Talent Acquisition Partner

ClosedWon Talent LLC; Dallas (TX); Vor Ort; USD 65.000 - 105.000; Vollzeit

Zusammenfassung

ClosedWon Talent LLC is seeking a Talent Acquisition Partner to own full-cycle recruiting for its U.S. operations, including a paid training program and internal hiring as the company expands.

You'll partner with hiring managers, shape search strategies, and drive candidates from outreach to offers using LinkedIn Recruiter and various channels. This role offers influential, entrepreneurial growth opportunities.

Qualifikationen

• 3+ years of talent acquisition or recruiting experience, including sourcing through offer.
• Experience recruiting for technical or high-growth organizations.
• Strong interviewing and candidate assessment skills, evaluating fit, not just keywords.
• Hands-on experience with ATS and LinkedIn Recruiter.

Aufgaben

• Own full-cycle recruitment for training program and internal hiring.
• Source candidates via LinkedIn Recruiter, job boards, referrals, and networking.
• Coordinate interviews and manage HR and technical interview processes.
• Maintain ATS and pipeline tracking, monitor metrics and report to leadership.
• Support marketing on recruiting campaigns and employer branding.

Kenntnisse

Full-cycle recruitment

Technical recruiting

Interviewing

Relationship-building

Communication

Organization

Process improvement

Tools

LinkedIn Recruiter

ATS platforms

Jobbeschreibung

We’re ClosedWon Talent, a sales and go-to-market recruiting agency that specializes in working with fast-growing startups. If you’re exploring your next move, we might have just the opportunity for you, including this one.

About the company

Our client is solving one of the hardest problems in tech right now: creating AI-native and cybersecurity talent rather than fighting over the existing pool. They recruit experienced developers and high-potential career changers, put them through an intensive, full-time, paid training program (investing roughly $100K per person), and then deploy them to customers as their own employees on multi-year engagements.

That makes recruiting central to the business itself, not just a support function. Screening for the training program is extremely selective, and because placed engineers are signed to 24-36 month commitments and the company handles replacement and upskilling if a customer’s needs change, customers get long-term stability that traditional staffing can’t offer. All placements are U.S. citizens or permanent residents, which matters to their regulated and government-adjacent customers.

The company has about 500 employees globally and is now building its U.S. business, which means growing its own internal team alongside the training cohorts. Customers include Island, CyberArk, and OASIS, and existing accounts are already asking for more people than the current pipeline supplies, so finding and selecting the right candidates for the program directly drives how fast the company can grow. One recently placed team cleared a 90-day ramp in four days and has since come back for more, with plans to grow to 20 seats next year. Customers love what they provide and they are growing quickly.

About the role

The company is hiring a Talent Acquisition Partner to own full-cycle recruiting as it scales its U.S. business. The job has two sides: you’ll recruit candidates for the company’s paid training program, the experienced developers and high-potential career changers who go on to be deployed with customers, and you’ll also handle internal hiring for the company’s own team as it grows.

On both fronts, you’ll partner closely with hiring managers to understand what they need, shape the recruiting strategy for each search, and take candidates all the way from first outreach through offer acceptance, running HR interviews yourself and coordinating the technical interview process along the way. Sourcing is a big part of the job, so you’ll use LinkedIn Recruiter, job boards, referrals, networking, and whatever creative channels actually work to build pipelines for both current openings and future cohorts.

You’ll own the ATS and keep documentation and pipeline tracking accurate, monitor recruiting metrics, and report regularly on hiring progress to leadership. Beyond individual searches, you’ll work with Marketing on recruiting campaigns and employer branding, support job postings, career fairs, and recruiting events, and keep looking for ways to make the whole process faster and better for candidates and hiring managers alike.

This is a role for someone who wants real influence over how a growing company hires, works closely with leadership, and enjoys an entrepreneurial environment where new ideas are welcomed.

Must-have requirements

• 3+ years of talent acquisition or recruiting experience, including owning full-cycle recruitment from sourcing through offer.
• Experience recruiting for technical or high-growth organizations.
• Strong interviewing and candidate assessment skills, with the judgment to evaluate fit and potential, not just keyword matches.
• Hands-on experience with ATS platforms and LinkedIn Recruiter.
• Excellent communication and relationship-building skills with both candidates and hiring managers.
• Strong organization and attention to detail, along with a proactive, self-driven approach to improving processes.

Nice-to-have requirements

• Startup or scale-up experience.
• Experience recruiting technical, cybersecurity, or AI talent.
• Experience supporting employer branding initiatives.
• Familiarity with AI recruiting tools and sourcing automation.