Top Talent Acquisition Jobs in Boston, MA

Lead and grow a global product and engineering recruiting team: set performance goals, mentor managers and recruiters, partner with business leaders, improve processes, source hard-to-find engineering talent, leverage AI tools, maintain ATS accuracy, and ensure excellent candidate experience across hiring lifecycle.

Manage full life-cycle recruiting for corporate roles: source and engage diverse candidates, partner with hiring managers, conduct interviews, maintain pipelines, track recruiting metrics, ensure positive candidate experience, follow recruiting policies, and support ad hoc recruitment projects.

Partner with hiring managers to design and execute full-cycle recruiting strategies for Marketing/GTM and other roles. Source passive candidates, maintain pipelines in Greenhouse, manage candidate experience, analyze recruiting metrics, support DEI sourcing and People team projects, and lead offer negotiations across seniority levels.

Manage full-cycle recruiting for Sales and Customer Success roles: build candidate pipelines, prioritize inbound applications, partner with hiring managers, use recruitment data to drive decisions, and ensure inclusive candidate experiences while meeting high-volume hiring goals.

Lead and evolve Affirm's Engineering University Programs (internship, apprenticeship, new graduate). Own program design, execution, communications, logistics, stakeholder partnership, cohort engagement, feedback-driven improvements, and measurement of program outcomes.

Lead full-cycle global recruiting for commercial and go-to-market roles (and select Support/Enablement/G&A), build proactive candidate pipelines, execute sourcing strategies for hard-to-find talent, partner with commercial leaders, use market insights and AI tools to improve candidate engagement and time-to-hire, and advance TA initiatives including AI adoption, employer brand, and ED&I.

Lead and scale a talent acquisition function by building and coaching a recruiting team, deploying modern talent tech and analytics, improving candidate experience and employer brand, partnering with business leaders on workforce planning, and measuring quality-of-hire and candidate sentiment to drive hiring outcomes.

Lead full-cycle recruiting for Finance and core business roles, partner with hiring leaders and cross-functional teams, maintain TA systems, and build/test agentic AI bots and Skills using Claude Code/OpenAI Codex to automate recruiting workflows and improve process quality, governance, and candidate experience.

The Senior Talent Acquisition Partner will manage full-cycle recruiting, partnering with hiring managers to develop strategies, source candidates, and ensure a positive candidate experience.

Partner with senior business leaders to lead full-cycle recruiting across engineering, sales, and corporate functions. Develop sourcing strategies, build talent pipelines, manage interviews and offers, provide market insight, and improve recruiting processes and employer branding while delivering an excellent candidate and hiring-manager experience.

Lead and scale CodePath’s end-to-end talent acquisition function: own hiring process, rubrics, scorecards, recruiting stack, pipeline health, and employer brand. Build and coach a team of recruiters/sourcers, partner with senior leaders on hiring plans, drive volume and quality across technical and non-technical searches, and implement data- and AI-informed systems to deliver predictable time-to-hire and high-quality hires.

Own full-cycle recruiting for Sales and GTM in the Americas, partnering with Sales leaders to source, assess, and close quota-carrying roles. Build targeted sourcing strategies and pipelines, lead structured assessments, manage offers and negotiations, track recruiting metrics, and champion employer brand in competitive commercial talent markets.

Execute full-cycle, high-volume recruiting for Sales and GTM roles in the Americas. Source passive candidates, run screens, manage pipelines in Ashby/ATS, coordinate offers, maintain ATS data and reporting, and partner with recruiters and sales leadership to improve hiring processes and build fintech/payments talent knowledge.

Support the Talent Acquisition team by scheduling interviews (virtual and in-person), managing candidate communications, initiating background checks, preparing electronic offers, updating Oracle Recruiting Cloud, maintaining applicant files, owning onboarding and processing in Oracle Fusion, coordinating candidate travel and relocation/immigration support, assisting HR operations and events, and performing general administrative duties.

Support full-cycle recruiting across portfolio companies: sourcing, screening, interview coordination, ATS management (Ashby), candidate communication, reference checks, onboarding coordination, recruiting metrics, and employer branding support.

Manage full-cycle recruitment and onboarding for early childhood roles: partner with hiring managers, source candidates, conduct screens, coordinate interviews, maintain ATS records, deliver recruitment marketing, and drive new-hire engagement through the first 90 days.

Coordinate complex interview schedules and logistics, deliver an excellent candidate experience, manage ATS records (Greenhouse), act as Greenhouse systems admin/SME, generate recruiting reports, support events and travel arrangements, and recommend process improvements while partnering with recruiters, hiring managers, and interview teams. Role is on-site 4–5 days/week in Boston.

Lead Franklin Templeton's global talent acquisition strategy, standardize recruitment frameworks, oversee hiring across experienced, early-career and executive levels, drive recruitment technology and AI adoption, improve talent analytics and employer branding, partner on workforce planning, and develop a high-performing global TA team.

Lead full-cycle executive and senior-level recruiting: define search criteria, source passive candidates, run confidential searches, manage interview processes, advise on offers and negotiation, perform market mapping, and coordinate high-touch onboarding with leadership and HR partners.

Manage job postings, source and screen candidates, coordinate interviews, partner with hiring managers, maintain ATS records, support onboarding, HR compliance, and recruiting administration.

Lead full-cycle recruiting for GTM and business functions (Sales, Marketing, Customer Success, Partnerships). Partner with hiring leaders to define role requirements, proactively source and build pipelines, manage structured interview processes and candidate experience, and champion employer brand. Provide market intelligence and collaborate with a global recruiting team to close hires.

Lead global Early Careers strategy and execution as a VP-level talent leader. Set vision, align workforce planning and L&D, oversee regional delivery teams, ensure consistent program design and outcomes, represent Early Careers to senior stakeholders, and hold leaders accountable for performance and experience metrics.

Own full-cycle recruitment for GTM roles: proactively source passive candidates, partner with hiring managers, deliver high-touch candidate experience, leverage AI sourcing tools, track hiring metrics, and collaborate with the global People team to scale hiring in a high-growth SaaS environment.

Lead full-cycle recruiting for the Acute Care Technology division, sourcing and staffing exempt, non-exempt, and temporary roles. Manage candidate experience through onboarding, advise hiring managers, maintain ATS and job postings, ensure OFCCP/EEO compliance, generate reports and dashboards, coordinate interviews and travel, prepare offers, and support manager training on recruiting best practices.

The Senior Director, Talent & Rewards Strategy at Babylist oversees Talent Acquisition and Total Rewards, aligning hiring, compensation, and retention strategies to scale the business and attract top talent. Responsibilities include leading teams, managing compensation strategies, and designing benefit programs.