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.

The role can be primarily remote; however, the selected candidate should be prepared to spend approximately the first week onsite in Brea, CA for training, business immersion, and stakeholder introductions. Travel and hotel accommodations may be provided as needed.

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.