Top Talent Acquisition Jobs in Los Angeles, CA

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 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.

Lead full-cycle recruitment and workforce planning for manufacturing, engineering, quality, operations, and leadership roles. Build talent pipelines, source passive candidates, assess technical fit, manage ATS and recruiting analytics, support regulated (ITAR/AS9100/ISO9001) environments, and drive employer branding and TA best practices to support growth, M&A, and program launches.

Lead full-cycle recruiting and sourcing for critical roles, partner with hiring managers to build diverse talent pipelines, manage candidate experience and ATS processes, maintain recruiting metrics and support HR team operations.

Build and scale a data-driven talent acquisition function, lead end-to-end recruiting for technical and business roles, develop sourcing and employer branding strategies, create pipelines and university/early-career programs, partner with leaders on workforce planning, implement recruiting technologies, and establish hiring metrics and reporting.

Partner with retail leaders to execute full-cycle recruitment across the West Coast. Source, screen, shortlist candidates, run recruiting events, improve candidate and hiring-manager experience, support DEIB initiatives, and use data to meet staffing metrics and process improvements.

Manage end-to-end recruiting for part-time and full-time roles: source candidates, screen and interview, coordinate hiring steps, run analytics, support onboarding, and build talent pipelines and community relationships.

Lead end-to-end clinical recruiting for NPs and physicians across SNF, home health, and virtual programs. Build scalable sourcing, interview frameworks, and recruiting operations; partner with clinical and executive leadership on workforce planning, licensure/credentialing compliance, hiring metrics, and team scaling.

The Talent Acquisition Specialist manages the full recruiting lifecycle, develops hiring strategies, and collaborates on recruitment processes and branding initiatives.

The Senior Manager, Talent Acquisition leads recruiting strategy, ensures a top-notch candidate experience, and supports business growth through strategic talent acquisition and team development.

Coordinate and manage executive-level candidate experiences, scheduling, travel logistics, background checks, NDAs, and offer administration. Partner with Talent Partners and senior leaders, maintain ATS data integrity, improve recruiting processes, and support executive recruiting events to ensure seamless, high-touch hiring outcomes.

Manage full-cycle recruiting: source, screen, interview, and close candidates; build pipelines, advise hiring managers, provide excellent candidate experience, and support HR projects and recruiting events.

The Talent Acquisition Specialist will manage the recruitment lifecycle, collaborate with hiring managers, source candidates, and improve hiring strategies, focusing on efficiency and engagement.

Lead U.S. recruitment for Wealth Advisors by building proactive pipelines and market maps, advising senior leaders on hiring strategy, delivering market intelligence, managing high-volume end-to-end hiring and onboarding, and ensuring a high-touch candidate experience.

The Senior Talent Acquisition Coordinator manages full-cycle recruiting for ABA & healthcare roles, develops talent pipelines, offers support for high-volume hiring, and analyzes recruitment metrics.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

Lead enterprise talent acquisition operations, executing strategy to hire 10,000+ annually. Manage large recruiting team, drive metrics (quality of hire, time-to-fill, SLAs), build diverse pipelines, adopt AI and recruitment technologies, ensure OFCCP/EEO compliance, partner with business and compensation, and continuously improve processes and candidate experience.

Support full-cycle recruiting: create/post job ads, source and screen candidates, conduct phone and in-person interviews, coordinate high-volume interview schedules, run background and MVR checks, maintain applicant records/trackers in ATSSA and spreadsheets, communicate with hiring managers and candidates, assist with hiring events and onboarding, and provide HR administrative support across locations.

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.

Lead enterprise talent acquisition and HR AI transformation: develop TA strategy, run full-cycle recruiting, enhance employer brand and early careers programs, implement AI-enabled tools and governance, build workforce analytics and predictive models, deliver executive dashboards, upskill teams, and partner cross-functionally to align talent strategy with business goals.

The Director of Talent Acquisition will lead recruitment for technology roles, developing strategies to attract top talent and ensuring efficient hiring processes.

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.

Lead full-cycle recruiting for engineering and product roles (software, AI/ML, data). Build sourcing strategies, pipelines, and stakeholder partnerships. Use data-driven insights to advise leaders, improve candidate experience, and support onboarding and retention for technical hires.

The Talent Acquisition Partner will lead end-to-end recruiting for technical roles, partner with various leaders on hiring strategies, and ensure a positive candidate experience in a fast-paced environment.

The Marketing Talent Partner will manage end-to-end recruiting for marketing roles, collaborate with leadership, and ensure an effective hiring process.