Manager, Talent Acquisition Partner - Leadership and Technology

Job Summary

We are seeking a strategic and results-oriented Leadership Talent Acquisition Partner with 8 to 12 years of experience in talent acquisition, including substantial experience in technical recruitment and a demonstrated specialization in technology sales roles.

This role will partner closely with senior business leaders, sales leadership, and hiring managers to develop and execute recruiting strategies for critical, niche, and leadership-level positions. The successful candidate will manage the full recruitment lifecycle while serving as a trusted talent advisor, providing market intelligence, talent mapping, compensation insights, and guidance on candidate availability and competitive hiring practices.

The ideal candidate will have a strong understanding of technology-enabled services, enterprise sales, Data and AI, cloud platforms, consulting, and related go-to-market talent markets. This person should be comfortable recruiting roles such as Account Executives, Sales Directors, Sales Hunters, Client Partners, Solutions Consultants, Pre-Sales Leaders, Sales Engineers, Alliance Leaders, and other senior commercial positions.

Key Responsibilities

Strategic Talent Acquisition 

• Lead end-to-end recruitment for senior, leadership, technical, and technology-sales positions, including requisition intake, sourcing, screening, interview management, offer negotiation, and onboarding support. 

• Partner with senior leaders and hiring managers to translate business objectives, growth plans, and revenue goals into effective talent acquisition strategies. 

• Conduct structured intake meetings to define role outcomes, target candidate profiles, required competencies, sourcing markets, compensation parameters, and interview plans. 

• Serve as a trusted advisor by providing talent-market intelligence, competitive insights, candidate availability, compensation considerations, and realistic hiring timelines. 

• Develop customized recruiting strategies for high-priority, confidential, niche, and difficult-to-fill positions. 

• Build and maintain proactive talent pipelines for current and future leadership, technical, sales, and go-to-market hiring needs. 

• Manage multiple searches simultaneously while maintaining urgency, candidate quality, process consistency, and stakeholder communication. 

• Deliver an inclusive, engaging, and professional candidate experience throughout the recruitment lifecycle. 

Technical and Tech-Sales Recruitment 

• Recruit across enterprise sales, strategic accounts, business development, alliances, channel sales, partner sales, pre-sales, solution consulting, and sales engineering. 

• A strong understanding of commercial and technical requirements associated with Data and AI, Generative AI, Agentic AI, cloud services, analytics, automation, digital transformation, and technology consulting roles. 

• Source candidates with experience across ecosystems such as Microsoft Azure, Amazon Web Services, Google Cloud, Salesforce, Databricks, Snowflake, and related enterprise technologies. 

• Assess experience with consultative selling, complex sales cycles, pipeline development, solution positioning, revenue accountability, and executive-level client relationships. 

• Evaluate candidates’ ability to understand technical solutions and communicate business value to technical and non-technical audiences.

• Use advanced sourcing methods, including Boolean search, LinkedIn Recruiter, talent mapping, competitor research, referrals, professional networks, and targeted market outreach.

Leadership Hiring and Stakeholder Partnership 

• Lead searches for Director, Vice President, Managing Director, and other senior leadership positions as assigned. 

• Build credibility with executive stakeholders through business acumen, market knowledge, responsiveness, and transparent communication. 

• Facilitate search strategy discussions, pipeline reviews, candidate calibrations, and interview debriefs with senior stakeholders. 

• Advise hiring teams on interview structure, candidate evaluation, market competitiveness, and potential hiring risks. 

• Maintain discretion and confidentiality when managing sensitive, replacement, or leadership-level searches. 

Talent Intelligence and Workforce Planning 

• Conduct talent mapping and market research for priority skills, competitors, geographic markets, and future hiring needs. 

• Provide insights on talent supply, demand, compensation trends, competitor activity, and candidate expectations. 

• Support workforce planning by identifying potential talent gaps and developing pipelines before positions become urgent. 

• Track and analyze time-to-fill, time-in-stage, pipeline conversion, source effectiveness, offer acceptance, aging requisitions, and candidate withdrawal reasons. 

• Prepare recruiting reports, dashboards, and executive-ready updates for leadership. 

Recruitment Governance and Process Improvement 

• Maintain accurate and timely recruitment data in the applicant tracking system, including candidate status, interview feedback, hiring decisions, and offer activity. 

• Ensure recruiting activities comply with internal policies, employment requirements, documentation standards, and recruitment governance practices. 

• Partner with Human Resources, Compensation, Finance, Legal, and business leaders on offers, candidate concerns, workforce planning, and complex hiring matters. 

• Identify and implement opportunities to improve sourcing effectiveness, stakeholder experience, candidate experience, and recruitment efficiency. 

• Support the development of structured interview guides, candidate evaluation frameworks, talent dashboards, recruiting playbooks, and process documentation. 

Required Qualifications

• Bachelor’s degree in human resources, Business Administration, Psychology, Communications, or a related field. 

• 8 to 12 years of progressive talent acquisition experience, including responsibility for full-cycle recruitment. 

• Strong experience hiring senior sales and leadership talent, particularly enterprise sales, new logo, alliances, and partner-led roles.

• At least 5 years of demonstrated technical recruiting experience, with meaningful experience recruiting technology sales or go-to-market professionals. 

• Strong understanding of enterprise technology-sales roles, sales structures, and complex business-to-business sales environments. 

• Experience recruiting Account Executives, Sales Directors, Client Partners, Business Development Leaders, Sales Engineers, Solutions Consultants, Alliance Managers, or Partner-Sales Leaders. 

• Demonstrated success sourcing passive candidates and developing pipelines for specialized or difficult-to-fill positions. 

• Strong stakeholder-management experience, including partnership with senior leaders and executive-level hiring managers. 

• Experience conducting talent mapping, market research, compensation discussions, and complex candidate negotiations. 

• Proficiency with applicant tracking systems, LinkedIn Recruiter, Microsoft Office Suite, and recruitment reporting tools.  Proficiency with recruitment analytics, Power BI, automation, and AI-enabled sourcing tools.

• Excellent communication, analytical, organizational, problem-solving, and prioritization capabilities. 

Disclaimer: The following job description serves as an informative reference for the tasks you may be required to perform. However, it does not constitute an integral component of your employment agreement and is subject to periodic modifications to align with evolving circumstances.

Please Note: We appreciate the accuracy and authenticity of the information you provide, as it plays a key role in your candidacy. As part of the Background Verification Process, we may verify your employment, education, and other details. Please ensure all information is factual and submitted on time. For any assistance, your recruiter is available to support you.