Senior Talent Acquisition Specialist - Contract

Job Description

Job Description

About the Opportunity

This is an excellent opportunity for a seasoned recruiter who enjoys difficult searches, passive talent sourcing, and partnering directly with senior leadership .

The Talent Acquisition Partner will support approximately 20 leadership-level searches across both corporate and field operations functions. This person will serve as a true internal search partner, owning searches from intake through hire, advising hiring leaders, bringing market intelligence to the conversation, and developing creative sourcing strategies when traditional approaches aren't producing results.

The ideal candidate is a problem solver and consultative recruiter who can confidently partner with senior operational leaders and knows how to uncover strong candidates who aren't actively looking for a new opportunity.

What You'll Do

• Manage full-cycle recruiting for approximately 20 leadership-level searches across corporate and field operations.
• Recruit for positions across areas such as Operations, General Management, Sales, Finance, Accounting, IT, Legal, HR and other corporate functions .
• Develop and execute targeted sourcing strategies to identify both active and passive candidates.
• Conduct proactive market mapping and talent research to uncover high-quality leadership talent.
• Build relationships with passive candidates and effectively communicate the opportunity, organization and career potential.
• Partner directly with hiring managers and senior leaders to understand business needs, team dynamics and role requirements.
• Provide thoughtful consultation when candidate pipelines are limited or the initial search strategy is not producing results.
• Bring market feedback and talent intelligence to hiring leaders, including candidate availability, compensation expectations and competitive market conditions.
• Continuously evaluate and recalibrate sourcing strategies based on search results and market response.
• Conduct thorough candidate assessments and clearly communicate candidate strengths, concerns and overall alignment to hiring leaders.
• Manage candidate pipelines, interviews, feedback, offers and closing throughout the recruiting process.
• Maintain accurate activity and candidate information within the ATS.
• Collaborate with internal stakeholders to ensure a positive and efficient candidate experience.

What We're Looking For

• Several years of progressive full-cycle recruiting or talent acquisition experience .
• Demonstrated success recruiting management and leadership-level talent .
• Strong passive sourcing and headhunting capabilities.
• Experience managing multiple complex searches simultaneously.
• Proven ability to partner directly with senior leaders and hiring managers.
• Strong consultative communication skills and the confidence to challenge assumptions when appropriate.
• Ability to independently diagnose recruiting challenges and recommend solutions.
• Strong candidate assessment skills with the ability to clearly articulate why a candidate should be considered .
• Highly organized and able to manage competing priorities in a fast-paced environment.
• Comfortable working autonomously and taking ownership of searches from beginning to end.
• Strong written and verbal communication skills.
• A practical, resourceful and solutions-oriented mindset.

Preferred Experience

Experience in any of the following environments is highly valued:

• HVAC, plumbing or electrical
• Skilled trades
• Home services
• Field services or field operations
• Construction
• Multi-location organizations
• Franchise organizations
• Private equity-backed companies

Greenhouse experience is highly preferred , although strong senior-level recruiting and sourcing experience is more important than ATS-specific experience.

What Success Looks Like

The successful Talent Acquisition Partner will be someone who doesn't simply provide status updates—they own the search .

When a difficult position isn't producing qualified candidates, you should be comfortable answering:

• Who have we approached?
• What are we hearing from the market?
• Why aren't candidates aligning?
• Is the compensation competitive?
• Is the profile realistic?
• What are competitors offering?
• What should we change?
• What can we do differently to find the right person?

You will be expected to bring insight, recommendations and solutions to the hiring process.

Compensation & Contract

$50–$55/hour

Approximately 6 months to start , with potential for extension