Talent Acquisition Partner, Vice President

Guggenheim Partners Investment Management Holdings; New York (NY); On-site; USD 180,000 - 260,000; Full time

Job summary

Guggenheim Investments seeks a Vice President, Senior Talent Partner to lead full-cycle hiring for experienced professionals across the firm, from investment teams to corporate functions, and to shape recruiting processes.

Based in our New York City office, this role requires direct sourcing, candidate assessment, offer negotiation, and building the recruiting function as the firm grows.

Qualifications

• 7+ years of full-cycle recruiting experience, including direct sourcing.
• Experience hiring for front-office and back-office roles.
• Proven ability to fill senior or hard-to-fill roles via direct sourcing.
• Strong selling and closing skills with complex offers.
• Hands-on Workday Recruiting experience and process improvement.

Responsibilities

• Own end-to-end recruitment across front-office and back-office roles.
• Source, screen, interview, negotiate offers, and close candidates.
• Build talent pipelines and leverage LinkedIn Recruiter and referrals.
• Advise hiring managers on role definitions and market pay.
• Represent Guggenheim to senior candidates and manage confidential searches.

Skills

Full-cycle recruiting

Direct sourcing

Candidate selling/closing

Workday Recruiting

Mentoring

Stakeholder management

Tools

Workday Recruiting

Job description

Position Summary

Guggenheim Investments is looking for a Vice President, Senior Talent Partner to run full-cycle hiring for experienced professionals across the firm, from investment teams to corporate functions, and to help build the recruiting function as it grows.

You will source candidates directly, assess them, sell the opportunity and close offers on your own. You'll also help shape how the firm recruits: the processes, standards, tools and reporting. You will move easily between front-office and back-office searches, earning credibility with portfolio managers as readily as with technology, operations or finance leaders.

You will represent Guggenheim to senior candidates and hiring leaders in a demanding, relationship-driven industry. The way you carry yourself is part of how the market sees the firm, so judgment, discretion and polish count as much as volume. This position is based in our New York City office, full-time.

Responsibilities

Full-Cycle Recruiting Across the Firm

Own a varied set of experienced-hire searches across front-office roles (investment, research, portfolio management, distribution) and back-office roles (operations, technology, finance, risk, compliance and other corporate functions).

Run each search from start to finish: scoping the role with the hiring manager, mapping the market, sourcing directly, screening, managing interviews, checking references, negotiating the offer and closing the candidate.

Find most candidates through direct outreach, including passive candidates who aren't looking for a move. Use LinkedIn Recruiter, market maps, referrals and your own network rather than relying on applications or agencies.

Get up to speed quickly on unfamiliar roles: learn what the role requires, who the competitors are and what the market looks like well enough to advise the hiring manager credibly within the first conversations.

Advise hiring managers on how to define the role, what the market pays, what talent is available, and when a profile is unrealistic.

Sell the firm and the role to candidates who are happy where they are, and handle counter offers and competing offers.

Work with GI Hiring Council to put together offers and negotiate them firmly but fairly.

Building the Recruiting Function

Help refine and evolve how recruiting works at the firm.

Set the standard for candidate experience and hold the whole process to it.

Help decide when to use outside search firms and how to manage them, and work to reduce the firm's reliance on them over time.

Build talent pipelines for roles the firm hires often or finds hard to fill, so searches don't start from zero each time.

Bring ideas and best practices that move the function from filling roles reactively to planning and pipelining.

Workday Recruiting & Data

Act as the team's power user of Workday Recruiting: requisitions, candidate stages, offers, reporting and keeping data clean.

Make sure the data in Workday is accurate enough to report on and to stand up to scrutiny.

Build and share recruiting metrics (time to fill, how candidates move through each stage, hiring sources, offer acceptance, hiring manager satisfaction) and use them to improve how the team works.

Help find gaps in how the system is set up or used, and work with People Technology to fix them.

Credibility & Representation

Earn the trust of senior hiring leaders by bringing real market knowledge and a clear point of view, not just carrying out instructions.

Represent Guggenheim to senior candidates, outside partners and industry networks with discretion and a high level of professionalism.

Handle confidential searches, including replacements and senior hires, with the care they need.

Keep recruiting practices consistent and well documented, working with Legal and Compliance on record-keeping and fair selection standards.

Growth & Leadership Opportunity as the function grows:

Leading specific projects for the function, such as rolling out a process, improving how Workday is used, or reviewing outside search firms.

Mentoring and sharing knowledge with junior recruiters and coordinators.

Helping hire and onboard new members of the recruiting team.

The role is a good fit for someone who wants to help shape a function, with leadership opportunities that may grow as the team develops.

Qualifications

Basic Qualifications:

• 7+ years of full-cycle recruiting, ideally including time at a search firm or on an in-house team with a strong direct-sourcing culture.
• A proven record of hiring for both front-office and back-office roles, or a clear ability to move between business and corporate searches.
• A proven record of filling roles through direct sourcing, including passive candidates and senior or hard-to-fill searches.
• Strong selling and closing skills, with experience negotiating complex offers and handling counteroffers.
• Hands-on experience with Workday Recruiting, ideally as an advanced user.
• Has helped build or substantially improve recruiting processes, not only worke