Talent Acquisition Partner, NA

vantagedc; Denver (CO); Hybrid; USD 90,000 - 120,000; Full time

Job summary

Vantage Data Centers is seeking an experienced Talent Acquisition Partner to own the full life-cycle recruitment process. You will source, screen, interview, and onboard talent, partnering with hiring managers to align staffing with business growth.

You will drive proactive sourcing, build a strong talent pipeline, and deliver market insights to ensure competitive offers. This role offers flexibility to work remotely or in a hybrid setup across US offices.

Qualifications

• Experience leading full lifecycle recruitment from sourcing to onboarding.
• Ability to assess candidate qualifications, skills, and fit for the organization.
• Strong collaboration with hiring managers and HR partners to drive strategies.

Responsibilities

• Manage the entire recruitment process—from job postings to offers.
• Assess candidates for qualifications, skills, and culture fit.
• Lead proactive sourcing strategies to build a top talent pipeline.
• Collaborate with hiring managers to define staffing needs and processes.
• Maintain data hygiene in ATS and produce reporting for leadership.

Skills

Full lifecycle recruiting

Talent sourcing

Stakeholder management

Education

Bachelor's degree in HR, Business, or related field

Job description

About Vantage

Vantage powers, cools, protects and connects the technology of the world's well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands.

People & Culture Department

The People & Culture (P&C) Team at Vantage is lean, effective, well-respected, and growing, with the vision of designing and ensuring an exceptional employee experience from application to alumnus. The team is distinguished by its innovative and strategic approach, working in close partnership with business leaders to develop practical and business-minded solutions that keep the development and growth of our people at the center. Each member of our P&C team plays a pivotal role on the team and in the business. Trust, Agility, Respect, and Accountability are the Vantage core values-and we seek to live every value, every day, while thinking creatively to make Vantage the employer of choice and power our people.

Position Overview

This role can be based remotely in the US or hybrid at one of our office locations.

Vantage is seeking an experienced, hands-on, flexible Talent Acquisition Partner to be an efficient driver for full lifecycle recruiting, while elevating our hiring strategies. This individual will be responsible for development and execution of the company's hiring plan, strategic headcount planning, and program growth that will support Vantage Data Centers growth through inflection points, data-driven reporting, diversity and inclusion, and scaling culture. This individual will use our values and strive for greatness to guide and develop the next generation of employees to empower Vantage Data Centers to continue to succeed in achieving its mission and vision. This individual will drive full life-cycle recruitment from sourcing to onboarding and serve as a subject matter expert across the department(s) and processes they support.

Essential Job Functions

Full-Cycle Recruitment

• Manage the entire recruitment process, including job postings, candidate sourcing, screening, interviewing, selection, and offer negotiations while creating a lasting and impactful candidate and hiring manager experience.
• Assess candidate qualifications, skills, and fit for the organization.
• Lead effective recruitment strategies to attract qualified candidates for various positions within the data center industry.
• Collaborate with hiring managers to understand their staffing needs and guide them on proper recruitment process.
• Meet regularly with hiring managers and department leaders you directly support.
• Post enhanced and inclusive job descriptions by utilizing our technology stack across various job boards.
• Meet assigned TA and Vantage department goals, metrics, and KPIs.
• Oversee strategic initiatives and take individual ownership as assigned.
• Maintain data hygiene within the applicant tracking system to drive TA reporting efforts.
• Keep clean, accurate, and up-to-date data within candidate pipelines to enable clear visibility into recruiting progress.
• Regularly audit requisitions and candidate profiles for accuracy, closing out filled or inactive roles and appropriately dispositioning outdated candidates.

Candidate Sourcing

• Build and execute proactive passive sourcing strategies to identify, engage, and convert top-tier talent.
• Build and maintain a forward-looking talent pipeline aligned to anticipated business growth and workforce planning initiatives.
• Conduct market research to stay informed about talent trends and competitive hiring practices.

Employer Branding

• Promote the company's employer brand through various channels, including social media, career fairs, and networking events.
• Participate in employer branding initiatives to attract top talent and enhance the company's reputation as an employer of choice.

Collaboration

• Partner with HR team members to ensure a cohesive and efficient talent acquisition process.
• Collaborate with the Total Rewards team, Compensation, and hiring managers to develop job descriptions, drive compensation discussions, and provide market insights based on your market.
• Work with external recruitment agencies and vendors as needed to best support hiring efforts.
• Market Insights: Conduct market research to stay informed about talent trends and competitive hiring practices.

Market Insights

• Leverage candidate compensation data and external benchmarks to advise on competitive salary ranges and total rewards packages.
• Partner with HR and Compensation teams to align offers with internal equity while maintaining market competitiveness.
• Create and deliver dashboards or presentations highlighting talent market insights, pipeline health, and hiring trends for executive stakeholders.
• Deliver hiring status updates, recruiting trends, and detailed candidate data to business leaders in meetings where required.