Lead Talent Advisor

Logic20/20, Inc.; Seattle (WA); On-site; USD 110,000 - 150,000; Full time

Job summary

Logic20/20, Inc. is seeking a Lead Talent Advisor who partners with executives to own the full recruiting lifecycle for critical roles across digital strategy, grid operations, and commercial functions.

This role blends strategic advisory with modern sourcing, analytics, and AI-enabled practices to build strong pipelines in competitive markets. The Lead Talent Advisor will guide hiring leaders on talent strategy, market conditions, and candidate quality, while delivering a high-quality candidate

Responsibilities

• Own the end-to-end recruiting process for positions across Digital Strategy, Grid Operations, and Commercial Operations.
• Partner with hiring managers to develop recruiting strategies, clarify role requirements, define candidate profiles, and establish interview processes.
• Develop and execute sourcing strategies for specialized, difficult-to-fill, high-impact roles.
• Proactively identify and engage passive candidates via LinkedIn, networks, referrals, events, and AI-enabled tools.
• Screen and assess candidates for technical/functional capabilities, leadership, and business fit.
• Manage candidates through the process, ensuring a high-quality, transparent experience.
• Facilitate interviews, debriefs, decisions, and offer development/negotiation.
• Build and maintain pipelines for current and anticipated hiring needs.
• Serve as trusted advisor to business leaders on talent strategy and market conditions.

Skills

Strategic recruiting

Full lifecycle recruiting

AI-enabled sourcing

Talent advisory

Stakeholder management

LinkedIn sourcing

Tools

ATS

LinkedIn Recruiter

Job description

The Lead Talent Advisor is a strategic recruiting partner responsible for identifying, engaging, assessing, and hiring high-impact talent across key areas of the business. This role owns the full recruiting lifecycle and serves as a trusted advisor to business leaders and hiring managers on talent strategy, market conditions, candidate quality, and hiring decisions. Combining strong recruiting fundamentals with modern sourcing, analytics, and AI-enabled practices, the Talent Acquisition Lead recruits for complex and specialized roles, builds strong talent pipelines in competitive markets, and leverages technology and data to improve hiring outcomes and the candidate experience.

Full Lifecycle Recruiting

• Own the end-to-end recruiting process for positions across Digital Strategy, Grid Operations, and Commercial Operations, and other priority business functions.
• Partner with hiring managers to develop recruiting strategies, clarify role requirements, define candidate profiles, and establish effective interview and selection processes.
• Develop and execute sourcing strategies for specialized, difficult-to-fill, and high-impact roles.
• Proactively identify and engage passive candidates through LinkedIn, professional networks, referrals, industry communities, events, AI-enabled sourcing tools, and other channels.
• Conduct candidate screening and assessment to evaluate technical or functional capabilities, leadership competencies, business acumen, and alignment with organizational needs.
• Manage candidates throughout the recruiting process, providing a high-quality, responsive, and transparent candidate experience.
• Facilitate interview processes, candidate debriefs, selection decisions, and offer development and negotiation.
• Build and maintain pipelines of qualified talent for current and anticipated hiring needs.

Talent Advisory & Business Partnership

• Serve as a trusted talent advisor to hiring managers and business leaders rather than solely as a recruiting process owner.
• Translate business priorities and workforce needs into actionable recruiting and talent strategies.
• Provide hiring leaders with insights regarding talent availability, market competitiveness, compensation considerations, sourcing challenges, and candidate expectations.
• Challenge and refine hiring requirements when appropriate to improve candidate quality, speed, and access to talent.
• Use recruiting data and market intelligence to influence hiring decisions and set realistic expectations.
• Build strong relationships across business functions and develop a deep understanding of the capabilities required within Digital Strategy, Grid Operations, and Sales.

AI-Enabled Recruiting

• Demonstrate proficiency using generative AI and AI-enabled recruiting technologies to improve recruiting effectiveness, productivity, and candidate engagement.
• Apply AI responsibly throughout the recruiting lifecycle, including talent research, sourcing strategy development, candidate outreach, job description development, interview preparation, market analysis, and recruiting communications.
• Use AI to accelerate research and identify talent pools, skills adjacencies, competitor organizations, and emerging sources of qualified candidates.
• Develop effective prompts and workflows that improve the quality and efficiency of recruiting activities.
• Stay current on emerging AI capabilities and identify opportunities to incorporate new tools and practices into the talent acquisition function.
• Share effective AI practices, prompts, and workflows with recruiting colleagues and hiring partners to increase broader team capability.

Recruiting Excellence & Analytics

• Track and manage recruiting activity and pipeline health through the applicant tracking system and other recruiting platforms.
• Use recruiting metrics—including time to fill, pipeline conversion, source effectiveness, candidate quality, and offer acceptance—to identify opportunities for improvement.
• Maintain accurate, timely recruiting documentation and candidate records.
• Identify process improvements that increase recruiting speed, quality, scalability, and candidate experience.
• Contribute to talent acquisition initiatives, workforce planning efforts, employer branding, and recruiting programs as needed.