Talent Acquisition Partner (WMP)

About WM Partners 

WM Partners is a middle-market private equity firm specializing in buyout investments in the health and wellness sector. WM Partners seeks to acquire small and medium size businesses with attractive growth prospects and generate sustainable, long-term value through its operational expertise in the health and wellness sector, and strategic business approach working in collaboration with experienced management teams. WM Partners is certified as a diverse-owned firm by the National Association of Investment. Learn more at

Location

Remote

About the Role 

The Talent Acquisition Partner is a hands-on recruiter supporting WM Partners and its portfolio companies. Reporting to the VP of People Operations, this role independently manages assigned searches across functions and levels, with an emphasis on digital talent. The partner builds thoughtful candidate pipelines, delivers a strong candidate experience, supports onboarding, and helps identify resourceful, entrepreneurial people who can thrive in fast-moving consumer businesses.

Requirements

Full Cycle Recruiting 

• Manage assigned full-cycle searches across WM Partners and its portfolio companies, from intake through accepted offer and onboarding. 

• Recruit across functions and levels, with an emphasis on digital and digitally enabled roles such as ecommerce, marketplaces, growth and performance marketing, CRM, content and creative, digital product, UX and UI, analytics, and marketing technology. 

• Support senior and executive searches in partnership with the The People team and other stakeholders. 

• Partner with hiring managers to clarify business needs, define candidate profiles, develop job descriptions, and establish practical interview processes and search timelines. 

• Source active and passive candidates through LinkedIn Recruiter, professional networks, referrals, talent communities, job boards, direct outreach, and other relevant channels. 

• Conduct initial interviews and qualification assessments and present well-supported candidate recommendations to hiring teams. 

• Coordinate interviews, collect timely feedback, maintain hiring momentum, and provide candidates with clear and consistent communication. 

• Build talent pipelines for recurring and anticipated needs across onshore, nearshore, and offshore markets. 

• Coordinate offer development and candidate communication within approved compensation parameters, escalating exceptions to the VP of People Operations. 

Hiring for WMP Culture 

• Look beyond traditional credentials and predictable career paths to identify candidates with demonstrated initiative, resourcefulness, resilience, curiosity, and sound judgment. 

• Assess whether candidates can thrive in lean, entrepreneurial environments where priorities evolve and people are expected to take ownership and find practical solutions. 

• Explore authentic interest in the company, its brands, consumers, and mission while maintaining consistent, job-related evaluation criteria. 

• Use structured interviews and behavioral evidence to evaluate energy, creative problem-solving, calculated risk-taking, learning agility, and the ability to turn setbacks into progress. 

• Encourage hiring teams to consider strong candidates from nontraditional backgrounds and challenge assumptions that may unnecessarily narrow the talent pool. 

Candidate Experience and Onboarding 

• Deliver a responsive, respectful, and consistent candidate experience throughout recruiting and pre-employment activities. 
• Coordinate reference checks, background checks, and other pre-employment requirements with People Operations and external providers. 
• Manage onboarding coordination for assigned hires in partnership with hiring managers, People Operations, IT, payroll, and other stakeholders. 
• Coordinate preboarding communication, first-day readiness, orientation, and early-stage check-ins to support a smooth transition into the organization. 
• Use candidate, new-hire, and hiring-manager feedback to recommend improvements to recruiting and onboarding practices. 

Recruiting Operations Technology and AI 

• Maintain accurate and timely applicant tracking system records, including requisitions, candidate activity, communication, interview feedback, offers, and reporting data. 

• Follow established recruiting workflows, documentation standards, selection practices, and service expectations across the portfolio. 

• Use AI-enabled tools to improve sourcing, talent research, outreach, job-description development, interview preparation, workflow efficiency, candidate communication, and recruiting analytics. 

• Apply appropriate human oversight to AI-supported work and follow responsible practices related to privacy, bias, data quality, confidentiality, and applicable requirements. 

• Track assigned recruiting activity and provide clear updates on pipelines, hiring progress, bottlenecks, and risks. 

Agency Support and Recruiting Projects 

• Coordinate with approved recruiting agencies and nearshore or offshore partners on assigned searches, role requirements, candidate flow, and interview activity. 

• Monitor partner responsiveness and candidate quality and share observations with the The People team.. 

• Build specialized digital talent networks and share relevant market insights regarding candidate availability, skill trends, and sourcing challenges. 

• Contribute to employer-branding, talent-attraction, recruiting-process, onboarding, and technology-improvement initiatives. 

• Collaborate with the broader People Operations team to balance workload, maintain coverage, and support evolving business needs. 

Benefits

Qualifications 

Required 

• Bachelor's degree in Human Resources, Business Administration, Marketing, or a related field, or equivalent relevant experience. 

• Approximately four to six years of full-cycle recruiting or talent acquisition experience. 

• Demonstrated success independently managing searches from intake and sourcing through offer acceptance and onboarding. 

• Experience recruiting across multiple functions and levels, with exposure to digital, ecommerce, growth marketing, marketplaces, creative, product, analytics, or related talent. 

• Strong passive-candidate sourcing skills, including hands-on experience with LinkedIn Recruiter. 

• Experience using an applicant tracking system such as Workable, Greenhouse, Pinpoint, Ashby, Lever, or a comparable platform. 

• Practical experience using AI-enabled tools to improve recruiting workflows and productivity. 

• Strong interviewing, candidate-assessment, written communication, organization, and relationship-management skills. 

• Ability to manage multiple searches and competing priorities while maintaining accurate and timely documentation. 

• Sound judgment and discretion when handling confidential candidate, employee, and business information. 

• A collaborative, service-oriented approach and the resourcefulness to succeed in a fast-paced, evolving environment. 

Preferred 

• Experience supporting private equity, portfolio companies, consumer brands, ecommerce businesses, or other high-growth organizations. 

• Experience recruiting across multiple business units or companies with differing talent needs and operating styles. 

• Experience recruiting onshore, nearshore, or offshore talent across multiple countries or regions. 

• Established networks within digital commerce, performance marketing, marketplaces, creative, product, or analytics communities. 

Core Capabilities 

• Full-cycle recruiting and candidate assessment 

• Digital talent sourcing and market awareness 

• Resourcefulness and learning agility 

• AI fluency and process discipline 

• Candidate and new-hire experience 

• Collaboration and service orientation