As a Talent Acquisition Partner at StackAdapt, you'll play a pivotal role in leading full-cycle recruitment activities, with a dedicated focus on positions across Commercial functions. Your primary focus will be to attract and secure top-tier talent using diverse strategies such as inbound applicant pools, proactive sourcing, and leveraging referrals. Reporting directly to the Manager of Talent Acquisition, you will oversee a seamless and positive candidate journey, while fostering strong relationships with key stakeholders, and driving continuous enhancement of our hiring practices and standards.

What You'll Be Doing

• End-to-End Recruitment: Lead the entire recruitment lifecycle, encompassing job posting, sourcing, interviewing, negotiation, and closing positions up to the Director level.
• Proactive Sourcing: Source high-calibre candidates through proactive sourcing strategies, leveraging applicant pools and referrals.
• Reporting and Insights: Provide regular updates and data-driven insights to hiring teams to track progress and address challenges effectively.
• Data Management: Identify and resolve issues in hiring processes by analyzing recruitment data and implementing necessary improvements.
• Diversity & Inclusion: Advocate for diversity and inclusion throughout the hiring process, ensuring all candidates receive fair and unbiased evaluation.
• Pipeline Management: Manage active candidate pipelines within ATS (Greenhouse) to ensure healthy pipeline progression, timely candidate updates, and optimal movement through every hiring stage.

What You'll Bring to the Table

• Functional Expertise: Solid experience driving mid-to-senior level recruitment cycles, with a strong understanding of standard hiring practices and candidate evaluation.
• Stakeholder Collaboration: Experience partnering with hiring managers to understand team needs, communicate regular updates, and guide smooth interview cycles.
• Problem Solving: Ability to troubleshoot standard recruitment roadblocks and adapt sourcing strategies to meet changing hiring priorities.
• Multi-Requisition Management: Ability to manage multiple active requisitions concurrently while maintaining candidate engagement and momentum.
• Data & Reporting: Familiarity with tracking key recruitment metrics to inform hiring teams and support continuous improvement.
• Ownership & Accountability: Takes responsibility for moving searches forward, anticipates risks, follows through on commitments, and keeps stakeholders aligned throughout the process.
• Continuous Improvement: Looks beyond filling individual roles to identify opportunities to improve interview quality, hiring manager capability, candidate experience, and overall recruitment practices.