Talent Acquisition Lead

Role Overview As the TA Lead, you will own end-to-end recruitment for organization across all business units. This includes building the TA strategy, designing hiring processes, driving talent branding initiatives, and closing critical leadership and specialist roles. You’ll operate as a hands-on leader who can move fast, manage complexity, and create a strong talent pipeline across functions such as Growth, Product, Brand, Finance, Supply Chain, Operations, Retail, Creative, and Manufacturing. This is a high-impact role with significant exposure to the Founder, leadership team, and future org design decisions. Key Responsibilities 1. Talent Strategy & Workforce Planning • Partner closely with the Founder and function heads to understand org needs and workforce plans. • Build a proactive talent strategy aligned with org’s growth trajectory. • Identify critical roles, succession gaps, and future hiring needs. 2. End-to-End Hiring Ownership • Manage full-cycle hiring across all levels—from mid-level specialists to senior leadership. • Drive sourcing, screening, assessments, interviews, salary benchmarking, and closures. • Ensure candidate pipelines move with speed, quality, and stakeholder alignment. 3. Raise the Talent Bar • Build structured interview frameworks that consistently evaluate competencies, culture fit, and execution capability. • Coach hiring managers on best practices, creating consistency and rigor in the process. • Ensure that every hire strengthens org’s overall capability. 4. Talent Branding & Market Positioning • Collaborate with Brand and Marketing to elevate org’s employer brand. • Drive visibility across LinkedIn, talent communities, and relevant ecosystems. • Highlight org’s culture, mission, and growth opportunities to attract top talent. 5. TA Process, Systems & Reporting • Build and optimize hiring processes, SLAs, JD templates, and candidate experience workflows. • Maintain accurate dashboards, hiring metrics, velocity reporting, and funnel analytics. • Ensure compliance, documentation, and structured TA operations. 6. Vendor & External Partner Management • Manage relationships with recruitment agencies, consultants, and platforms. • Negotiate terms, ensure performance, and optimize external sourcing channels. 7. Build & Lead the TA Team (over time) • Hire, train, and mentor TA specialists/sourcers as the organization scales. • Create a high-performance culture built on ownership, speed, and quality. What Success Looks Like (First 12 Months) • Strong hiring engine established across business functions. • All critical roles filled with high-quality, high-bar talent. • Predictable hiring velocity and well-defined TA processes. • Improved talent brand visibility and inbound pipeline quality. • High internal satisfaction with TA partnership and outcomes. Ideal Candidate Profile Experience & Background • 5–9 years of Talent Acquisition experience, preferably in high-growth startups or consumer brands. • Proven track record of hiring across business, growth, brand, product, operations, and creative functions. • Experience closing senior roles is a strong plus. Skills & Attributes • Strong business understanding and consultative stakeholder management. • Excellent sourcing skills and ability to attract high-quality candidates. • Process-oriented with strong attention to detail and operational discipline. • Hustle, ownership, and the ability to move fast in a high-velocity environment. • Strong communication, negotiation, and storytelling ability. • Passionate about building teams, scaling orgs, and elevating talent quality.