Head of Talent Acquisition & Executive Hiring

NU Advisory Partners has been retained to lead the search for a Head of Talent Acquisition for a high-growth organization entering a critical phase of scale. This leader will own talent acquisition strategy, recruiting operations, executive search, and hiring quality across technical, commercial, and corporate functions. The role requires a hands‑on talent leader who can build a high‑performance recruiting engine, maintain an exceptional talent bar, and partner closely with leadership to translate business priorities into disciplined hiring execution.

Key Responsibilities

• Translate business goals into clear, function‑by‑function hiring plans
• Serve as a strategic talent advisor to people leadership and executive stakeholders on market conditions, hiring velocity, and candidate quality
• Build and refine the recruiting operating model from intake through offer close
• Balance speed, quality, and rigor as the organization scales

Recruiting Team Leadership

• Lead, coach, and develop a recruiting team across technical, commercial, corporate, and operations roles
• Set clear performance expectations and build a culture of accountability, craft, urgency, and partnership
• Model strong recruiting behavior by personally owning senior and executive searches when needed
• Build leadership capability and operating discipline across the recruiting function

Technical & Executive Hiring

• Bring strong fluency in recruiting for software engineering, product, data, and other specialized technical roles
• Partner closely with technical leadership to build proactive pipelines ahead of demand
• Design assessment frameworks that support rigor, consistency, and inclusive hiring practices
• Lead confidential senior leadership searches with judgment, discretion, and credibility

Structured Process & Assessment Rigor

• Design and deploy consistent interview rubrics across functions
• Train hiring managers and interviewers to be effective partners in the hiring process
• Maintain a high talent bar while operating in a fast‑paced hiring environment
• Own hiring quality and continuously improve selection practices based on data and outcomes

Recruiting Operations, Systems & Metrics

• Own recruiting systems, dashboards, workflows, and reporting infrastructure
• Track and improve core metrics including funnel conversion, time‑to‑fill, offer acceptance, and quality of hire
• Evaluate and implement modern recruiting tools that improve team capacity and decision‑making
• Ensure coordination, scheduling, and recruiting operations run cleanly at scale

Employer Brand & Candidate Experience

• Develop and articulate a clear employer value proposition for high‑caliber technical and commercial talent
• Ensure every candidate interaction reflects the organization’s standards, culture, and ambition
• Partner with marketing and leadership to strengthen employer brand through content and targeted external engagement
• Build a candidate experience that is structured, high‑touch, and differentiated

Qualifications & Experience

• Significant full‑cycle recruiting and talent acquisition leadership experience within high‑growth environments
• Experience managing recruiting teams and building recruiting infrastructure through rapid scale
• Deep technical recruiting fluency across software engineering, product, data, or similarly specialized technical functions
• Proven ability to partner with executives and hiring leaders to translate business priorities into hiring plans
• Track record owning senior, executive, or confidential searches directly
• Strong command of recruiting systems, dashboards, and metrics, including funnel conversion, time‑to‑fill, offer acceptance, and quality of hire
• Experience designing structured assessment processes and maintaining hiring quality under velocity pressure
• Familiarity with modern recruiting tools and workflows that improve speed, quality, and decision‑making
• Strong executive presence with the ability to operate as a trusted advisor to senior leadership
• Adaptive, hands‑on operator who brings frameworks, judgment, and ownership without overbuilding process
• Ability to work in‑person in New York City or Boston and operate closely with leadership