Senior Talent Acquisition Partner - Contract

Job Description

Job Description

We are seeking a senior-level Talent Acquisition Partner to join a growing organization on a contract basis. This role will serve as a strategic recruiting partner focused exclusively on field leadership and operational management positions .

The TA Partner will manage approximately 8–10 complex leadership searches , owning the full recruiting lifecycle from intake through offer acceptance. This is an ideal opportunity for a seasoned recruiter who is comfortable working independently, partnering directly with senior operational leaders, and developing creative sourcing strategies for difficult-to-fill positions.

This is a hybrid role (3 days in-office, 2 days WFH). The selected candidate should be prepared to spend approximately the first week onsite for training, business immersion, and stakeholder introductions.

Location: Brea, CA
Employment Type: Contract – Approximately 6 Months
Compensation: $65–$75/hour DOE

CORE DUTIES

• Manage full-cycle recruiting for approximately 8–10 field leadership and operational searches.
• Partner directly with senior leaders and hiring managers to understand business needs, define candidate profiles, and establish effective recruiting strategies.
• Recruit primarily for General Manager, Operations Manager, Sales Manager, Plumbing Manager, Electrical Manager , and other field leadership positions.
• Develop and execute proactive sourcing and headhunting strategies to identify passive leadership talent.
• Conduct thorough candidate assessment and provide clear recommendations to hiring leaders.
• Build and maintain strong pipelines for difficult-to-fill leadership positions.
• Provide hiring managers with meaningful market intelligence, including candidate availability, compensation expectations, competitive activity, and recurring candidate feedback.
• Diagnose challenges within searches and independently recommend adjustments to sourcing strategy, candidate profile, compensation, or other search parameters.
• Maintain consistent communication with senior stakeholders throughout the recruiting process.
• Manage candidates through the full recruiting lifecycle, including sourcing, screening, interviewing, offer negotiation, and closing.
• Represent the organization professionally and build a strong candidate experience throughout the process.
• Utilize recruiting data, market research, and sourcing insights to continuously improve search outcomes.

  
  WHAT WE'RE LOOKING FOR

• 7+ years of progressive recruiting / talent acquisition experience, with significant experience supporting management and leadership-level searches .
• Proven success recruiting passive candidates through direct sourcing and headhunting.
• Experience managing multiple complex searches simultaneously.
• Strong executive presence and confidence partnering with senior operational leaders.
• Demonstrated ability to influence hiring managers and provide thoughtful recruiting recommendations.
• Strong candidate assessment skills, with the ability to clearly articulate candidate strengths, concerns, and overall fit.
• Highly consultative and solutions-oriented approach to recruiting.
• Strong business acumen and ability to understand how talent needs connect to operational goals.
• Ability to work independently, prioritize effectively, and operate with a high degree of ownership.
• Excellent verbal and written communication skills.

  
  PREFERRED EXPERIENCE

  Experience recruiting within one or more of the following environments is highly desirable:

• HVAC
• Plumbing
• Electrical
• Skilled trades
• Home services
• Field operations
• Multi-location organizations
• Private equity-backed organizations

  Experience with Greenhouse or other modern ATS platforms is a plus.

  THE IDEAL CANDIDATE

  We are looking for someone who operates as a true Talent Acquisition Partner—not simply a recruiter executing requisitions.

  The right person will be comfortable telling a hiring leader what the market is saying, why a search may not be producing results, and what should change to improve the outcome.

  You should be someone who naturally asks:

  Who are we targeting? → What are candidates telling us? → Where is the search breaking down? → What does the market tell us? → What should we change?

  If you enjoy difficult searches, passive talent acquisition, senior stakeholder partnership, and having real ownership over the recruiting strategy, this could be an excellent fit.