Senior Talent Acquisition Partner at Acquisition

ROLE: The Advisory Practice is the fastest growing operating company within Acquisition.com [Upgrade to PRO to see link] and serves as the growth engine of the business. We work directly with founders to diagnose constraints, drive execution, and scale companies from $1M to $100M and beyond. It is also a core talent pipeline for future leaders across the Acquisition.com [Upgrade to PRO to see link] ecosystem. This role exists to ensure that hiring within the Advisory Practice is held to the same standard of excellence as the work we deliver to our partners. That means treating hiring as a strategic function. You will diagnose talent gaps, identify hiring gaps early, and consistently bring in high caliber operators who elevate both culture and business performance. As a Senior Talent Acquisition Partner, you will operate as the embedded hiring lead for the Advisory Practice and own full cycle recruiting across high impact roles, often at the Director level and above. You will work directly with senior leaders to define what great looks like, translate business needs into clear hiring strategies, and ensure we consistently hire talent capable of performing in a high accountability, high performance environment. You will maintain ownership of full cycle recruiting across the Advisory Practice. During periods of lower hiring volume, you will apply that same level of ownership to support broader hiring and talent priorities across Acquisition.com [Upgrade to PRO to see link] ensuring consistency in hiring quality and contributing where the business needs it most. If this hire is exceptional, hiring becomes a competitive advantage for the Advisory Practice, increasing talent quality, improving decision-making, and strengthening the overall talent pipeline. RESPONSIBILITIES: Own Hiring Outcomes - Own end to end hiring across the Advisory Practice, with accountability for both speed and quality of hire - Translate business priorities into clear hiring plans, timelines, and role definitions - Lead searches from intake to close across high impact and often ambiguous roles Drive Process and System Improvement - Identify gaps in hiring process, candidate quality, or alignment and implement improvements - Increase efficiency and signal across interview processes - Partner with Talent and People teams to improve systems, reporting, and overall hiring infrastructure Partner with Leaders and Calibrate Talent - Partner with hiring managers and senior leaders to define success profiles, scope roles, and align on evaluation criteria - Assess candidates with strong judgment, identifying signal versus noise across experience, capability, and fit - Maintain a consistent and high hiring bar while influencing hiring decisions and improving calibration across teams - Advise on talent market dynamics, candidate quality, and compensation expectations Build and Maintain High Quality Pipelines - Proactively source and engage high caliber, often passive candidates across relevant talent pools - Build pipelines for recurring and critical roles, reducing reliance on reactive hiring - Develop a strong understanding of where top performers come from and how to attract them REQUIREMENTS: - 8-10 years of full cycle recruiting experience within a high growth or startup environment - Proven track record of owning hiring outcomes across multiple roles or business units, partnering directly with hiring managers and senior leaders to define roles and drive hiring decisions, and successfully filling complex or ambiguous roles - Experience operating in fast paced, high growth environments where hiring needs evolve quickly, structure is still being built, and both speed and quality are required - Demonstrated ability to source and close high quality, often passive candidates, calibrate talent effectively, and influence hiring decisions while maintaining a consistent hiring bar - Experience using modern recruiting tools and systems to manage pipelines and drive efficient hiring processes RESULTS: - Reduce time to fill across Advisory Practice roles while maintaining or increasing quality of hire - New hires consistently meet or exceed performance expectations within their first 90 to 180 days - Improve hiring manager calibration and decision-making speed, resulting in faster and more confident hiring decisions - Build and maintain a consistent pipeline of qualified candidates for high priority and recurring roles - Increase efficiency and signal across interview processes, reducing bottlenecks and unnecessary steps - Contribute to a measurable increase in talent quality and overall talent density across the Advisory Practice LOCATION: - Las Vegas, NV (Hybrid On-site) - Candidates must currently reside in Las Vegas or be willing to relocate - Support for relocation to Las Vegas will be provided COMPENSATION: - $140,000 - 170,000 salary - The salary range may be inclusive of several levels that would be applicable to the position. Final salary will be based on a number of factors including, level, relevant prior experience, skills, and expertise. This range is only inclusive of base salary, not benefits (more details below). BENEFITS: We offer a comprehensive, evolving benefits package designed to support your health, family, and wellbeing. Some key offerings: - Flexible Unlimited Paid Time Off and Company-wide Holidays - Employer sponsored Medical, Dental, & Vision plans - $1,950 annual Employer HSA contribution - FSA options including dependent care - Employee assistance program and mental health resources - Employer match program for 401(k), eligible for both Traditional and Roth accounts - $1,200 annual wellness reimbursement through JOON [Upgrade to PRO to see link] that supports health, family care, pet care, fitness, and more! - For local or visiting team members, enjoy access to a state of the art gym at our HQ in Las Vegas * Benefits eligibility applies only to full-time roles. ACQ CORE VALUES: Our core values are the heart and soul of this incredible company. The right person for this role will appreciate each of these values, personally subscribe to them, and understand why each is critical to having a great business. COMPETITIVE GREATNESS Be at your best when your best is needed. Enjoyment of a hard challenge. Those who have the drive to constantly improve, the superior intellect and long term commitment to see incremental improvements become compounding returns. SINCERE CANDOR Have the self awareness to accurately perceive and communicate hard truths that improve others and self, the courage to do so, and the humility to accept them, even when it hurts. Nothing great can be built without feedback: internally or externally. UNIMPEACHABLE CHARACTER Be the type of person with whom people are always proud to associate, personally and professionally. We look for true alignment of thoughts, words, and actions towards a goal worth pursuing.