Talent Acquisition Partner
Remote, US 40 hours per week, core hours overlapping Eastern and PacificFull timeFully remote within the United StatesOpen now
$88,000 to $115,000 per year, plus quarterly performance bonus
Talent pool vacancy. Your application stays on file for twelve months.
About the role
Own hiring across every United States location and run the talent pool that means we rarely start a search from zero.
Every vacancy we publish is a talent pool vacancy, which only works if someone maintains genuine relationships with people we would hire tomorrow. That is this role.
You will run searches end to end for marketing, analytics, creative and client services roles, and you will hold us to our own promises: a human reads every application, every applicant hears back within five business days, and practical exercises are paid.
You will also own the candidate experience data. If our process is slow, opaque or unfair anywhere, you have the authority to change it.
- Requisition
- FPM-TAP-1152
- Reports to
- Head of People
- Team
- People team of three supporting every United States location
- Level
- Mid to senior · Full time
- Hours
- 40 hours per week, core hours overlapping Eastern and Pacific
- Travel
- Up to 10 percent
- Work setup
- Fully remote within the United States
- Region
- Remote, United States
A typical week in this role
- Sourcing candidates directly rather than waiting for applications
- Reading applications personally and writing real replies, including declines
- Coaching a hiring manager out of a vague requirement into a testable one
- Keeping warm relationships with pool candidates between openings
- Auditing time to reply and time to offer and fixing what is slow
- Making sure the published salary range is the range we actually pay
Tools you will use
Our application system · LinkedIn Recruiter · Google Workspace · Structured interview scorecards
What you will own
| Full cycle recruiting | Run searches from intake through offer across marketing, analytics, creative, client services and operations. |
|---|---|
| Talent pool | Maintain an active, segmented pool by discipline and location, with regular genuine contact. |
| Hiring manager partnership | Run intake sessions that produce testable requirements and an agreed scorecard. |
| Candidate experience | Guarantee a written reply to every applicant within five business days and improve the process where it slips. |
| Fair hiring practice | Keep structured, evidence based evaluation, published ranges and no salary history questions. |
| Compliance | Maintain compliant records, equal opportunity practice and pay transparency obligations by state. |
| Employer brand | Keep careers content honest and specific rather than generic. |
Your first 90 days
Days 1 to 15
Audit every open search, the pool and the current candidate experience metrics.
Days 16 to 45
Run intake sessions with every hiring manager and standardize scorecards.
Days 46 to 75
Fill the two most urgent open roles and rebuild the pool segmentation.
Days 76 to 90
Publish revised hiring standards and report on time to reply and time to offer.
How success is measured
These are the numbers reviewed with you every quarter. There is no hidden scorecard.
| Measure | What good looks like |
|---|---|
| Time to reply | 100 percent of applicants answered within five business days |
| Time to offer | Median under 25 business days from application |
| Pool conversion | At least a third of hires sourced from the existing talent pool |
| Offer acceptance | Above 85 percent |
This role is probably not for you if
- You are comfortable leaving applicants without an answer
- You want to post roles and wait
- You would publish a salary range you do not intend to honor
Qualifications
| Requirement | Standard we look for | Weighting |
|---|---|---|
| Recruiting experience | Four or more years full cycle recruiting, including direct sourcing | Essential |
| Marketing role literacy | Can evaluate marketing, analytics and creative candidates credibly | Essential |
| Process ownership | Has measured and improved candidate experience with data | Essential |
| Compliance awareness | Understands equal opportunity practice and state pay transparency rules | Essential |
| Work authorization | Authorized to work in the United States without sponsorship | Essential |
| Agency and in house | Experience of both environments | Advantage |
| Employer brand | Has written careers content that candidates actually read | Advantage |
Salary and benefits
$88,000 to $115,000 per year, plus quarterly performance bonus
| Base salary | Paid semi monthly in US dollars, reviewed every six months against national market data for Talent Acquisition Partner roles. |
|---|---|
| Performance bonus | Paid quarterly and tied to client retention and measured client results rather than billable hours or utilization. |
| Medical, dental and vision | Company funded medical, dental and vision from day one for you, with employer contribution toward dependents. |
| 401(k) | 401(k) with a four percent employer match, vested immediately, administered through our national provider. |
| Paid time off | 20 days of paid vacation, 11 federal holidays, unlimited sick leave and your birthday off. |
| Parental leave | 16 weeks fully paid for all new parents, with a phased return over the following month. |
| Learning budget | $2,500 per year for certifications, conferences and paid study time during work hours. |
| Equipment | MacBook Pro or equivalent, external monitor and a $750 home workspace allowance in your first month. |
| Office access | Access to your nearest satellite office by appointment when you want to work alongside colleagues. We do not entertain walk ins. |
Hiring process
1. Application review
A recruiter and the hiring manager read every Talent Acquisition Partner application within five business days. Nothing is filtered by keyword software.
2. Introductory call
Thirty minutes by video with the hiring manager about your work, your motivation and how you like to be managed.
3. Paid practical exercise
A realistic two hour task based on work you would actually do, paid at $250 whether or not you move forward.
4. Panel conversation
Sixty minutes with your future manager and one client facing colleague, including your walkthrough of the exercise.
5. Offer and references
A written offer with the salary band shown here, two references and a start date agreed around your notice period.
Questions applicants ask
Is this a talent pool vacancy
Yes. Every vacancy we publish is a talent pool vacancy. If this Talent Acquisition Partner opening is filled, your application stays on file for twelve months and is matched against comparable roles in any of our United States locations before we advertise externally.
Do I need to live in Remote
You need to be authorized to work in the United States and based within commuting distance of Remote for occasional in person client sessions. Day to day work is remote first.
Do you sponsor work visas
Not for this role. All United States vacancies require existing authorization to work in the United States without sponsorship now or in the future.
Is the salary range negotiable
The published range is real. Where you land inside it depends on the practical exercise, the panel conversation and your directly relevant experience. We do not ask for salary history.
How quickly will I hear back
Every applicant gets a written answer within five business days, including applicants we do not move forward with. Nobody is left waiting without a reply.
Ready to apply
The application takes about ten minutes. You will need your resume and a short answer to two questions about how you work.
Start your application