Recruitment

• Lead the design, evaluation, and improvement of global end-to-end TA processes to ensure consistency, efficiency, and compliance across all business units and regions.
• Drive harmonization efforts across geographies or divisions, developing standardized processes that balance global consistency with local flexibility.
• Partner with HR Technology to define enhancements and optimize the use of Workday and related TA technologies, improving both recruiter and candidate experience.
• Define and monitor key process metrics to assess effectiveness, adoption, and operational impact.
• Develop and oversee an audit process to measure adoption, compliance, and effectiveness of new or updated TA processes.
• Ensure processes are documented, transparent, and aligned with organizational policies, legal, and compliance requirements.
• Continuously identify opportunities for innovation and simplification to enhance operational effectiveness.
• Oversee the strategy for candidate experience across all TA touchpoints, ensuring processes and tools support a positive, consistent, and inclusive experience.
• Analyze candidate feedback and listening channel data (e.g., surveys, focus groups) to identify trends and improvement opportunities.
• Collaborate with TA leaders to translate insights into actionable changes, ensuring follow-up communication and measurable improvement.
• Lead change management activities for process and technology updates, ensuring stakeholders are informed, engaged, and supported throughout transitions.
• Partner closely with the Communications & Training Lead to co-design communication strategies, training plans, readiness activities, and enablement resources that ensure successful adoption of new processes and tools.
• Develop frameworks, guides, and toolkits to support consistent understanding and adoption of new processes and practices across global TA teams.
• Partner with Learning & Development and TA leadership to implement training programs that embed new ways of working.

Senior Manager, Talent Acquisition Process Lead

• Support and grow university campus recruiting programs focused on technical talent pipelines, from strategy through execution and hiring outcomes
• Partner closely with engineering leaders to understand technical hiring needs across software, data, cloud, AI/ML, cybersecurity, and systems domains
• Evaluate candidates against core engineering fundamentals, including coding, algorithms, and problem-solving capabilities
• Build and scale diverse pipelines through targeted sourcing, university partnerships, and technical engagement strategies
• Plan and execute on-campus and virtual recruiting events (e.g., career fairs, info sessions, hackathons, technical talks)
• Develop and maintain strong relationships with universities, faculty, career services, and student organizations to strengthen long-term talent pipelines
• Create engaging strategies to attract early-career technical talent, increasing visibility and interest across key campus communities
• Design and optimize recruiting workflows to ensure consistency, scalability, and an exceptional candidate experience
• Act as a subject-matter resource on technical hiring trends and university talent landscapes
• Lead cross-functional initiatives to enhance technical hiring outcomes, including interview and assessment strategies
• Communicate insights clearly to both technical and non-technical stakeholders
• Develop training and resources to improve technical hiring capability across teams

Talent Acquisition Partner

• help drive the success of the employer brand strategy with new and upcoming graduates through development of an integrated, comprehensive marketing strategy
• business partner lead for University Talent team providing end-to-end marketing support for early ID, on-campus, interns and early career candidate engagement
• manage a team that delivers a cohesive candidate experience for entry-level roles and programs

Director, Recruitment Marketing

• Attracting, sourcing, qualifying, presenting, and hiring candidates for our early career programs and seasonal internships.
• Collaborate with business partners: Discuss talent trends and hiring performance, using data to drive accountability and process improvement.
• Partner with hiring managers: Experience with driving engagement and hiring strategies with business partners.
• Lead recruitment projects/initiatives: Participate in and help lead recruitment projects and initiatives.
• Build high-trust relationships: Foster trust within our university community, business partnerships, and with hiring managers.
• Advocate for candidates: Market Fidelity, present roles, prepare candidates for interviews, answer questions, extend offers, and communicate status to ensure successful onboarding.
• Collaborate on sourcing and hiring efforts: Drive change through working with others to identify and plan sourcing and hiring strategies.
• Define mutual success: Set expectations for timeframes and recruiting efforts to provide a positive experience for candidates and clients.
• Assist candidates in career navigation: Help candidates identify appropriate paths at Fidelity and navigate opportunities.

• Source and identify qualified candidates through various recruiting channels
• Conduct phone screens and candidate interviews
• Coordinate interview scheduling and candidate follow-up
• Build and maintain talent pipelines for current and future hiring needs
• Partner with the Talent Acquisition team to support hiring goals
• Help create a positive candidate experience from first contact through offer stage

Contract Recruiter

• Partner with hiring managers in specific business units and understand their staffing needs.
• Successfully deliver high quality candidates for temporary openings.
• Source, interview and place contingent workers across multiple disciplines including technology, professional and administrative.
• Provide hiring subject matter expertise to managers with regards to the internal and external employment market trends.
• Maintain deep knowledge of their business objectives and workforce plans.
• Build and maintain relationships with previous workers and see opportunities to redeploy them.
• Operationalize independent navigation of ambiguity and make recommendations to refine the selection process ensuring projects stay on-track.

Recruiter – Technology

• Lead full‑cycle recruiting for banking center and corporate roles, partnering closely with hiring leaders
• Contribute to onboarding, engagement, recognition, and well‑being initiatives
• Use data and insights to improve recruiting and engagement outcomes
• Support HR projects and organization‑wide initiatives that strengthen culture and performance

Talent Acquisition & Engagement Specialist

• Rapidly analyzes talent data in new and complex markets to develop and pivot recruitment strategies in real-time.
• Proactively builds and maintains robust national talent pipelines using sophisticated, multi-channel sourcing strategies (e.g., targeted cold outreach, database mining, national conferences, and building relationships with training programs).
• Manages the end-to-end, high-velocity recruitment cycle—from sourcing, screening, and qualification to offer and onboarding—to meet urgent national staffing demands.
• Executes tailored recruitment strategies for 1099 contractor and/or W2 employee engagement models, ensuring a clear articulation of each value proposition
• Acts as the primary relationship owner for high-value clinician candidates, guiding them through an accelerated and seamless process, including applications, scheduling, travel, payroll and escalating as necessary.
• Builds and maintains strong, collaborative relationships with senior operational leaders, HR, marketing, compliance, and other key stakeholders to streamline deployment and solve critical staffing challenges.
• Serves as a Subject Matter Expert (SME) on 1099 and/or W2 engagement models.
• Must possess a strong grasp of the competitive talent landscape and be able to articulate a compelling, differentiated value proposition (including compensation, benefits, and contract terms) to senior-level clinicians.
• Manages offer negotiations for complex clinician pay models, partnering with compensation and legal teams to ensure competitive and compliant agreements.
• Consistently meets or exceeds ambitious monthly hiring and production targets and meticulously documents all recruitment activity in the designated ATS/CRM.

Senior Clinical Recruiter

• Oversee and completely own the end-to-end recruiting function for UMass Global, including requisition intake, job posting oversight, sourcing strategy, applicant review, screening, interview coordination, offer development, and candidate experience management.
• Serve as the primary recruiter, managing a requisition load average of 20-25 positions.
• Conduct intake meetings with hiring managers, reviewing role requirements, timelines, and candidate evaluation practices.
• Review applications and screen candidates to assess qualifications, experience, and alignment with position requirements; present qualified candidates and recommendations to hiring managers.
• Recommend new hire offer amounts within hiring range using established guidelines; seek approval for offers and communicate the University's compensation and benefits package to candidates.
• Manage and improve candidate experience throughout the full hiring lifecycle, maintaining clear communication and a high standard of responsiveness and professionalism.
• Communicate and report recruiting data to relevant stakeholders, including time-to-fill, source effectiveness, pipeline conversion, offer acceptance rate, and diversity-related metrics.
• Utilize professional social media platforms, including LinkedIn, to proactively source candidates, build talent pipelines, and promote job opportunities and the UMass Global employer brand.
• Partner with University Marketing to plan and coordinate recruiting-related content on institutional social media channels (e.g., Facebook, Instagram), ensuring consistent messaging and appropriate branding for open positions and hiring campaigns.
• Administer pre-employment onboarding activities including background check initiation and orientation coordination with HR Operations to close out the hiring process.

• Shape recruiting strategies for diverse Business Groups across an international landscape
• Collaborate closely with HR Professionals & Hiring Managers to understand business needs
• Drive the entire recruitment process from start to finish
• Develop & implement strategic, multichannel, proactive sourcing approaches
• Build & manage a robust talent pipeline
• Leverage AI-enabled tools to enhance sourcing strategies

Talent Acquisition Specialist

• Shaping recruiting strategies for diverse Business Groups across an international landscape
• Collaborating closely with HR Professionals & Hiring Managers to understand business needs, while attracting top talent
• Driving the entire recruitment process from start to finish, keeping the process on task & ensuring high quality, fast results
• Developing & implementing strategic, multichannel, proactive sourcing approaches
• Building & managing a robust talent pipeline

See all jobs on JobTailor

Senior Manager, Talent Acquisition Process Lead

Talent Acquisition Partner

Director, Recruitment Marketing

Talent Acquisition Partner

Contract Recruiter

Recruiter – Technology

Talent Acquisition & Engagement Specialist

Senior Clinical Recruiter

Talent Acquisition Partner

Talent Acquisition Specialist

Talent Acquisition Expert