Top Talent Acquisition Jobs in San Francisco Bay Area, CA

Lead and manage full-cycle recruitment across functions and levels. Partner with hiring managers to define hiring strategies, develop sourcing approaches, mentor junior recruiters, optimize recruitment metrics, champion employer branding and candidate experience, collaborate with HR on onboarding and workforce planning, and monitor talent market trends.

Manage full-cycle, high-volume recruitment with speed and excellent candidate experience. Source passive and active candidates using advanced techniques, conduct screens and interviews, maintain ATS pipelines, meet/exceed KPIs, and support urgent hiring needs while promoting the employer brand.

Own full-cycle recruiting for product, data, and engineering roles: source passive candidates, screen technical and product fit, partner with hiring leaders, manage pipeline metrics, improve processes, and close high-impact hires while ensuring a strong candidate experience.

Serve as a strategic talent acquisition advisor supporting capture, proposal, and growth teams. Lead key personnel recruiting, incumbent workforce research, market intelligence, and proposal staffing analytics. Build talent pipelines, manage ATS documentation, coordinate interviews, and produce staffing risk assessments to support competitive federal proposals.

Manage full-cycle global recruiting for Go-to-Market roles: partner with hiring managers, source and screen candidates, conduct structured interviews, use ATS to manage pipelines, craft job postings, represent the company at recruiting events, and support HR initiatives to improve hiring strategy and candidate experience.

Lead and scale North America talent acquisition as a player-coach: manage a team of three recruiters, run complex senior technical searches (engineering, AI, data, cloud), partner with executives, improve recruiting processes and tooling, and leverage AI/automation to boost recruiter productivity and hiring metrics.

Serve as a strategic talent advisor delivering end-to-end recruitment for corporate roles. Build sourcing pipelines, advise hiring leaders on selection strategy, use Workday and sourcing tools, leverage market intelligence and data to improve hiring outcomes, and partner with HR, compensation, and business stakeholders to meet diversity, quality, and speed objectives.

Partner with HRBPs and hiring managers to lead full-cycle, high-volume recruiting for Mobility Operations: develop staffing strategies, source candidates, run interviews and hiring events, manage offers and onboarding, coach stakeholders, and build diverse talent pipelines.

Lead enterprise talent acquisition strategy and operations, partner with executives on workforce planning, build scalable recruiting programs, leverage data and AI-enabled tools, oversee employer branding, and manage and develop TA team while supporting student coaching and hybrid site engagement.

Lead full-cycle MedTech recruiting across R&D, engineering, quality, regulatory, clinical and operations. Develop sourcing strategies, assess candidates, build pipelines, advise senior leaders, drive employer branding, and use data to optimize hiring in regulated environments.

Drive full-cycle, high-volume recruitment focused on speed, quality, and candidate experience. Source passive and active candidates using advanced techniques, manage pipelines in the ATS, conduct prescreens and interviews, present candidates to hiring managers, and continuously improve sourcing channels to meet KPIs and urgent hiring needs.

Lead and manage talent acquisition programs, hire across exempt and non‑exempt roles, partner with HR and hiring leaders, improve recruiting processes, manage large staffing initiatives, use LinkedIn Recruiter and ATS, negotiate offers, and ensure compliant, positive candidate experiences.

Lead talent acquisition strategy and programs across executive, exempt, and non-exempt roles. Manage sourcing, direct sourcing, ATS usage, candidate experience, hiring leader relationships, large-scale staffing initiatives, offer negotiation, and reporting while ensuring legal compliance and continuous process improvement.

Support recruiting operations by posting jobs, tracking candidate status, scheduling and coordinating interviews, collecting feedback, managing onboarding documents and background check results, and improving the candidate experience.

Lead and execute talent acquisition strategy across service lines, oversee full-cycle recruiting and KPIs, build sourcing pipelines, forecast demand, institutionalize proactive candidate pipelines, mentor recruiting teams, and ensure compliance with employment and immigration laws while improving TA processes and candidate experience.

As an Attorney Talent Acquisition Specialist, you'll manage recruitment for attorney candidates, facilitate relationships with search firms, and support talent initiatives across the firm.

Lead and scale Oura's global Talent Acquisition function: set strategy, redesign operating model, build recruiting operations and KPIs, manage capacity (in-house, contractors, RPO, retained search), modernize recruiting tech, partner with cross-functional leaders, lead executive hiring, and develop a high-performing global TA team.

Own full-cycle recruiting for GTM roles at a high-growth SaaS startup: proactively source passive candidates, partner with hiring managers, use AI tools to boost sourcing, track hiring metrics, and deliver an exceptional candidate experience while collaborating with the global People team.

Own the full recruitment lifecycle for assigned roles: develop sourcing strategies, screen and interview candidates, manage ATS records and recruitment analytics, present qualified slates to hiring managers, and continuously improve processes while delivering a strong candidate and hiring manager experience.

Lead global Talent Acquisition operations by designing and optimizing end-to-end recruiting processes, owning the TA tech stack and analytics, running programs (university hiring, employer brand, immigration), managing the recruiting coordination team, and partnering cross-functionally to ensure scalable, compliant, and equitable hiring.

Full-cycle recruiter responsible for high-volume hiring of Customer Operations roles: source, engage, assess, and close candidates; manage pipelines and ATS; partner with hiring managers; improve funnel metrics; and support objective, secure hiring practices.

Lead late-stage recruiting to attract and convert high-producing Mortgage Loan Officers. Own offer negotiations and candidate closing, partner with leadership to create competitive, customized offers, leverage production data and market intelligence, track closing metrics, and ensure smooth onboarding.

Full life-cycle recruiter partnering with hiring managers across Wealth Management, Technology, and corporate functions. Source, screen, interview, and evaluate candidates; manage ATS (Greenhouse); coach TA team; negotiate agency relationships; create job postings; track recruitment metrics; and drive talent acquisition strategy and candidate experience.

Manage full-cycle recruitment end-to-end: intake, proactive sourcing, screening, evidence-based candidate recommendations, interview coordination, offer-stage support, onboarding handover, and build reusable talent pipelines while maintaining accurate records.

Serve as the primary recruiter and HR point person, owning full-cycle recruiting and outbound sourcing, conducting screening/first-round interviews, managing onboarding/offboarding, payroll coordination, time-off tracking, employee records, HR policy maintenance, and employee relations. Provide hiring managers with candidate evaluation, improve recruiting processes, track recruiting metrics, and ensure an organized, compliant HR experience across the company.