Talent Acquisition Partner - Leadership at The Institute for Performance and Learning — NeverHard

Relay is a digital banking platform that gives self-made business owners the tools and know-how to be great with money—bringing clarity, confidence, and control to every dollar earned, so they can turn hard work into lasting success. We do this by replacing financial guesswork with real visibility, transforming cash flow from a constant source of stress into a clear signal owners can use to run stronger, more resilient businesses. At Relay, recruiting is a critical growth engine. As a Talent Acquisition Partner - Leadership Hiring , you will own full-cycle searches across leadership and business-critical roles, with a focus on building strong, well-calibrated pipelines and delivering a thoughtful candidate and hiring manager experience. This role is designed for a recruiter who can operate independently, move searches forward with urgency, and partner closely with hiring managers to define role needs, build sourcing strategies, and use data to keep hiring on track. You will support leadership hiring, typically below the executive level, while also flexing into other priority searches as business needs evolve. What You'll Be Doing Full-Cycle Recruiting: Own requisitions end-to-end across leadership, management, and other business-critical roles. You will drive intake, sourcing, screening, interview coordination, feedback management, offer support, and closeout with urgency and attention to quality. Sourcing and Pipeline Development: Build targeted sourcing strategies using LinkedIn, referrals, networks, talent mapping, and other relevant channels. You will proactively identify and engage strong leadership-level candidates, while building longer-term relationships with talent for future needs. Hiring Manager & Senior Leader Partnership: Partner closely with our leadership on sensitive, high-stakes, or confidential searches and act as a trusted advisor by shaping role definitions, success profiles, and hiring strategies; calibrate expectations, provide clear market perspective, and influence decision-making with confidence. Funnel Ownership: Track pipeline health, conversion rates, interview velocity, and time-to-fill for your searches. You will use recruiting data to identify where a search is off track and recommend practical changes to improve outcomes. Candidate Experience: Deliver a high-touch, human-centered candidate experience across every stage of the process. You will communicate clearly, set expectations, and ensure candidates feel informed, respected, and engaged. Collaboration with Talent Attractors: Partner closely with Talent Attractors when sourcing support is provided, ensuring pipelines are targeted, diverse, and converting effectively AI-Enabled Recruiting: Use existing and emerging AI tools to improve sourcing, candidate research, screening preparation, outreach, reporting, and workflow #J-18808-Ljbffr