Top Talent Acquisition Jobs in Los Angeles, CA

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.

The Talent Acquisition Partner sources, screens, and engages candidates across multiple roles. Responsibilities include partnering with recruiters and hiring managers, conducting resume reviews and phone screens, coordinating interviews, maintaining candidate records in Greenhouse, supporting recruiting projects, improving processes, and delivering a positive candidate experience.

Lead full-cycle recruiting for Enterprise Sales, Commercial Sales, Sales Development, and other GTM functions. Source and screen candidates, manage high-volume requisitions, advise hiring managers, close offers, analyze recruiting metrics, maintain recruiting data integrity, champion DEI, use AI recruiting tools, and drive cross-functional talent acquisition improvements.

Own full-cycle recruiting for engineering, manufacturing, operations, and corporate roles. Build specialized talent channels, source passive candidates, assess and close hires, advise hiring leaders, improve recruiting processes and data discipline, and help mentor or manage recruiters as the team grows. The role is hands-on and onsite in Torrance, California, with limited travel for university outreach and recruiting events.

Provides administrative support to the Senior Vice Presidents of Human Resources and Talent Acquisition & Development. Responsibilities include calendar and meeting coordination, detailed domestic and international travel arrangements, expense reconciliation, onboarding paperwork, report tracking, meeting notes, document preparation, and responding to employee inquiries. The role requires discretion with confidential information, strong organization, proactive problem-solving, and effective communication with internal teams and external partners.

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.

Manage full-cycle recruiting for U.S. hiring across technical and business functions. Responsibilities include sourcing, screening, interviewing, scheduling, offer negotiation, pipeline development, hiring strategy, compensation benchmarking, ATS data management, recruiting metrics, stakeholder partnership, and candidate experience. The role also supports employer branding, inclusive hiring initiatives, process improvements, and adoption of AI-enabled sourcing tools.

Leads full-cycle technical recruiting and talent sourcing while partnering with managers on organizational design, succession planning, performance management, employee relations, compliance, benefits, compensation, and HR process improvement. Manages ATS data, staffing agencies, interviews, recruiting metrics, affirmative action reporting, HR audits, policy implementation, employee handbooks, events, and HR software projects.

Lead strategic sourcing for technical and engineering roles in aerospace manufacturing. Develop search strategies, engage passive candidates, build talent pipelines, screen candidates, provide market intelligence, collaborate with recruiters and hiring managers, support diversity sourcing and recruitment marketing, and track sourcing metrics. This six-month onsite role in Long Beach may convert to full-time employment.

Manage full recruitment lifecycle for software and IT roles. Source, screen, and evaluate technical candidates, collaborate with hiring managers, maintain candidate pipelines, ensure smooth candidate experience, and support urgent hiring and immediate joiners.

The Talent Acquisition Partner manages full-cycle recruiting for assigned requisitions, including sourcing, candidate engagement, interviewing, selection, offer negotiation, and applicant tracking. The role builds relationships with hiring managers, HR, community organizations, universities, and professional networks while developing creative sourcing strategies. Responsibilities also include maintaining positive candidate experiences, coordinating recruiting events, ensuring compliance with employment policies and laws, and supporting multiple recruiting assignments independently and collaboratively.

Source and engage technical and specialized talent across engineering, product, design, GTM, and G&A functions. Build targeted sourcing strategies, conduct talent research and market mapping, create personalized outreach, assess passive candidates, and develop inclusive pipelines. Collaborate with Talent Acquisition Partners and hiring teams, use sourcing data to evaluate pipeline effectiveness, and improve tools, workflows, automation, and AI-enabled practices.

Supports the Talent Acquisition function through interview coordination, candidate communication, sourcing, resume screening, recruiting workflow management, offer administration, background checks, and feedback tracking. Partners with hiring managers and the Head of Talent Acquisition to maintain efficient, equitable hiring processes, improve recruiting operations, and support lower-complexity full-cycle searches as experience develops.

Leads executive and specialized scientific talent sourcing for Research organizations. Builds global talent pipelines, maps competitive talent landscapes, develops scientific networks, engages passive candidates, and provides talent intelligence to leaders and hiring managers. Maintains strategic talent communities, tracks scientific talent movements, leverages sourcing technologies, and advises on workforce planning and talent attraction strategies.

Sources, screens, and recruits candidates for mining and technical roles. Partners with hiring managers, manages the full recruitment lifecycle from job postings through offers, and builds local talent pipelines through networking, job fairs, and industry events in the Elko region.

Lead full-cycle go-to-market recruiting, primarily for sales and Enterprise Account Executive roles. Develop sourcing strategies, provide talent-market insights, advise hiring managers, improve candidate experience and recruiting processes, and partner with sales, People, Legal, and Finance teams. Manage multiple requisitions while supporting scalable hiring practices, strong pipelines, efficient time-to-fill, offer acceptance, quality of hire, and retention across high-growth GTM organizations.

Leads the talent acquisition function, including recruiting strategy, full-cycle hiring, team leadership, workforce planning, sourcing, metrics, compliance, vendor relationships, recruiting technology, and candidate experience. Partners with senior leaders and hiring managers to address workforce needs, fill critical positions, improve recruiting operations, and provide hiring performance insights. Requires substantial talent acquisition leadership experience, including property and casualty insurance recruiting.

Coordinate recruiting processes across candidates, interviewers, hiring managers, and time zones. Manage complex scheduling, candidate communications, interview logistics, recruiting data, workflows, and documentation. Support recruiting operations, process improvements, automation, AI-enabled tools, employer branding, referrals, events, and other talent initiatives. The role emphasizes organization, proactive problem-solving, accuracy, communication, and a high-quality candidate and hiring team experience.

Manage high-volume, full-cycle recruitment from sourcing through offers. Lead hiring events and job fairs, build talent pipelines, screen candidates, coordinate interviews, maintain accurate applicant tracking records, and ensure compliant hiring processes. The role focuses on balancing recruiting speed, hiring quality, candidate experience, and organizational talent strategy.

Own full-cycle recruiting across Engineering, Product & Design, Go-to-Market, General & Administrative, or cross-functional portfolios. Develop sourcing and recruiting strategies, assess candidates, negotiate offers, advise hiring managers, use market intelligence and recruiting data, and improve hiring processes and candidate experience in a distributed technology environment.

Own full-cycle recruiting for a steady volume of non-technical corporate, academic, and operations roles. Responsibilities include role scoping, sourcing, screening, interviewing, candidate closing, ATS management, recruiting metrics, offer processes, compliance, and advising hiring managers. The role emphasizes candidate experience, process improvement, automation, AI-enabled recruiting tools, and evidence-based hiring decisions.

Leads and scales Fingerprint’s recruiting function by managing Talent Partners, developing hiring strategy and workforce plans, standardizing recruiting processes, and owning recruiting metrics. Advises executives and hiring managers on role scope, leveling, compensation, and hiring decisions. Optimizes ATS, sourcing, and AI recruiting tools while improving efficiency, forecasting, and candidate experience across technical and non-technical hiring.

Owns full-cycle recruiting for independently licensed mental health therapists, including sourcing, candidate engagement, interviewing coordination, closing, and delivering a strong candidate experience. The role requires meeting recruiting KPIs, communicating the company’s mission and employee value proposition, creatively sourcing and re-engaging candidates, improving hiring processes, and using recruiting data to inform decisions in a high-volume, fast-paced environment.

Lead strategic sourcing for technical and engineering roles onsite in Long Beach. Develop search strategies, build passive candidate pipelines, conduct high-level screening, provide market intelligence, champion diversity sourcing, collaborate with recruiters and hiring managers, and track sourcing metrics to optimize hiring outcomes.

Provides full-cycle recruiting support for a biotechnology company, partnering with hiring leaders to develop recruiting strategies, source and assess candidates, manage interviews, negotiate offers, and support onboarding. Advises senior stakeholders with market insights and hiring recommendations, attracts passive talent, maintains ATS data, improves recruiting processes, and ensures a strong candidate experience across multiple concurrent searches.