Sr Talent Acquisition Partner

SILA; Alameda (CA); Presencial; USD 130.000 - 164.000; Jornada completa

Descripción de la vacante

Sila is seeking a Senior Talent Acquisition Partner to own the full recruitment lifecycle from requisition to onboarding. You will align with People & Culture and senior leaders to design strategies, source top talent, and advise on compensation and market trends.

This onsite Alameda role emphasizes engineering recruiting and scalable processes. Work closely with hiring managers to define headcount needs, develop calibrated candidate scorecards, and drive continuous improvement in speed and

Formación

• End-to-end recruitment across multiple business verticals.
• Align with hiring objectives to drive results.
• Ensure compliant, efficient hiring processes.

Responsabilidades

• Trusted Advisor: provide market intelligence to hiring managers and leadership; promote structured hiring and sourcing techniques.
• Design recruiting policies, processes, and governance for a compliant candidate experience.
• Lead full-lifecycle recruitment across high-impact verticals and meet aggressive hiring targets.

Conocimientos

Talent acquisition

Sourcing

Interviewing

Stakeholder management

Engineering recruiting

Descripción del empleo

We are Sila, a next-generation battery materials company. Our mission is to power the world’s transition to clean energy. To create this future, our team is building a better lithium-ion battery from the inside out today. We engineer and manufacture ground-breaking battery materials that significantly increase the energy density of batteries, while reducing their size and weight. The result? Smaller more powerful batteries that can unlock innovation in consumer devices and accelerate the mass adoption of electric cars to eliminate our dependence on fossil fuels. We're tackling one of the biggest challenges of our time every day, and together we're redefining what's possible. Are you ready to be a part of a team committed to changing the world?

Who You Are

The Sr Talent Acquisition Partner is responsible for all aspects of the recruitment process aligned with business objectives, organizational values, and hiring outcomes. The Sr Talent Acquisition Partner will align with hiring objectives to drive results by owning the end-to-end recruitment process from job requisition to onboarding, ensuring compliance and efficiency at every stage. The Sr Talent Acquisition Partner works closely with the People & Culture team and other senior leaders to create effective strategies to meet those needs through effective sourcing, structured interviewing, process efficiencies, and leadership advising to secure top talent.

Responsibilities

Trusted Advisor: Bring deep talent market intelligence to hiring managers and executive leadership, instill structured hiring practices, and cutting-edge sourcing techniques to attract, assess, and hire top-tier talent. Engineering recruiting preferred.

Continuous Improvement: Assist in designing recruiting policies, processes, service delivery, and governance to ensure a consistent, compliant, and candidate-centered hiring experience.

End-to-End Talent Delivery: Full-lifecycle recruitment across high-impact business verticals, consistently delivering high-quality talent against aggressive hiring targets. Experience in Engineering recruiting preferred.

Strategic Business Partnership: Partner closely with hiring managers to understand team objectives, define headcount needs, draft compelling job descriptions, and establish calibrated candidate scorecards.

Executive Market Intelligence: Advise business leaders on talent market trends, compensation insights, workforce risks, and competitive intelligence to influence current and future hiring decisions.

Process Scaling & Governance: Help design and optimize talent acquisition policies, service level agreements (SLAs), and governance to ensure a candidate-centered, compliant, and frictionless hiring experience.

Continuous Improvement: Lead continuous improvement initiatives focused on recruiting speed, candidate experience, process simplification, and overall operational efficiency.

Proactive Sourcing: Design targeted multi-channel sourcing strategies and talent pipelines to engage passive candidates, strengthening Sila’s market presence and attracting diverse talent pools.

Physical Demands and Working Conditions

The work environment and physical demands are representative of those the employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Requirements

Rarely: Carrying, Climbing, Crouching, Heights (step stool), Kneeling, Pulling, Pushing, Narrow Spaces, Standing, Stooping, Walking.

Occasionally: Lifting, Pinching

Frequently: Gripping, Handling

Constantly: Grasping, Hearing, Reaching, Reading, Repetitive Motions, Sitting, Vision

The starting base pay for this role is between $130,000 and $164,000 at the time of posting. The actual base pay depends on many factors, such as education, experience, and skills. Base pay is only one part of Sila’s competitive Total Rewards package that can include benefits, perks, and equity. The base pay range is subject to change and may be modified in the future. Work expectation is onsite in Alameda office 5 days per week.

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Working at Sila

We believe that building a diverse team at Sila helps us amplify our individual talents. We are an equal opportunity employer and committed to creating an inclusive environment where good ideas are free to come from anyone. We are proud to celebrate diversity and all qualified applicants are considered for employment without regard to gender, race, sexual orientation, religion, age, disability, national origin, or any other status protected by law.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Sila’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.