Senior Advisor, Talent Acquisition - United States

Talent Technical Services, Inc

🇺🇸 United States
Remote
Senior
11 hours ago
$35 – $45 / hour

Agile

11 hours ago

Not enough detail in this posting to match

ACCOUNTABILITIES Interacts with Hiring Managers to understand job requirements. Sources, screens and interviews applicants in line with requirements and ensures that the reference checking process is completed. Sources candidates directly in the marketplace and develops candidate pools within their respective market streams. Works with the hiring managers to develop strong selection processes through the use of creative and innovative techniques and tools. Coordinates interviews with Hiring Managers / defined panels. Develops offers in line with approved guidelines, negotiates offer and finalizes start date with candidate. Continues interaction with candidate till the time the candidate joins the organization. Leads and closes all formalities related to on- boarding of the candidate. Accountable for the compliance and document tracking requirements as per defined process guidelines and audit requirements that conform to the local labor code. Conducts research and analyzes data on assigned projects including agency performance. Exercises judgment on the right sourcing channels to be used. Responsible for managing hiring using appropriate strategies to ensure the best quality of hire and cost per hire. Utilizes MyJobs system throughout the talent acquisition process. Develops networks of people and processes to support a strong pipeline of qualified candidates. May provide performance feedback on all recruiting agencies/sources. May develop, support and maintain employment advertising campaigns, college recruiting, affirmative action and career development programs. Supports team or other team members on specific project based hiring requirements through developing appropriate strategies. Develops and manages strong consultative relationships with hiring managers and candidates. RESPONSIBILITIES Effectively and independently handles a variety of position types/business groups/geographies Proficient in interview skills, sourcing skills, and advisory skills Understands marketplace thoroughly and uses knowledge to build successful strategies Adept at engaging specialized, high-skilled or difficult-to-attract talent hiring Establishes operational objectives and provides mentoring and training to less experienced team members client groups, accounts and/or geography relationships to drive results directly with hiring leaders Provides thought leadership to sourcing strategies and projects Proactively seeks diverse candidate slates and supports diversity efforts Expert in professional hiring for businesses with moderate complexity Customer-focus and efficiency of costs drive deliverables Work involves significant understanding and ability to work across groups, skillsets or geographies Relationships with candidates, business leaders and groups, HR and the market are key to success Sourcing expert.

The team needs a highly recommended TA resource who is someone you have personally placed and can vouch for. The main focus of the role will be full life cycle recruiting.
Location: US-based (Full lifecycle recruiting)
Domain Expertise: Technical recruiting background, ideally across Hardware (HW) and Software (SW) Engineering or Technical Sales.
Sourcing & Delivery: Proven direct-sourcing capability paired with strong, consultative stakeholder management
Autonomy: Highly agile self-starters who can ramp quickly with minimal oversight or ramp-up time
Attributes: High sense of urgency, strong attention to detail, and proactive communication

Questions for suppliers ask Candidates and list on Cover Sheet
1. High-Volume Delivery & Prioritization
"What was the highest requisition load this recruiter successfully managed, and how did they prioritize competing roles while maintaining quality and responsiveness?”
2. Technical Sales Assessment
"Can you describe a technical sales hire this recruiter sourced and explain how they validated the candidate's technical depth, consultative selling ability, and customer-facing credibility?”
3. Results & Recruiting Metrics
"What measurable results did this recruiter typically deliver—such as qualified slates, hires, time-to-fill, or source-to-hire conversion—and how consistent were those results?”

Questions for Suppliers to Respond To:(use to ask questions to vet the right candidate)
1. Working Relationship & Track Record (this is important for the agencies to understand):
"In what specific capacity and timeframe have you or your team directly worked with this recruiter in the past? List where and for how long? What are their strengths and opportunity areas? "
2. Autonomous Ramp & Agility (No Hand-Holding):
"Can you share a specific example of when this recruiter was placed into an ambiguous or fast-paced environment with minimal onboarding? How quickly did they deliver their first qualified hire, and how did they navigate roadblocks on their own? "
3. Technical Direct Sourcing (HW/SW):
"Describe a specific instance where this recruiter had to build a technical pipeline from scratch for niche Hardware / Software engineering or technical sales roles without relying on inbound applicants. What strategies did they use? "
4. Key Strengths & Consultative Stakeholder Management:
"What would you identify as this person's top two strengths when partnering with demanding technical hiring managers? Can you share an example of how they proactively managed expectations or pushed back constructively on a hiring decision? "

Senior Advisor, Talent Acquisition - United States · Talent Technical Services, Inc

Auto apply with Likeremote