring across the US and internationally (EMEA and APAC) and navigating each region's sourcing and process differences.
• Build proactive, repeatable sourcing strategies to engage passive talent via LinkedIn, VC talent networks, and referrals.
• Bring a strong, current point of view on the modern recruiting stack, including AI-powered sourcing, screening, and outreach. We expect you to have opinions on what's worth adopting and to put the best tools to work.
• Partner with hiring managers to define what "great" looks like, structure interview panels, and keep the candidate pipeline moving with urgency.
• Structure and negotiate offers with hiring managers and Finance, and own recruiting operations end to end.
• Prioritize independently across many competing searches on a lean team.
• Stand up Omni's university recruiting program.

Principal Recruiter

• Own end-to-end interview scheduling across multiple time zones and complex panel interviews
• Serve as a primary point of contact for candidates, ensuring a warm, responsive, and professional experience throughout the process
• Partner with recruiters and hiring managers to keep requisitions, pipelines, and interview feedback organized and on track
• Continuously look for ways to improve recruiting workflows and candidate experience
• Coordinate candidate travel and expenses

• Administers recruitment and selection activities for assigned programs and positions
• Prepares and posts job announcements and job board postings
• Prepares and administers job-related selection procedures
• Responds to applicant and candidate questions and concerns using applicant tracking system, ADP
• Conduct telephone pre-screenings and interviews
• Helps develop questions to be used for all interview sessions
• Invites applicants and panel members to participate in interviews
• Coordinates or sets up virtual interview meetings
• Counsels current employees and applicants regarding employment opportunities and selection process
• Follows up with candidates and hiring managers to obtain feedback regarding recruiting process
• Ensures candidate activity and status is updated in the applicant tracking system
• Monitors, reviews, and screen applications, resumes and supporting documents received from applicants
• Completes all pre-employment items including but not limited to, background check, reference checks, verification of I9 documentation, payroll paperwork, etc.
• Works with IT on technology access which will encompass both request forms and our ATS system
• Initiates thank you correspondences for applicants not selected for interviews
• Dispositions remaining candidates within the applicant tracking system for every job posting
• Process day to day employee status changes
• Assist HR team with miscellaneous administrative tasks, to include management of personnel files
• Possible occasional travel to team office in Pennsylvania and or San Diego

Recruitment Specialist

• Provide frontline support over Slack, in-person, and email to help unblock problems and when necessary escalate to the appropriate teams
• Collaborate on process documents and ensure that current documentation is up to date and easily accessible to the team
• Own quality control of offers and new requisitions
• Partner closely with the HRIS Team on ATS related matters and serve as a key bridge between functions
• Develop, maintain, and reimagine talent acquisition processes that balance the needs of the business and operational excellence
• Own a portfolio of TA Operations tasks including but not limited to referral reporting, internal job postings, and interviewer training tracking
• Identify process improvements across TA and help to build processes and procedures that span multiple geographies

Talent Acquisition Operations Specialist

• Lead the development of program and study-level patient recruitment and retention strategies
• Provide strategic input into protocol and operational planning to identify enrolment opportunities, recruitment risks, and retention challenges
• Drive execution of recruitment and retention activities against agreed timelines, budget, and enrolment objectives
• Provide oversight of CROs and specialist vendors supporting patient recruitment and retention activities
• Contribute to the enhancement of recruitment tools, methodologies, and best practices across the clinical development portfolio

Patient Recruitment Manager

• Lead full lifecycle recruiting for regional or division-specific requisitions
• Develop creative and forward-thinking sourcing strategies to engage top talent
• Assess candidates for technical capability, leadership potential, and mission alignment
• Act as a trusted advisor to hiring leaders on interviewing, candidate evaluation, and hiring decisions
• Utilize data, market insights, and workforce intelligence to inform hiring strategies
• Ensure recruiting activities align with compliance standards, diversity objectives, and talent acquisition processes

Recruitment jobs in California

See all jobs on JobTailor

Senior Talent Acquisition Specialist, Sales

Internal Recruiter

Recruiting Partner

Director of Talent Acquisition

Senior Talent Acquisition Partner

Senior Business Recruiter

Recruiting Coordinator

Senior Talent Acquisition Partner

Workday Contractor – Recruiting, Learning Modules

Contract Recruiter – GTM

Talent Acquisition Partner

GTM Recruiter, Contract

Director of Talent Acquisition

Recruiting Manager, Technology

Principal Recruiter

Recruiting Coordinator

Recruitment Specialist

Talent Acquisition Operations Specialist

Patient Recruitment Manager

Principal/Senior Principal Talent Acquisition Business Partner