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

• Develop and execute a holistic/comprehensive talent acquisition strategy aligned with the company’s overall business goals and growth plans
• Establish and monitor key recruitment metrics to measure effectiveness while driving continuous improvement
• Provide reporting and analytics for senior leadership regarding key metrics and initiatives
• Stay informed of industry best practices, recruitment technologies and market trends
• Ensure all TA programs, policies and procedures comply with relevant regulations and industry standards
• Enhance and evolve the company’s employer brand to position Flagstar as an employer of choice
• Serve as a key member of the HR leadership team, contributing to the overall HR strategy as directed by CHRO and executive leadership team
• Lead, mentor and develop a high-performance TA team focused on promoting a culture of excellence, collaboration, continuous improvement while incorporating the Flagstar STAR values
• Lead transformation from an HR perspective by driving change initiatives, optimizing processes, leveraging technology and partnering across the organization to enhance the effectiveness and efficiency of talent acquisition

Senior Director – Talent Acquisition

• 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

• You own US commercial hiring end to end. Sales, GTM and revenue roles are the bulk of what you fill, and the pipeline is already live: VP of Sales, Senior Enterprise Account Executives, Mid Market Account Executives, Sales Development Reps, a Founding Partnerships Leader and GTM Strategy and Operations hires, across New York, Tampa and San Francisco.
• You will source, run and close these searches yourself. You set the bar with hiring managers, generate your own candidate flow, move fast and protect quality while you do it. You hit the ground running from week one.
• Proactively sourcing commercial talent every day.
• Building relationships with passive candidates before we need them.
• Running fast, disciplined interview processes.
• Partnering with hiring managers to define hiring bars and interview criteria.
• Keeping recruitment data, pipelines and forecasting accurate.
• Reducing time to fill while raising quality of hire on every search.

Talent Acquisition Partner – Commercial

• Manage the full recruitment lifecycle, including requisition creation, sourcing, screening, interviewing, offer extension, and onboarding coordination.
• Manage requisitions and applicant statuses within the Applicant Tracking System (ATS).
• Partner with hiring managers to understand staffing needs and develop effective recruiting strategies.
• Source qualified candidates through multiple recruiting channels, including job boards, networking, referrals, and community outreach.
• Conduct phone screens and coordinate interviews with hiring managers and interview panels.
• Facilitate panel and individual interviews as needed.
• Monitor recruitment metrics and evaluate the effectiveness of sourcing strategies and recruiting programs.
• Develop recruiting plans for hard-to-fill and high-volume positions.
• Build and maintain talent pipelines for positions with recurring hiring needs.
• Post and close job openings within the ATS.
• Process transfers, promotions, and new position requisitions while coordinating with Payroll and Benefits as needed.
• Train leaders on the effective use of the Applicant Tracking System.
• Create and deactivate leader access within the ATS.
• Partner with recruiters and hiring managers to support seasonal hiring and workforce planning.
• Attend and represent WarHorse Gaming at job fairs, recruiting events, networking opportunities, and community outreach events.
• Assist team members with internal career opportunities during department restructures or organizational changes.
• Maintain confidentiality and ensure compliance with company policies and employment laws.
• Perform other duties as assigned.

Talent Acquisition Specialist

• Practice, support, and uphold the Mission, Vision, and Values of WarHorse Gaming.
• Manage the full recruitment lifecycle, including requisition creation, sourcing, screening, interviewing, offer extension, and onboarding coordination.
• Manage requisitions and applicant statuses within the Applicant Tracking System (ATS).
• Partner with hiring managers to understand staffing needs and develop effective recruiting strategies.
• Source qualified candidates through multiple recruiting channels, including job boards, networking, referrals, and community outreach.
• Conduct phone screens and coordinate interviews with hiring managers and interview panels.
• Facilitate panel and individual interviews as needed.
• Monitor recruitment metrics and evaluate the effectiveness of sourcing strategies and recruiting programs.
• Develop recruiting plans for hard-to-fill and high-volume positions.
• Build and maintain talent pipelines for positions with recurring hiring needs.
• Post and close job openings within the ATS.
• Process transfers, promotions, and new position requisitions while coordinating with Payroll and Benefits as needed.
• Train leaders on the effective use of the Applicant Tracking System.
• Create and deactivate leader access within the ATS.
• Partner with recruiters and hiring managers to support seasonal hiring and workforce planning.
• Attend and represent WarHorse Gaming at job fairs, recruiting events, networking opportunities, and community outreach events.
• Assist team members with internal career opportunities during department restructures or organizational changes.
• Maintain confidentiality and ensure compliance with company policies and employment laws.
• Perform other duties as assigned.

• Coordinating all phases of recruiting, including the summer program, entry-level hiring, and campus outreach
• Serving as a liaison to law schools, coordinating with internal departments, and providing mentorship and support to junior team members
• Managing candidate interviews, correspondence, GPA calculations, and onboarding communication
• Developing and maintaining relationships with target law schools, career services, student organizations, vendors, and recruitment professionals, representing the firm at recruiting and external functions
• Ensuring compliance with federal and state legislation and best practices while developing and monitoring budgets and expenses for outreach and recruiting efforts
• Collaborating with team members and committees to identify and implement new marketing and promotional strategies, providing administrative support to the Recruiting Committee by preparing recruitment statistics, reports, and presentations
• Overseeing the work of coordinators, assistants, and interns; providing informal feedback, and supporting the professional development of junior team members
• Protecting and maintaining any highly sensitive, confidential, privileged, financial, and/or proprietary information that Latham & Watkins retains

Associate Senior Recruiting Coordinator, Entry Level

• Handle full cycle recruitment responsibilities, continuously sourcing, screening, evaluating, and recommending candidates.
• Attract top talent and engage passive candidates through direct sourcing, networking, online databases, social media, employee referrals, and creative programs.
• Accurately track progress and maintain tracking metrics for recruiting using our ATS (Greenhouse).
• Act as a brand ambassador to build and maintain the OpenTable employment brand.
• Build positive relationships with employees across business functions and act as a trusted advisor to hiring managers.
• Pipeline talent for future roles.

Senior Recruiter – 12 month contract

• 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

Senior Talent Acquisition Partner

• Own full-cycle recruiting across technical and non-technical departments: proactive pipelines, rigorous screening, interview management, compensation discussions, and closing exceptional candidates.
• Partner with hiring managers and leadership as a trusted talent advisor, challenging assumptions and bringing market data that sharpens their hiring strategy.
• Drive workforce planning: use pipeline analytics and market intelligence to identify talent gaps ahead of demand, so Fluidstack never starts a critical hire from zero.
• Screen with a high bar, assessing skills, potential, and mission alignment, and whether a candidate raises the average.
• Operate as a data-driven function: track pipeline health, conversion, time-to-fill, offer acceptance, and source quality, and use it to improve the process.
• Build and optimize hiring infrastructure: interview frameworks, scorecards, and structured processes that make the whole team faster.

Talent Acquisition Partner

• 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

• Proactively sourcing exceptional commercial talent every day.
• Building relationships with passive candidates before we need them.
• Running disciplined, fast-moving interview processes.
• Partnering closely with hiring managers to define hiring bars and interview criteria.
• Keeping recruitment data, pipelines and forecasting accurate.
• Continuously improving how we hire, reducing time-to-fill while increasing quality-of-hire.
• Raising the standard of every commercial hire we make.

Talent Acquisition Consultant – Contract

• Own interview scheduling across multiple teams and time zones, ensuring a seamless experience for candidates and interviewers
• Serve as the primary point of contact for candidates throughout the interview process
• Manage job postings, candidate statuses, and interview feedback in the ATS
• Prepare interviewers with schedules, materials, and guidance
• Support offer logistics, including reference checks and coordination with HR or People Ops
• Continuously improve recruiting processes, templates, and candidate communications
• Source candidates for open roles using LinkedIn, job boards, referrals, and other creative channels
• Conduct initial outreach and screening conversations as needed
• Build and maintain talent pipelines for recurring or high-priority roles
• Partner with recruiters to refine sourcing strategies and candidate profiles
• Track and report on sourcing activity and pipeline health
• Support recruiting initiatives such as employer branding, referral programs, and recruiting events
• Help analyze recruiting metrics (time to hire, pipeline conversion, candidate experience)
• Identify opportunities to improve efficiency, tools, and candidate experience
• Assist with ad hoc recruiting projects as the team scales

Recruiting Coordinator

• Own full-cycle GTM recruiting — from kick-off through offer — across sales, business development, marketing, and customer success.
• Lead proactive headhunting campaigns using AI tools.
• Partner closely with the CRO and GTM hiring managers.
• Build and maintain structured hiring processes in Ashby, pipelines, scorecards, reporting.
• Use data and market intelligence to advise on role positioning, compensation benchmarking, and talent availability.
• Manage and optimise candidate experience end-to-end.

Talent Acquisition Manager

• Focus on talent acquisition and recruiting efforts
• Oversee hiring needs for the Field Service organization
• Partner closely with RPO recruiters, key business leaders, and HR coverage partners
• Manage RPO team for efficient hiring
• Develop reporting to provide visibility on hiring objectives
• Act as key point contact for recruitment changes
• Plan and implement business unit recruiting initiatives

Vice President – Wealth Management Recruiting Business Partner

• Oversee hiring needs for Field Service organization
• Partner closely with RPO recruiters and business leaders
• Act as key liaison between recruiting and business partners
• Develop sourcing and hiring strategies to meet objectives
• Manage RPO team for effective hiring

Vice President – Wealth Management Field Recruiting Business Partner

• 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

• Manage all stages of the recruitment process, including intake, sourcing, screening, interviewing, selection, and offer facilitation
• Develop and maintain strong partnerships with hiring managers to understand role requirements and deliver high-quality candidate pipelines
• Ensure consistent and compliant hiring processes aligned with organizational policies and best practices
• Identify and engage candidates through job boards, databases, networks, referrals, and passive sourcing techniques
• Provide timely communication, feedback, and updates throughout the hiring process
• Maintain accurate and up-to-date data within Workday and other recruiting systems
• Collaborate with HR Business Partners and Compensation on job evaluations, offer recommendations, and hiring decisions

• Manage end-to-end recruitment process for technical positions including sourcing, screening, interviewing and offer prep and negotiations
• Partner with hiring managers to fully understand key elements of the role and develop a comprehensive recruitment strategy to attract and hire top talent
• Utilize various sourcing techniques, including social, job boards, networking and referrals to engage potential talent, tracking ROI and capturing data insights.
• Fully assess talent to evaluate technical skills and cultural fit against the role requirements
• Maintain knowledge of the industry and current talent landscape and present data to key stakeholders and business leaders to influence and drive awareness of talent market trends
• Serve as an operational expert within the applicant tracking system, ensuring accuracy in processes, reporting to ensure a positive candidate and manager experience
• Lead Recruiting related projects and initiatives to build and enhance the capabilities and practices of the Talent Acquisition function
• Utilize recruitment metrics and analytics to assess the effectiveness of sourcing strategies and make data-driven recommendations for improvement
• Provide guidance and mentorship to junior recruiters and contribute to the overall development of the recruiting team
• Serve as a subject matter expert to team members and internal and/or external stakeholders on complex searches, assignments or projects
• Identify and direct the implementation of process improvements that significantly improve quality across the team, department or business unit
• Direct and enhance organizational initiatives by positively influencing and supporting change management or departmental initiatives.

Senior Talent Acquisition Partner, Technical Recruiting

• Partnering closely with senior recruiting leaders and key stakeholders to drive sourcing strategy
• Execute on proactive outreach strategies to attract passive executive talent
• Develop and execute research strategies to identify target companies and talent pools
• Maintain accurate and high-quality data within recruiting systems and talent databases

Recruitment jobs in New York

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Senior Talent Acquisition Specialist, Sales

Senior Director – Talent Acquisition

Recruiting Partner

Talent Acquisition Partner – Commercial

Talent Acquisition Specialist

Talent Acquisition Specialist

Associate Senior Recruiting Coordinator, Entry Level

Senior Recruiter – 12 month contract

Senior Talent Acquisition Partner

Talent Acquisition Partner

Contract Recruiter – GTM

Talent Acquisition Consultant – Contract

Recruiting Coordinator

Talent Acquisition Manager

Vice President – Wealth Management Recruiting Business Partner

Vice President – Wealth Management Field Recruiting Business Partner

Recruitment Specialist

Talent Acquisition Partner

Senior Talent Acquisition Partner, Technical Recruiting

Executive Recruiting Sourcer, Researcher