Overview:
The Lead Talent Acquisition Advisor strategically and proactively sources passive and active candidates to build and maintain a high-quality talent pipeline for current and future workforce needs. Understands external labor market conditions and leverages effective, economical, and appropriate sourcing channels and methods. Builds and sustains strong relationships with potential candidates, recruitment agencies, schools, and professional associations. Reviews resumes and engages candidates to assess fit and interest, referring qualified talent to hiring managers as appropriate. Extends offers, negotiates compensation, and may support onboarding and facilitate new employee orientation. As a lead within the Talent Acquisition function, this role combines strong business acumen, advanced recruiting technical expertise, and refined interpersonal skills to influence hiring outcomes and drive strategic talent initiatives. The Lead Recruiter is expected to proactively identify and evaluate best practices—leveraging both internal insights and external market research—and provide recommendations for ongoing process improvements and TA technology enhancements. A reduced requisition load is maintained intentionally to allow focus on these continuous improvement priorities and to ensure meaningful contributions to the evolution of TA practices. This role partners closely with TA leadership on HR transformational efforts to design and implement initiatives that enhance efficiency, scalability, and overall experience for candidates, hiring managers, and recruiters. Provides day-to-day leadership, guidance, and mentorship to more junior TA Advisors, promoting consistency, knowledge sharing, and high performance across the team. Serves as a primary technical expert in evaluating tools and systems, driving innovation and adoption of modern, data-informed approaches. Cultivates trust and collaboration across HR and business stakeholders, serving as a key partner in workforce planning and talent strategy.
Responsibilities:
- Ability to lead and execute complex strategies and initiatives, which at times can be ambiguous.
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Educate stakeholders and other lower-level TA team members on the recruiting process and external demographic and set expectations of how businesses/hiring teams need to participate as well as best practices.
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Partner with Recruiters to build effective passive candidate sourcing strategies.
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Participate in pre-briefs, onsite interviews and debriefs.
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Ability to effectively conduct, negotiate and close complex offers in competitive markets.
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Manage the allocation, observe trends that could affect the ability to meet the demand, and create strategies to get back on track.
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Monitor the vacancies, pipeline, allocation, funnel conversion, time to fill, diversity, and quality of hire.
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Provide oversight of the interviewer pool
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Ability to write effective recruiting plans with deliverables, timelines and a formal tracking process and present them to key stakeholders.
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Utilize market data and trends to guide the business with opportunities that could address their needs faster.
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Report insights to the business stakeholders on metrics, measurements, and status of performance indicators.
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Utilize analytics to anticipate roadblocks and problem-solve.
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Manage special projects/ recruiting initiatives.
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Own full-cycle recruitment process, including sourcing, screening, interviewing, and facilitating offers for various roles.
Qualifications:
- A bachelor's degree or equivalent work experience
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7+ years of recruiting experience in a corporate and/or search firm
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7+ years of experience utilizing recruiting tools for sourcing, candidate management & tracking, e.g. LinkedIn Recruiter, Talent Insights, CRM and ATS systems, web search, and other sourcing products.
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Strong client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships, continually seek new sourcing options, and develop creative approaches to delivering candidates to the customer.
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Ability to develop and execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.
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Possess strong analytic skills with the ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team.
Our Benefits: Cirrus provides a range of exciting benefits, including:
Comprehensive Health Coverage: Medical, vision, dental, with additional dependent coverage options-
Employer-Paid Coverages: Group term life, short- and long-term disability insurance
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Flexible Spending Accounts: FSA and HSA offerings with company contributions to HSA
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Well-being: Calm Health, Employee Assistance Program, and wellness incentives through medical provider
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401(k) Plan: Dollar-for-dollar match up to 5% after 90 days, with 100% vesting at 1 year of service
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PTO: Various PTO plans starting at 100 hours accrued within the first year
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Additional Time off Benefits: Paid holidays, 2 weeks of Paid Parental leave, paid time for funeral leave and jury duty
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Career Development: Tuition reimbursement program and professional growth opportunities
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Exclusive Discounts: Cirrus Store, partner and marketplace discounts available
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Community & Engagement: Company and employee clubs at various locations
These benefits are designed to support your well-being, growth, and enjoyment at Cirrus!
