• Support the full-cycle recruiting process—from job posting to offer—across roles in software and hardware engineering • Work with senior recruiters and hiring managers to understand role requirements and build effective sourcing strategies • Source candidates using online tools like LinkedIn and other platforms • Help schedule interviews and coordinate communication with candidates throughout the process • Ensure a great experience for all candidates by staying organized and responsive • Keep our ATS and tracking systems up to date • Learn and contribute to process improvements, recruiting projects, and team-wide initiatives

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Senior Talent Acquisition Partner is the most advanced recruiting role on the Talent Acquisition team and serves as a strategic advisor, execution lead, and pipeline architect for high impact hiring needs across the organization. This role designs and leads complex, full-cycle searches for Service Technicians, Corporate functions, Business Service Center roles, and specialty positions, delivering a white-glove hiring experience at every step. This position functions as a Team Lead by providing daily guidance, mentorship, and process alignment for Talent Acquisition Partners. The Senior TA Partner helps drive organizational change as we transition to a market-embedded, strategic, and data-driven talent model. This includes building external talent pipelines, influencing hiring leaders through new expectations, and elevating hiring outcomes across markets. Responsibilities - Lead full-cycle recruitment for Service Technicians, niche, and business-critical roles across assigned region comprised of 50-70 stores. - Create and execute high-volume sourcing strategies that are scalable. - Partner with HRBPs and business leadership on workforce planning, demand forecasting, and upcoming pipeline needs. - Serve as the strategic advisor for talent trends, market data, and hiring best practices. - Act as the primary support and escalation point for Talent Acquisition Partners and Coordinators. - Coach the team through intake quality, structured interviews, sourcing strategy, time management, and process adoption. - Model leadership presence: give direction with diplomacy, respectfully, and influence as a player-coach. - Build sustainable, ongoing pipelines for Service Technicians through various partnerships and community hiring channels. - Create scalable recruiting events, programs, and pipelines. - Drive adoption of modern TA processes with tact, respect, and emotional intelligence. - Address objections with data, labor insights, and strategic recommendations. - Consult leaders with varying readiness levels toward GP1 standards. - Maintain strong relationships while setting expectations to safeguard candidate experience. - Regularly analyze funnel metrics, aging roles, pipeline health, and conversion gaps. - Present data-backed recommendations to leaders to drive performance improvements. Qualifications - Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience). - 7+ years talent acquisition experience. - High volume recruitment experience required. - Proven ability to mentor recruiters and influence cross-functional partners. - Advanced sourcing skillset: Boolean, talent mapping, passive outreach, competitive market research, etc. - Advanced emotional intelligence, diplomacy, business acumen, and the strength to influence leaders who are evolving at different speeds. - Experience creating talent pipelines and external market partnerships. - Data fluency: able to tell the story behind the numbers. Requirements - Compensation: $105K-$110K/yr. - All applicants must pass pre-employment testing to include: background checks, and drug testing in order to qualify for employment. Company Description Group 1 Automotive is an Equal Employment Opportunity employer and participates in E-Verify.

• Source, screen, and recruit technical candidates for a variety of roles across different global regions, utilizing a wide range of sourcing techniques (job boards, LinkedIn, referrals, etc.). • Conduct detailed, high-quality candidate interviews to assess technical expertise, soft skills, and cultural fit, ensuring candidates meet both client-specific and job-specific requirements. • Work closely with hiring managers to understand their technical hiring needs, team dynamics, and business goals, offering strategic advice and recommendations throughout the recruitment process. • Utilize a deep understanding of international recruitment trends, compliance issues, and cultural differences to source candidates efficiently and effectively from different markets. • Manage the recruitment process from initial engagement to offer acceptance, including developing and negotiating offers, coordinating interviews, and maintaining strong candidate pipelines. • Ensure a positive and transparent candidate experience throughout the recruitment process, from initial contact to final hiring. • Demonstrate exceptional speed in delivering qualified candidates and closing positions within a set timeframe, ensuring swift turnaround on critical roles. • Stay current on industry trends and technologies to effectively screen candidates and assess their suitability for the roles. • Track and report key recruitment metrics (time-to-fill, candidate quality, etc.) and continuously refine recruitment strategies to improve efficiency.

• Own full-cycle recruiting for senior and hard-to-fill technical roles across Research, Engineering, and Product teams. • Lead global recruiting efforts across multiple regions (e.g. US, EMEA, APAC), including sourcing, interviewing, and closing candidates in diverse markets. • Partner with hiring managers to define role scope, leveling, and interview plans that account for both business needs and regional talent realities. • Build proactive sourcing strategies for niche and senior-level technical talent in the US and abroad. • Evaluate candidates for technical depth, impact, and alignment with Deepgram’s values across different cultural and regional contexts. • Deliver a high-quality candidate experience across time zones through clear communication, thoughtful process design, and operational rigor. • Use data and funnel metrics to diagnose issues, improve signal quality, and increase hiring velocity globally. • Collaborate with People Ops, Legal, and Finance to support compliant global hiring (employment models, offers, and regional considerations). • Help evolve recruiting infrastructure, tools, and interview practices to support international scale.