Talent Acquisition Advisor Lead

Job Summary

The Lead Talent Acquisition Advisor strategically and proactively sources passive and active candidates to build and maintain a high-quality talent pipeline for current and future workforce needs. Understands external labor market conditions and leverages effective, economical, and appropriate sourcing channels and methods. Builds and sustains strong relationships with potential candidates, recruitment agencies, schools, and professional associations. Reviews resumes and engages candidates to assess fit and interest, referring qualified talent to hiring managers as appropriate. Extends offers, negotiates compensation, and may support onboarding and facilitate new employee orientation.

As a lead within the Talent Acquisition function, this role combines strong business acumen, advanced recruiting technical expertise, and refined interpersonal skills to influence hiring outcomes and drive strategic talent initiatives. The Lead Recruiter is expected to proactively identify and evaluate best practices—leveraging both internal insights and external market research—and provide recommendations for ongoing process improvements and TA

technology enhancements. A reduced requisition load is maintained intentionally to allow focus on these continuous improvement priorities and to ensure meaningful contributions to the evolution of TA practices.

This role partners closely with TA leadership on HR transformational efforts to design and implement initiatives that enhance efficiency, scalability, and overall experience for candidates, hiring managers, and recruiters. Provides day-to-day leadership, guidance, and mentorship to more junior TA Advisors, promoting consistency, knowledge sharing, and high performance across the team. Serves as a primary technical expert in evaluating tools and systems,

driving innovation and adoption of modern, data-informed approaches. Cultivates trust and collaboration across HR and business stakeholders, serving as a key partner in workforce planning and talent strategy.

Duties and Responsibilities/Essential Functions

Ability to lead and execute complex strategies and initiatives, which at times can be ambiguous.

Educate stakeholders and other lower-level TA team members on the recruiting process and external demographic and set expectations of how businesses/hiring teams need to participate as well as best practices.

Partner with Recruiters to build effective passive candidate sourcing strategies.

Participate in pre-briefs, onsite interviews and debriefs.

Ability to effectively conduct, negotiate and close complex offers in competitive markets.

Manage the allocation, observe trends that could affect the ability to meet the demand, and create strategies to get back on track.

Monitor the vacancies, pipeline, allocation, funnel conversion, time to fill, diversity, and quality of hire.

Provide oversight of the interviewer pool

Ability to write effective recruiting plans with deliverables, timelines and a formal tracking process and present them to key stakeholders.

Utilize market data and trends to guide the business with opportunities that could address their needs faster.

Report insights to the business stakeholders on metrics, measurements, and status of performance indicators.

Utilize analytics to anticipate roadblocks and problem-solve.

Manage special projects/ recruiting initiatives.

Own full-cycle recruitment process, including sourcing, screening, interviewing, and facilitating offers for various roles.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The

requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable

accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

A bachelor's degree or equivalent work experience

7+ years of recruiting experience in a corporate and/or search firm

7+ years of experience utilizing recruiting tools for sourcing, candidate management & tracking, e.g. LinkedIn Recruiter, Talent Insights, CRM and ATS systems, web search, and other sourcing products.

Strong client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships, continually seek new sourcing options, and develop creative approaches to delivering candidates to the customer.

Ability to develop and execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.

Possess strong analytic skills with the ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team.

Our Benefits: Cirrus provides a range of exciting benefits, including:

Comprehensive Health Coverage: Medical, vision, dental, with additional dependent coverage options

Employer-Paid Coverages: Group term life, short- and long-term disability insurance

Flexible Spending Accounts: FSA and HSA offerings with company contributions to HSA

Well-being: Calm Health, Employee Assistance Program, and wellness incentives through medical provider

401(k) Plan: Dollar-for-dollar match up to 5% after 90 days, with 100% vesting at 1 year of service

PTO: Various PTO plans starting at 100 hours accrued within the first year

Additional Time off Benefits: Paid holidays, 2 weeks of Paid Parental leave, paid time for funeral leave and jury duty

Career Development: Tuition reimbursement program and professional growth opportunities

Exclusive Discounts: Cirrus Store, partner and marketplace discounts available

Community & Engagement: Company and employee clubs at various locations

These benefits are designed to support your well-being, growth, and enjoyment at Cirrus!

Competencies

To perform the job successfully, an individual should demonstrate the following competencies:

Communication Skills: The ability to articulate thoughts clearly and listen effectively. This includes verbal and non-verbal communication.

Interpersonal Skills: Building relationships, showing empathy, and effectively interacting with candidates and hiring managers.

Problem-Solving Ability: Critical thinking skills to assess candidates' qualifications and fit for the role, as well as troubleshooting any challenges that arise during the hiring process.

Organizational Skills: Managing multiple candidates and interviews efficiently, keeping track of schedules, and maintaining records.

Attention to Detail: Thoroughness in reviewing resumes, evaluating candidates, and ensuring compliance with hiring policies.

Adaptability: The ability to adjust to changing circumstances, whether it’s shifts in hiring needs or unexpected challenges in the recruitment process.

Judgment and Decision-Making: Evaluating candidates' skills and cultural fit, and making informed hiring decisions based on a combination of data and intuition.

Strategic Thinking: Understanding the organization’s goals and how recruitment can align with and support those goals.

Technical Proficiency: Familiarity with applicant tracking systems (ATS) and other recruitment technologies.

Cultural Awareness: Recognizing the importance of diversity and inclusion in the recruitment process and understanding how to attract a diverse talent pool.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this position. Duties, responsibilities and activities may changea t any time with or without notice. Work beyond 40 hours per week may be required.