A family office for your family.
Senior Talent Acquisition Partner
Location
United States
Posted
25 days ago
Salary
$110K - $125K / year
Seniority
Senior
No structured requirement data.
Job Description
Senior Talent Acquisition Partner
Mercer Advisors
Role Description As a Senior Talent Acquisition Partner, you will advise and work directly with hiring managers to provide full life cycle recruiting. You will be responsible for driving internal talent acquisition strategies through utilizing best practice initiatives and tactics to source, identify, attract and hire talent into the organization. You’ll successfully navigate Mercer’s matrixed organization and will recruit for many departments in the organization, which include Client Development, Wealth Management, Wealth Solutions (Tax, Estate Planning), Technology, and other corporate functions. This role requires a high level of agility, attention to detail, and ability to prioritize and plan work well for execution. - Source, select, screen, interview and evaluate potential candidates for various career opportunities through full life-cycle recruitment. - Creatively source passive candidates while building a network of candidates for current and future opportunities through creative and strategic sourcing methods. - Collaborate with hiring managers to drive recruitment strategy through proactive communication and consultative approach. - Leverage recruiting knowledge, recruitment results, and competitive market intelligence to drive strategies and influence key internal stakeholders on recruitment activities and programs. - Collaborate with leaders of Talent Acquisition to drive Mercer Advisor’s talent strategy. - Provide exceptional customer care and experience to candidates and internal partners. - Collaborate with Vice President of Talent Acquisition to build and maintain temporary and contract agency negotiations, relationships, and scheduling when supplemental candidates are needed for recruitment success. - Actively involved in screening Agency referrals with the decision to not forward to hiring manager based on HR/Recruiting knowledge and success. - Write, place, and maintain compelling job postings to communicate our unique and engaging work culture. - Proactively work with Vice President of Talent Acquisition to provide timely updates on recruitment placements, barriers, and manager communications to mitigate recruiting barriers. - Maintain accurate and up-to-date recruitment and applicant files in the company’s applicant tracking system (Greenhouse). - Contribute to TA team with best practice recruitment and retention strategies to build a best-in-class employee workforce. - Coach and mentor team members to support the growth of the TA team. - Create and execute on TA priorities & projects (i.e., employee referral program). Qualifications - BA/BS highly preferred - 5+ years of fast-paced recruiting experience and successfully handling a variety of roles throughout the business; sourcing and networking skills required. - Prior experience in RIA industry or financial services is strongly preferred. - Prior experience with recruiting systems – Greenhouse experience is highly valued. - Ability to use good judgment, prioritize and plan work well, and execute deliberately. - Timely follow-through & follow-up required. - Must have the ability to maintain a strict level of confidentiality and required to exercise extreme discretion. - Ability to manage multiple tasks, show adaptability and meet deadlines while maintaining accuracy with a strong attention to detail. - Ability to handle sensitive and confidential issues objectively, along with a broad understanding of HR requirements. - Demonstrate exceptional verbal communication skills, including building rapport and conducting meaningful conversations both on the phone and in person. - Professional who exercises sound judgment and diplomacy. - Proven ability to operate both strategically and tactically in a high-energy, fast-paced environment; willingness to pitch in to help the team. Benefits - Company Paid Basic Life & AD&D Insurance - Company Paid Short-Term and Long-Term Disability Insurance - Supplemental Life & AD&D Short-Term Disability; Accident; Critical Illness; and Hospital Indemnity Insurance - Three Cigna medical plans offerings including two High Deductible Health Plans and a Traditional Co-Pay medical plan. - Kaiser Medical plans available in California - Health Savings Account (HSA) with company contributions if enrolled in either HDHP medical plan. - Two comprehensive Dental Plans - Vision Insurance Plan - Dependent Care Savings Account for child and dependent care. - 14 Company Paid Holidays including a full week off at Thanksgiving. - Generous paid time off program for vacation and sick days - Employee Assistance Plan - Family Medical Leave - Paid Parental Leave (8 weeks) - Maternity benefits utilizing company paid STD, any supplemental STD, plus Parental Leave (8 weeks) to provide time for recovery, baby bonding, and enjoying your family time. - Adoption Assistance Reimbursement Program - Company Paid Concierge Services for you and your loved ones for the spectrum of caring needs for your aging parents, young children, life’s challenges and more. - 401(k) Retirement Plan with both Traditional and Roth plans with per pay period match as well as an after-tax option - Pet Insurance - Personalized financial planning and guidance from Mercer Advisors professionals, offered at preferred employee pricing
Related Guides
Related Categories
Related Job Pages
More Recruitment Jobs
Role Description Our travel app start-up client is hiring a Principal G&A Recruiter to lead full-cycle hiring across our General & Administrative organization — Finance & Accounting, People, Legal & Compliance, IT, BizOps, and Workplace. This is a high-ownership, high-trust seat: you'll partner directly with our CFO, General Counsel, CPO, and CIO on the hires that quietly make or break a scaling company. This is a 3–6 month contract-to-hire engagement with a clear path to full-time conversion based on performance and fit. - Own full-cycle recruiting for senior G&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace. - Partner with G&A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans. - Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound across nuanced, often hard-to-reach functional talent pools. - Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close. - Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire. - Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often. - Continuously improve the G&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand. Qualifications - 4+ years of full-cycle recruiting experience, with deep G&A specialization across at least three functions (e.g., Finance + People + Legal). - Track record hiring senior G&A talent at high-growth B2B SaaS, marketplace, or fintech companies — including Director, VP, and (ideally) C-suite searches. - Strong direct sourcing chops — you don't wait on inbound or rely on agencies. - Functional fluency: you can tell the difference between a strategic FP&A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel — and you can interview accordingly. - A consultative, business-partner posture with senior leaders; you push back, you advise, you don't just take orders. - Comfort operating in ambiguity and at speed — Engine ships, hires, and changes course quickly. - Data fluency: you know your funnel metrics and use them to make decisions. - Excellent written and verbal communication — you can sell Engine to a passive Controller as well as you can debrief a panel. Requirements - Bonus points for experience hiring for a travel, fintech, or marketplace business. - Experience scaling a G&A org through a meaningful inflection — IPO readiness, post-Series C buildout, or M&A integration. - Embedded/contract recruiting background — you ramp fast and operate independently. - ATS power-user (Greenhouse, Ashby, or similar). Benefits - Compensation: USD 70 - USD 90 hourly. Company Description Employer.com is part of a family of incredible brands alongside Flawless Recruit and Recruiter.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need help building recruiting processes, attracting top talent, or payrolling contractors, we can help.
Role Description Our travel app start-up client is looking for a principal GTM recruiter to lead full-cycle hiring across our go-to-market organization — Sales, Marketing, Customer Success, and Partnerships. This is a high-ownership, high-impact seat: you'll partner directly with GTM leadership to shape org strategy, run searches end-to-end, and raise the bar on every hire we make. This is a 3–6 month contract-to-hire engagement with a clear path to full-time conversion based on performance and fit. - Own full-cycle recruiting for senior GTM roles across: - Sales (AEs, SDR leadership, sales management) - Marketing (demand gen, PMM, brand) - Customer Success - Partnerships - Partner with GTM leaders and the executive team as a strategic advisor on: - Org design - Leveling - Comp benchmarking - Hiring plans - Build sourcing strategies that consistently surface top-quartile talent: - Direct sourcing - Referrals - Networking - Creative outbound - Run sharp, candidate-loving interview processes: - Intakes - Scorecards - Debriefs - Offers - Close - Use data to drive decisions: - Pipeline health - Conversion rates - Time-to-fill - Quality-of-hire - Coach hiring managers on interviewing, calibration, and selling Engine - Continuously improve the GTM hiring playbook: - Rubrics - Interview kits - Sourcing motions - Employer brand Qualifications - 4+ years of full-cycle recruiting experience, with deep GTM specialization (sales + at least one other GTM function) - Strong direct sourcing chops — you don't wait on inbound or rely on agencies - A consultative, business-partner posture with GTM leaders; you push back, you advise, you don't just take orders - Data fluency: you know your funnel metrics and use them to make decisions - Excellent written and verbal communication Requirements - Experience hiring for a travel, fintech, or marketplace business - Experience scaling a sales org through a meaningful inflection (e.g., $50M → $200M ARR) - Embedded/contract recruiting background — you ramp fast and operate independently - ATS power-user (Greenhouse, Ashby, or similar) Benefits - Compensation: USD 70 - USD 90 - hourly Company Description Employer.com is part of a family of incredible brands alongside Flawless Recruit and Recruiter.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need help building recruiting processes, attracting top talent, or payrolling contractors, we can help.
• Execute high-volume candidate outreach via calls, SMS, and email to fuel active hiring pipelines and address regional hotspot priorities • Track and organize incoming candidate documents and onboarding materials, ensuring accurate and timely handoffs to Dispatch and Compliance • Maintain clean, audit-ready candidate records in the ATS/CRM and Excel, ensuring accuracy for seamless handoffs to Dispatch and Compliance • Build and execute creative marketing campaigns across multiple channels (LinkedIn, Indeed, etc.) to attract qualified Process Servers in high-demand markets • Regularly test new outreach methods and recruitment technology, documenting performance results to scale successful strategies across the team • Flag urgent candidate drop-offs, pipeline gaps, or process bottlenecks to the assigned recruiter for immediate action • Create and maintain data-driven reports and workflows that enable proactive sourcing strategies in underperforming or emerging regional markets
US Healthcare Recruiter
Hire OverseasScale Your Business while Saving Money By Hiring Overseas Employees
Role Description We're looking for a US Healthcare Recruiter to help grow a high-impact clinical team. You will be responsible for identifying, engaging, and hiring top clinical talent, primarily Registered Behavior Technicians (RBTs) and Board Certified Behavior Analysts (BCBAs), who deliver in-home support to children and families across the U.S. This role is for someone who owns outcomes, enjoys building systems, and thrives in a high-volume environment where your work directly translates to access to care. Qualifications - Proven experience recruiting clinical or healthcare professionals in the U.S. - Familiarity with RBT or BCBA pipelines or similar licensure-focused recruiting - Excellent written and verbal English communication skills - Organized, fast-moving, and self-directed: you do not wait for instructions - Tech-savvy and comfortable working across ATS platforms, sourcing tools, and spreadsheets Requirements - Identify and engage qualified RBTs and BCBAs across multiple markets - Use platforms like Indeed, ZipRecruiter, LinkedIn, Reddit, and local job boards - Build creative sourcing plans for hard-to-fill roles or remote areas - Maintain outreach momentum and test different messaging and timing strategies - Screen inbound applicants and conduct outreach to cold leads - Coordinate interviews, follow-ups, and background checks as needed - Move candidates quickly and efficiently through each hiring stage - Communicate clearly with candidates about role expectations, pay, and onboarding steps - Maintain clean records in the ATS and CRM - Track outreach performance and hiring metrics - Help build SOPs, outreach templates, and documentation - Recommend tools and processes that reduce time-to-hire Benefits - You will be paid in USD (bi-monthly: every 15th and 30th) - Paid Time Off in accordance with company policy - Observance of Holidays per company guidelines - 100% remote setup so you can work wherever you're most productive - High ownership over recruiting strategy, pipelines, and performance - Direct impact on the lives of children and families through better access to care How to Apply Please include: - Your updated resume - A short Loom video (1 to 2 minutes) describing your experience with healthcare or clinical recruiting - A short sourcing plan for hiring RBTs in a hard-to-fill area such as rural Georgia or North Carolina Only candidates who submit a Loom video will be moved to the next step of the hiring process. Application Process Overview Our comprehensive selection process ensures we find the right fit for both you and our clients: - Initial Application - Submit your application and complete our prequalifying questions - Video Introduction - Record a video introduction to showcase your communication skills and work experience - Role-Specific Assessment - Complete a homework assignment tailored to the position (if applicable) - Recruitment Interview - Initial screening with our talent team - Executive Interview - Meet with senior leadership to discuss role alignment - Client Interview - Final interview with the client team you'd be supporting - Background & Reference Check - Professional reference verification - Job Offer - Successful candidates receive a formal offer to join the team Each stage is designed to evaluate your fit for the role while giving you insights into our company culture and expectations. We'll keep you informed throughout the process and provide feedback at each step.
