Talent Acquisition Lead

Collette is seeking an experienced and strategic Talent Acquisition Lead to join our growing People & Culture Team. The Talent Acquisition Lead will play a key role in helping the organization identify, attract, and hire top talent while creating an exceptional experience for candidates and hiring leaders. About Collette: Let Us Show You the World There has never been a better time to be in the travel industry. See the world, connect with others, and experience the immersive benefits of one of today’s most exciting industries when you join the Collette team! As the longest-running tour operator in North America, our family-owned business leads the industry in innovation and expertise. Collette’s passionate team works hard to fulfill travel dreams and is always looking for talent that will help shape the company’s future. Being part of the Collette team means having a willingness to grow, a desire to learn and ask questions, and a zest for seeing the world. From giving back to local communities to creating incredible experiences for a world of travelers and being part of a values-oriented team that cares for one another, Collette is all about people. So, what are you waiting for? Your journey starts here. Job Summary The Talent Acquisition Lead will lead recruiting efforts for technology, product, data, marketing, and other specialized roles across the business. This role is responsible for developing proactive talent acquisition strategies, building strong candidate pipelines, partnering closely with hiring leaders, and ensuring high-quality hiring outcomes that align with business priorities. Reporting to the Director, Talent Acquisition, this role partners closely with Collette's leadership, Product teams, Digital teams, People & Culture Business Partners, Marketing, Finance, and hiring managers to forecast talent needs, reduce time-to-fill, improve candidate quality, and strengthen Collette's employment brand with internal/external talent markets. A key focus of this role will be developing scalable recruiting practices, strengthening talent pipelines for critical positions, and leveraging market intelligence, recruiting analytics, and sourcing strategies to help Collette compete for top talent in an increasingly competitive hiring landscape. Primary Functions & Responsibilities Full-Cycle Recruitment Leadership: Lead and execute full-cycle recruiting activities including intake meetings, sourcing, screening, interviewing, offer negotiation, and onboarding partnership activities. Recruiting Strategy: Develop and execute recruiting strategies across all departments. Talent Pipeline Development: Build and maintain proactive talent communities and pipelines for high-priority and difficult-to-fill positions. Strategic Sourcing: Create innovative sourcing strategies using LinkedIn Recruiter, indeed, networking, referrals, talent mapping, market research, employer branding, and emerging recruiting technologies. Hiring Manager Partnership: Serve as a trusted advisor to hiring managers and business leaders by providing recruiting guidance, labor market insights, candidate assessment support, and hiring recommendations. Workforce Planning Support: Partner with leaders to understand current and future talent needs, identify hiring priorities, and develop recruiting plans aligned with business goals. Candidate Experience: Ensure candidates experience a responsive, inclusive, and engaging recruiting process that reflects Collette's culture and values. Market Intelligence & Competitive Insights: Monitor hiring trends, compensation data, talent availability, and competitor activity to help inform recruiting strategy and workforce planning decisions. Employment Branding: Partner with Talent Acquisition and Communications teams to strengthen Collette's brand within technical talent markets and increase awareness of career opportunities. Recruitment Analytics & Reporting: Track recruiting metrics, pipeline health, hiring trends, source effectiveness, and recruiting outcomes. Use data to identify opportunities and drive continuous improvement. Vendor & Partner Management: Partner with external recruiting vendors, agencies, talent platforms, universities, and networking organizations as needed to support hiring efforts. Campus Recruiting & Internship Program: Lead campus recruiting efforts and oversee Collette’s internship program, including university partnerships, intern hiring, program coordination, stakeholder engagement, and a positive intern experience that supports early-career talent pipelines. Process Improvement: Identify opportunities to streamline recruiting processes, improve hiring efficiency, increase candidate quality, and enhance stakeholder experiences. Technology & Innovation: Embrace a mindset of curiosity and continuous learning, actively exploring and leveraging AI and other emerging technologies to improve processes and drive efficiency across the organization. Cross-Functional Recruiting Support: Provide recruiting support for other business functions as needed based on hiring volume, organizational priorities, and business needs. Experience: 8-10+ years of progressive recruiting experience, including significant experience recruiting for technical, data, digital, product, marketing, finance and other specialized roles. Experience leading recruiting initiatives or mentoring recruiters preferred. Technical Recruiting Expertise: Demonstrated success hiring talent across multiple disciplines. Full-Cycle Recruiting: Proven experience managing all phases of the recruitment process from intake through offer and onboarding support. Strategic Sourcing: Strong sourcing capabilities with experience leveraging LinkedIn Recruiter, talent mapping, Boolean search techniques, networking strategies, referrals, and talent intelligence tools. Campus & Early-Career Recruiting: Experience supporting campus recruiting, university partnerships, internship programs, or early-career talent initiatives preferred. Business Partnership: Ability to build trusted relationships and influence hiring decisions with leaders, hiring managers, HR partners, and cross-functional stakeholders. Candidate Assessment: Experience evaluating technical talent and guiding hiring teams through candidate selection and decision-making processes. Recruitment Analytics: Ability to use recruiting metrics, reporting, and market data to drive hiring decisions and improve recruiting effectiveness. Project Management: Strong organizational and project management skills with the ability to manage multiple priorities, hiring initiatives, and stakeholder groups simultaneously. Communication: Exceptional written and verbal communication skills with the ability to engage candidates, influence stakeholders, and deliver clear recommendations. Technology & Systems: Experience utilizing modern applicant tracking systems, sourcing tools, talent intelligence platforms, and recruiting technologies. Leadership & Collaboration: Strong collaboration skills with the ability to influence without authority, mentor others, and build productive partnerships across the organization. Judgment & Confidentiality: Strong judgment, professionalism, discretion, and commitment to handling sensitive candidate and organizational information appropriately. Education: Bachelor's degree or equivalent combination of education and experience preferred. HR certifications are a plus. We believe in taking care of our team—inside and outside of work. The pay range for this position is $100,000 – $130,000. What We Offer: Health & Wellness: Supplemental Healthcare —plus a Peloton One Membership to keep you moving Time Off: Generous PTO, paid holidays, and your birthday! Volunteer Time: Paid hours to give back to causes you care about Family Support: Paid parental leave, paid bereavement leave and access to our Employee Assistance Program Exclusive travel discounts, incentives and more #J-18808-Ljbffr