{"id":1747704,"url":"https://alion.io/job/radancy-senior-talent-partner","title":"Senior Talent Partner","company":{"id":1820548,"name":"Radancy","domain":"radancy.com","url":"https://alion.io/company/radancy","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workable","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Denver, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":83000,"max_usd":167000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2178},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-02T00:00:00Z","employer_posted_date":"2026-10-02","last_verified_at":"2026-10-13T14:38:04Z","board_verified":true,"closed_at":null,"days_open":11,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":11},"description":"What we are looking for\nThe Associate Director, Talent Acquisition will own our Talent Acquisition pillar within the global People team, leading both the strategy and day-to-day delivery of recruitment across the agency. You’ll personally manage the full talent lifecycle, from shaping the hiring brief and sourcing strategy through assessment, offer, close and onboarding.\nAt tmp, onboarding is the final phase of recruitment, and you’ll be accountable for ensuring every new hire moves from accepted offer to effective contribution with clarity, connection and confidence. You’ll partner closely with hiring managers and the wider People team to create a consistent, high-quality experience that helps new starters understand their role, team and path to success.\nAttracting and integrating great talent is critical to tmp’s growth, innovation and ability to deliver for our clients. You’ll do this as part of a global People team that is obsessively curious, unashamedly commercial and focused on building systems that work for our business, candidates and employees.\nWhat you will do\nWe’re looking for someone who can move seamlessly between recruiting for an urgent role today and thinking about what our talent landscape will look like tomorrow. You’ll bring external market insight, strong commercial judgment and a deep understanding of how talent impacts the performance of a services business. You’ll help leaders think critically about the capability they need, where we can find it and how tmp can compete effectively for it.\nTalent Strategy & Business Partnership\nOwn and evolve tmp’s Talent Acquisition strategy in line with our business priorities, People strategy and future capability needs \nPartner with senior leaders to understand what they are trying to achieve and translate that into thoughtful hiring strategies, rather than simply responding to open requisitions \nBring commercial judgment to hiring decisions, considering role scope, level, location, timing, talent availability and the realities of operating a fast-paced services business \nAct as the trusted advisor on the external talent market, bringing insight on candidate expectations, skill availability and emerging hiring trends \nChallenge assumptions constructively and help leaders make confident, informed decisions about the talent the business needs now and next \nBuild a clear view of recruitment priorities across the agency and ensure effort is focused where it will have the greatest business impact \nEnd-to-End Recruitment\nPersonally, own and manage a portfolio of active roles across tmp at varying levels and across different disciplines \nLead the full recruitment lifecycle from intake and role scoping through sourcing, screening, assessment, interview, selection, offer, and references \nBuild strong candidate pipelines through proactive sourcing, direct outreach, referrals, networking and inbound applications \nPartner closely with hiring managers throughout each search, providing clear market feedback, maintaining momentum and adapting the approach when needed \nCreate a candidate experience that is responsive, human and authentic to tmp at every stage of the process \nTake ownership for the quality and pace of recruitment, identifying blockers early and driving searches forward with clarity and urgency \nOnboarding & New Hire Success\nOwn onboarding as the final phase of the recruitment lifecycle, creating a seamless transition from candidate to employee \nLead and continually improve tmp’s onboarding framework so every new hire starts with the context, clarity and connection they need to succeed \nEnsure new starters understand how tmp works, how their team contributes and how they can become effective in their new role \nMaintain meaningful touchpoints through the early stages of employment and use feedback from new hires and managers to continuously improve the experience \nWork closely with People Operations and the wider People team to ensure every transition into tmp feels coordinated, intentional and distinctly human \nEmployer Brand & Sourcing\nStay closely connected to the external talent landscape and bring relevant market intelligence back into tmp’s workforce and hiring decisions \nBuild proactive talent pipelines for critical, recurring and difficult-to-hire capabilities so we are not starting from zero when needs arise \nShape how tmp shows up in the talent market, ensuring our employer proposition and candidate messaging authentically reflect who we are and what makes the agency different \nPartner with Marketing and the wider People team to strengthen our employer brand and attract the talent most aligned to our ambitions and values \nDevelop meaningful talent communities and relationships that extend beyond individual vacancies \nLead targeted talent initiatives, such as referrals and internships where they support the longer-term talent strategy \nRecruitment Operations & Innovation\nContinually look for ways to make recruitment more effective, scalable and simple, creating leverage within a lean Talent Acquisition function \nOwn and optimize our ATS and recruitment technology, ensuring tools support a high-quality candidate experience and efficient ways of working \nExplore and responsibly apply AI and automation across sourcing, research, candidate communication and workflows to reduce lower-value tasks and create more time for human judgment and connection \nBuild clear recruitment reporting that gives leaders meaningful visibility of hiring demand, pipeline health, progress and emerging challenges \nUse data and market insight to identify patterns, improve decision making and evolve our approach rather than relying on historic ways of working \nMaintain strong recruitment governance, documentation and compliance \nSuccess is measured by\nCritical roles are filled with high-quality talent at a pace that supports the needs of the business \nActive searches maintain strong momentum, clear ownership and appropriate visibility with hiring leaders \nHiring managers view Talent Acquisition as both an excellent recruitment partner and a credible business advisor \ntmp develops stronger pipelines for recurring and specialized capabilities \nRecruitment technology, AI and automation meaningfully reduce administrative effort and increase the capacity of the TA function \nCandidates experience a highly personal, clear and authentic recruitment journey \nHiring decisions are informed by strong market intelligence and thoughtful Talent Acquisition expertise \nRecruitment processes are efficient and scalable \nTalent Acquisition provides useful data and insight that influences workforce and hiring decisions \nNew hires experience a seamless transition from candidate to employee. They understand their role, priorities and expectations quickly and feel connected to their team and tmp \nThe time between accepted offer and effective contribution is continually improved through stronger onboarding practices \nRequirements\nWho you are\nAn experienced recruiter at heart. You genuinely enjoy finding great people, speaking with candidates and closing exceptional hires, even as your scope has grown more strategic \nA commercially minded Talent Acquisition leader who thinks about recruitment through the lens of the business, not simply open requisitions \nComfortable moving from a leadership conversation about future capability directly into sourcing candidates for a priority role \nNaturally curious about the external talent market and able to translate what you are seeing into implications for tmp \nExcited about how AI, technology and automation can make recruitment smarter and more efficient, while thoughtful about where human interaction and judgment remain essential \nHighly self-directed and able to independently manage a varied portfolio of searches \nAble to prioritize ruthlessly when everything feels important and communicate those tradeoffs clearly to leaders \nA strong relationship builder who earns trust with candidates and senior stakeholders alike \nConfident challenging thinking when needed while remaining pragmatic, collaborative and solutions-oriented \nComfortable with ambiguity and able to create structure without introducing unnecessary bureaucracy \nCalm, resilient and credible in a fast-moving environment \nWhat you will need\n6+ years of progressive Talent Acquisition or recruitment experience, with experience owning recruitment strategy and delivery for a business, region or significant client group \nDeep full-cycle recruitment experience with a demonstrated ability to personally source, assess, engage and close high-quality candidates \nExperience successfully balancing multiple concurrent searches across different disciplines and levels \nDemonstrated ability to develop Talent Acquisition strategy while remaining highly hands-on in recruitment delivery \nStrong commercial and business acumen with the ability to connect talent decisions to business performance \nExperience influencing senior leaders and acting as a credible advisor on hiring and talent-market decisions \nStrong proactive sourcing and talent-mapping capability \nExperience using recruitment technology, automation and emerging AI tools to improve the effectiveness and efficiency of Talent Acquisition \nStrong knowledge of applicant tracking systems, sourcing platforms, candidate assessment and recruitment analytics \nAbility to interpret talent market information and turn it into clear recommendations for the business \nExcellent written and verbal communication with strong candidate engagement and stakeholder-management skills \nExperience within a fast-paced professional services, agency, consulting or similarly talent-dependent business preferred \nGlobal or multi-market recruitment experience is beneficial but not essential \nBenefits\nWhat we offer in return\nMedical, dental, and vision insurance: Health is a priority worth investing in. We empower every employee to take charge of their health by providing comprehensive medical, dental, and vision insurance so they can perform at their best ability.\n Pre-tax flexible spending account (FSA) - healthcare, dependent care, and transit available: We are committed to saving you money as we provide high-quality healthcare that is as flexible and diverse as our team.\n 4% 401(k) contribution with no vesting period: We are invested in our employees' careers. Each individual has the opportunity to build a future for themselves through a 401(k), and we see that as a success for the company as well.\nPlentiful paid time off: Each employee has the freedom to choose how long they want to be away from work. We recommend at least 20 days of PTO, so employees can fully rest and avoid burnout.\n Sick leave (15 days annually): Illnesses are taken seriously at tmp. We provide 15 days of sick leave so employees can take their time to make a full recovery before returning to work.\n Holiday shutdown (December 26th - 29th): As the whole company shuts down for a few days, you can celebrate the holidays with loved ones.\n Parental leave: \n Primary caregiver: 12 weeks full pay and then 12 weeks 50% pay\n Secondary caregiver: 12 weeks full pay\nAccess to Unmind: Our well-being platform, including access to therapists and coaches\nEmployer-funded life, AD&D & disability insurance: tmp offers all employees life and AD&D insurance and makes sure you and your loved ones are protected in times of need.\nCompany getaways: Whether it is a local office holiday party or a full-blown international trip, we believe in bonding through quality time spent together as a team.\nA note on applying:\nNot sure you tick every box? Apply anyway. Research shows some people hold back unless they meet 100% of the requirements. We do not want that to be you. \nAt tmp, we hire for potential, mindset, and character as much as experience. If you are excited about the role but your background is not a perfect match, we would still love to hear from you. You might be exactly what we are looking for, eith...","description_format":"text","description_chars":12313,"description_truncated":true,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":["Parental leave","Vision insurance"],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":["Recruiting & Staffing"],"lifecycle":[{"event":"open","at":"2026-10-03T06:50:38Z"}],"visa":[],"liveness":{"score":71,"band":"hot","label":"Hiring now","p_open":1,"p_active":0.793,"p_room":0.9,"age_days":11,"expected_fill_days":22,"reasons":["conf:1","win:mid"],"computed_at":"2026-10-13T05:45:00Z"},"pay":null,"html_url":"https://alion.io/job/radancy-senior-talent-partner","json_url":"https://alion.io/job/radancy-senior-talent-partner.json","meta":{"generated_at":"2026-10-13T18:25:06Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","about":"Alion is a live layer of people, companies and AI agents: who they are, whether they are real and active right now, what they do and how to work with them, readable by people and by agents and paid per call.","catalog":"https://alion.io/catalog.json","usage":{"tier":"crawler_verified","counted_by":"address","units_charged":1,"used_today":28182,"day_limit":null,"remaining_today":null,"minute_limit":300,"resets_at":"2026-10-14T00:00:00Z"}},"offers":[{"id":"company.slices","title":"One company in depth, by slice","status":"live","price":{"credits":0.02,"usd":0.002,"plus_per_slice":{"credits":0.05,"usd":0.005}},"unit":"per company, plus each slice with data","note":"the employer in depth","call":{"mcp_tool":"get_company","arguments":{"id":1820548},"rest":"https://alion.io/mcp/rest/get_company?id=1820548"},"human":"https://alion.io/catalog?offer=company.slices&for=job%2Fradancy-senior-talent-partner"},{"id":"market.stats","title":"A market slice: pay, demand and time to fill","status":"live","price":{"credits":1,"usd":0.1},"unit":"per slice","note":"pay, demand and time to fill for this role and place","call":{"mcp_tool":"market_stats"},"human":"https://alion.io/catalog?offer=market.stats&for=job%2Fradancy-senior-talent-partner"},{"id":"job.search","title":"Open jobs by role, technology, place, pay and visa","status":"live","price":{"credits":0.02,"usd":0.002},"unit":"per posting in a list","note":"similar open postings","call":{"mcp_tool":"search_jobs"},"human":"https://alion.io/catalog?offer=job.search&for=job%2Fradancy-senior-talent-partner"},{"id":"company.verify","title":"Is this company real and active right now","status":"pilot","price":null,"unit":"per company","request":{"url":"https://alion.io/catalog/request","method":"POST","body":"{\"offer\": \"company.verify\", \"for\": \"job/radancy-senior-talent-partner\", \"note\": \"what you need it for\"}"},"human":"https://alion.io/catalog?offer=company.verify&for=job%2Fradancy-senior-talent-partner"}]}