Talent Acquisition Partner

What You Will Own

Full-Cycle Recruiting

· Manage end-to-end recruiting for roles across engineering, DevOps/cloud, product, cybersecurity/IAM, enterprise sales, solutions engineering, customer success, and corporate functions.

· Partner with hiring managers to define role requirements, competencies, interview plans, target candidate profiles, and sourcing strategies.

· Typically manage approximately 5-10 active requisitions simultaneously, with workload varying based on hiring plans and role complexity.

· Post and manage job listings through Workable and other relevant platforms.

· Screen, interview, and evaluate candidates against role requirements and company values.

· Coordinate interview processes and hiring-team debriefs, keeping searches moving with urgency and discipline.

· Support offer development and negotiation in alignment with compensation guidelines and internal approvals.

Direct Sourcing and Pipeline Development

· Independently build candidate pipelines for difficult-to-fill roles rather than relying primarily on inbound applicants or outside agencies.

· Source passive candidates using LinkedIn Recruiter, Boolean search, professional networks, referrals, targeted company lists, and other sourcing tools.

· Translate each requisition into a practical market map that identifies target companies, likely candidate profiles, compensation considerations, and expected sourcing challenges.

· Develop reusable talent pipelines for recurring and anticipated hiring needs.

· Track outreach, funnel conversion, candidate disposition, and other recruiting activity accurately in the ATS.

· Use AI-enabled recruiting tools appropriately to improve sourcing, workflow management, resume review, candidate summaries, outreach preparation, scheduling, and recruiting analytics while maintaining recruiter accountability for decisions and candidate evaluation.

· Apply human judgment and structured criteria to candidate screening and selection. AI should support recruiter productivity and consistency, not serve as the sole basis for advancing, rejecting, or selecting a candidate.

Hiring Manager Partnership

· Act as a recruiting advisor to hiring managers at all levels, including senior leaders.

· Provide direct feedback on candidate availability, compensation, competitive market conditions, and whether role requirements are realistic.

· Provide regular, data-driven status updates on open requisitions, sourcing activity, pipeline quality, and search risks.

· Develop and refine job descriptions with hiring managers and HR.

· Promote structured interviewing, consistent evaluation, and sound recruiting practices across hiring teams.

Candidate Experience

· Maintain timely, professional communication with candidates throughout the hiring process.

· Create a consistent candidate experience from first outreach through offer, including clear expectations and prompt follow-up.

· Represent 1Kosmos accurately and credibly to active and passive candidates.

Recruiting Operations and HR Collaboration

· Maintain accurate recruiting data and workflow discipline in Workable and related systems.

· Coordinate with HR and Finance on headcount plans, compensation parameters, and offer approvals.

· Identify and recommend improvements to recruiting workflows, tools, interview practices, reporting, and agency usage.

· Evaluate and implement practical uses of AI and automation across recruiting workflows, with appropriate attention to data privacy, consistency, candidate experience, and company policies.

· Support background checks, pre-employment screening, and onboarding handoffs in coordination with HR.

· Assist with Rippling data integrity and new-hire handoffs as needed.

· Support immigration-related recruiting coordination, including H-1B, I-140, and L1B matters, in partnership with the HR Manager and outside counsel when required.

What Success Looks Like During the First 6 Months:

· Consistently builds qualified candidate pipelines quickly, including for specialized technical and go-to-market roles.

· Demonstrates strong judgment in candidate screening and sends hiring managers candidates who fit the agreed profile.

· Keeps multiple searches organized, current, and moving without requiring close day-to-day supervision.

· Provides hiring managers with useful market intelligence and is willing to recommend changes when a search is not working.

· Maintains a professional candidate experience and strong communication cadence.

· Improves recruiting process discipline, ATS data quality, and visibility into pipeline status.

· Uses AI and automation to increase recruiting speed and workflow quality while maintaining clear human oversight of screening, evaluation, and hiring recommendations.

· Helps reduce avoidable reliance on external recruiting agencies by building stronger direct-sourcing capability.

· Earns the confidence of hiring managers as a practical, results-oriented recruiting partner.

Requirements

Qualifications

Required

· 5+ years of full-cycle recruiting experience, including at least 2 years recruiting within technology, cybersecurity, enterprise software, or B2B SaaS.

· Demonstrated success sourcing passive candidates and building pipelines for difficult-to-fill roles.

· Experience recruiting technical talent such as software engineers, DevOps/cloud engineers, product managers, cybersecurity professionals, or related roles.

· Experience recruiting business or go-to-market roles such as enterprise sales, solutions engineering, customer success, marketing, or corporate functions.

· Strong working knowledge of LinkedIn Recruiter, Boolean search, applicant tracking systems, and modern sourcing techniques.

· Practical experience using AI-assisted recruiting or productivity tools to improve sourcing, candidate screening support, workflow management, communications, research, and reporting, with sound judgment about where human review is required.

· Ability to manage multiple concurrent requisitions while maintaining speed, candidate quality, and accurate recruiting data.

· Strong communication and interpersonal skills, with the confidence to advise and challenge hiring managers constructively.

· Working knowledge of employment law and recruiting compliance requirements.

· Ability to work independently in a hybrid environment, spend several days per week at our Edison, New Jersey headquarters, and collaborate effectively with distributed teams across time zones.

Preferred

· Recruiting experience in cybersecurity, identity/IAM, infrastructure software, or enterprise B2B SaaS.

· Experience in a growth-stage technology company where recruiters are expected to operate with substantial autonomy.

· Experience recruiting for both U.S. and Canadian roles.

· Familiarity with Workable, Rippling, or comparable ATS/HRIS platforms.

· Experience supporting immigration-related recruiting workflows, including H-1B and L1B matters.