Top Talent Acquisition Jobs in Los Angeles, CA

Supports talent acquisition operations, including offer processing, interview scheduling, candidate communication, Workday profile updates, job postings, referral administration, reporting, document collection, and Tier 1 ticket resolution. The role maintains confidential records, improves recruiting processes, supports candidate experience, and collaborates cross-functionally with HR, Finance, IT, Procurement, Legal, and Operations.

Manage full-cycle, high-volume engineering recruitment, including sourcing passive technical talent, partnering with hiring managers, assessing culture fit, tracking recruiting metrics, and improving talent acquisition processes. Recruit across Engineering, Data, Machine Learning, and related technical roles while delivering strong candidate and stakeholder experiences and building diverse pipelines in a fast-paced SaaS environment.

Lead Arcadia’s technical recruiting function by developing hiring strategy, scalable recruiting systems, sourcing pipelines, recruiting metrics, and candidate experience. Partner with Engineering, Data, Product, and Analytics leaders to improve hiring quality and speed. Coach hiring teams, mentor recruiters, leverage AI and recruiting technology, strengthen employer branding, and deliver measurable improvements across technical talent acquisition.

Manage full-cycle talent acquisition, including candidate screening, assessment calls, communication, sourcing, pipeline development, recruiting platform management, and applicant tracking data. Partner with hiring managers to meet hiring goals while delivering an excellent candidate experience and strengthening the employer brand. The role requires proactive outreach, strong organization, relationship-building, adaptability, and effective remote collaboration.

Sources and engages passive candidates for sales roles across the AMER region, primarily Account Executives. Builds talent pipelines, maps competitive markets, screens candidates, partners with recruiters and hiring managers, maintains applicant tracking data, and improves outbound sourcing strategies and candidate experience in a fully remote environment.

Leads full-cycle recruiting for senior engineering and corporate roles while directly managing requisitions and mentoring recruiters. Partners with senior leaders on market data, compensation, pipelines, and hiring strategy. Builds sourcing playbooks, improves recruiting workflows, trains recruiters and hiring managers, tracks recruiting metrics, resolves bottlenecks, and supports team scaling. The hybrid West Los Angeles role includes approximately 10% travel for campus recruiting and events.

Own full-cycle, high-volume recruiting for frontline and site-based roles. Partner with Operations and HR leaders, develop community-based talent pipelines, source and assess candidates, coordinate interviews and offers, manage pre-employment and onboarding activities, maintain ATS and HRIS records, monitor recruiting metrics, and support hiring events. Build trusted relationships with candidates, community organizations, and operational stakeholders while ensuring compliant, positive candidate experiences.

Leads full-cycle recruiting for aerospace, space, defense, engineering, and software roles. Builds candidate pipelines, sources passive talent, assesses technical qualifications, advises hiring managers, develops recruiting strategies, coordinates interviews, and negotiates offers. Requires strong technical aptitude, networking ability, organizational skills, and experience managing multiple high-priority requisitions in a fast-paced startup environment.

Lead full-cycle recruiting for Product teams, partnering with Product leaders on workforce planning, sourcing, talent assessment, hiring strategy, and candidate experience. Build pipelines for Product Management, Operations, Design, and Leadership roles; provide market and compensation insights; use recruiting metrics to improve hiring outcomes; maintain ATS data integrity; implement scalable processes; and mentor recruiting teammates.

Leads enterprise or market-level talent acquisition strategy, workforce planning, vendor-delivered recruiting, stakeholder partnerships, and hiring outcomes. Advises executives, develops recruitment strategies and business cases, improves candidate and caregiver experiences, oversees service quality, resolves escalated issues, and mentors leaders and recruiting professionals. The role requires extensive HR and talent acquisition leadership, complex project experience, and expertise across recruiting, marketing, technology, data, sourcing, and workforce planning.

Partners with hiring managers to define staffing needs, develop sourcing strategies, engage candidates, and manage end-to-end recruitment. Maintains ATS records, analyzes talent markets and hiring metrics, improves recruiting workflows, supports employer branding and career events, applies AI tools to recruiting, and assists with immigration and broader HR initiatives.

Lead and coach a recruiting team while owning day-to-day talent acquisition execution across engineering, research, and go-to-market functions. Run full-cycle recruiting, support complex searches, build AI-assisted workflows and scalable recruiting systems, use funnel data to diagnose performance, develop recruiters, and improve hiring quality through structured interviewing and stakeholder coaching.

Own full-cycle recruiting for corporate and clinical roles, including difficult and mission-critical searches. Partner strategically with hiring managers, build talent pipelines, close candidates, mentor recruiters, and improve recruiting processes. Monitor recruiting metrics, maintain data and process quality, support structured interviews, and promote consistent, equitable candidate experiences while contributing to team standards and leadership.

Manages full-cycle recruitment for nonprofit social services roles, including sourcing, candidate pipelines, screening, ATS reporting, pre-employment compliance, onboarding, and recruitment marketing. Partners with hiring managers and community organizations to fill credentialed, licensed, high-volume, and hard-to-fill positions while meeting licensing, government funding, and grant requirements.

Lead and coach a global Talent Acquisition team while serving as a hands-on player-coach for complex searches. Partner with senior business leaders and HR stakeholders to translate workforce priorities into recruiting strategies, improve hiring outcomes, guide selection and offers, and use recruiting data to manage risks and inform decisions. Support specialized hiring across consulting, sales, software, research, analytics, and product while fostering inclusive, collaborative team performance.

Source and prescreen technical and skilled-trades candidates for data center operations roles. Manage pipelines, interviews, candidate communications, offers, background checks, I-9 verification, preboarding, and ATS/HRIS data accuracy. Partner with hiring managers and site leaders on hiring plans, ramp-ups, reporting, and process improvements.

Lead and transform YipitData’s global talent acquisition function, managing a team of approximately seven recruiters. Assess and redesign recruiting processes, build scalable operating rhythms and metrics, improve sourcing and talent pipelines, advise senior leaders, oversee critical searches, and optimize the ATS, automation, and AI-enabled recruiting technology ecosystem. Drive change management, stakeholder alignment, recruiting effectiveness, forecasting, capacity planning, and continuous improvement.

Manage full-cycle recruiting for assigned clients and roles, including intake, sourcing, screening, interviews, offers, and pre-boarding. Partner with hiring managers on recruitment strategies, assess candidates, manage talent pipelines, and conduct targeted outreach. Track recruiting metrics, ensure ATS compliance, support employer branding and candidate experience initiatives, and contribute to recruitment projects and process improvements. The role requires approximately 25% travel to data center sites, hiring events, and team meetings.

Own full-cycle recruiting for business-critical roles across go-to-market, customer experience, operations, risk, payments, and legal. Advise hiring managers on role scope, competency frameworks, and interview plans; source active and passive candidates; manage assessments, scheduling, offers, and closing; maintain candidate experience and recruiting-system data; track KPIs; and improve scalable recruiting processes and diverse talent pipelines.

Manage full-cycle recruiting for project-based, operational, proposal, and corporate roles. Responsibilities include sourcing active and passive candidates, reviewing applications, conducting phone screens, coordinating interviews, maintaining ATS records, managing pipelines, supporting offers and onboarding, advising hiring teams, and ensuring EEO and OFCCP compliance. The role supports high-volume and surge hiring across distributed teams and may represent the company at recruiting events.

Leads full-cycle talent acquisition across creative, media production, and technical roles. Responsibilities include developing recruiting strategies, managing and mentoring recruiters, sourcing candidates, overseeing hiring processes, tracking recruitment metrics, managing recruiting technologies, ensuring employment-law compliance, negotiating offers, and partnering with leadership to scale hiring capacity and improve candidate experience.

Support internship and volunteer recruiting by posting roles through Dover and social channels, screening applications, communicating with candidates, refining recruiting materials, and coordinating interviews. This fully remote internship offers hands-on talent acquisition experience, mentorship, and exposure to applicant tracking systems and recruiting workflows. The commitment is 5–10 hours weekly for three months, with North Carolina residency preferred and no prior recruiting experience required.

Manage full-cycle recruiting for BMET and related positions, including sourcing, screening, interviewing, evaluation, offers, and candidate engagement. Build pipelines of BMET professionals through job boards, social media, networking, referrals, partnerships, and targeted search strategies. Maintain candidate records in the ATS, communicate with past applicants, promote the employer brand, and provide a positive candidate experience.

Leads and scales Rockbot’s Talent Acquisition function, including recruiting operations, AI-enabled workflows, dashboards, executive search, hiring-manager coaching, and recruiting team development. The role personally manages critical leadership, director-level, and GTM searches while building scalable playbooks, metrics, systems, and operating rhythms. It partners closely with executives and hiring managers, improves interview quality, and drives data-informed recruiting decisions in a fully remote environment.

Sources, screens, interviews, and recommends candidates for healthcare roles while managing recruiting strategies, job postings, applicant tracking, offers, background checks, and onboarding. Partners with leaders to define hiring needs, builds diverse candidate pipelines, represents the organization at recruiting events, maintains recruiting reports, and ensures compliance with employment regulations. The role requires bilingual English-Spanish capability preferred, strong communication, independent judgment, and travel to centers and events.