Lead Talent Acquisition Partner - Sales & Project Management

United StatesRemoteFull-timelead

RecruiterPeople

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Overview

This position is listed on behalf of a partner company, who manages all applications and next steps.

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RecruiterPeople

This is a high-impact Talent Acquisition role focused on leading complex, senior, and highly specialized searches across Sales, Business Development, Project Management, and Product Management. You will act as a strategic advisor to senior and executive leaders, using market intelligence and recruitment data to shape hiring decisions. The role combines hands-on executive recruitment with opportunities to influence recruiting strategy, processes, and best practices. You will build sophisticated talent pipelines, lead complex offer negotiations, and strengthen the organization’s ability to attract exceptional talent. You will also mentor fellow recruiters and help advance sourcing, advisory, and candidate-engagement capabilities across the team. The environment values expertise, continuous improvement, innovation, and influence without requiring formal people-management responsibility.

Lead full-cycle recruitment for complex, senior, executive-adjacent, and hard-to-fill Sales, Business Development, Project Management, and Product Management positions.
Develop targeted sourcing and candidate-engagement strategies to build strong pipelines for critical and specialized roles.
Lead complex offer negotiations and advise senior leaders on compensation strategy, market positioning, and candidate expectations.
Serve as a trusted Talent Acquisition advisor to senior and executive stakeholders, providing market intelligence and data-driven recommendations that influence hiring and workforce strategy.
Analyze recruitment metrics such as source of hire, time to fill, pipeline conversion, and related indicators, translating data into actionable insights for leadership.
Develop, refine, and promote recruitment best practices, playbooks, processes, and standards across the broader Talent Acquisition function.
Mentor and coach recruiters, helping strengthen their sourcing, screening, candidate-engagement, negotiation, and advisory capabilities without formal management responsibility.
Apply Lean principles to identify inefficiencies and redesign recruitment processes for greater quality, consistency, and effectiveness.
Represent the organization externally through talent communities, professional forums, and other channels that strengthen long-term talent pipelines and employer visibility.
Evaluate and pilot new recruiting technologies, platforms, methodologies, and AI-powered tools, sharing insights and best practices with the wider team.
Maintain accurate candidate and requisition information within the Applicant Tracking System to support reliable reporting and decision-making.

Requirements

~2 min read

Expert-level experience in full-cycle recruitment, with strong expertise in sourcing, candidate assessment, complex offer negotiation, and senior-stakeholder advisory.
Demonstrated experience partnering directly with senior and executive leaders on recruitment and workforce strategy.
Proven ability to interpret complex Talent Acquisition data and turn it into strategic recommendations that influence organizational decisions.
Advanced negotiation and stakeholder-management skills, particularly in complex or high-value offer discussions.
8+ years of experience recruiting senior, executive, or highly specialized talent in Sales, Business Development, Project Management, and/or Product Management, within corporate and/or agency environments.
Experience creating, scaling, or improving recruitment processes, playbooks, or best practices that have been adopted across a team or function.
Strong talent-market knowledge and the ability to build and maintain pipelines for niche or difficult-to-fill positions.
Excellent communication, influencing, relationship-building, and advisory skills, with the confidence to challenge assumptions and provide evidence-based recommendations.
Ability to lead through expertise and influence rather than formal authority, while actively supporting the development of other recruiters.
Advanced knowledge of prompt engineering and experience evaluating AI-powered recruiting tools for quality, relevance, and bias reduction is preferred.
A university degree is not required; professional experience, demonstrated expertise, and career achievements in Talent Acquisition are the primary considerations.
Ability to work remotely and legally work in the United States.