Talent Acquisition Leader (JOB ID 003142)

Innovien is on track to hit our $100M milestone this year, a year ahead of our 10-year anniversary. The next mission is to go from $100M to $1B, and we're building the team to do it now. Innovien has massive enterprise accounts, a Federal division with Secret clearance, a rapidly growing AI practice, and a state of the art Atlanta HQ where the engine runs.

The Role

Innovien has the revenue, the accounts, and the momentum. What we don't have yet is a world-class internal recruiting engine, and that's the thing standing between us and $1B. You're here to build it. You'll own talent acquisition end to end: the strategy, the process, the team, and the brand. This is not a seat where you maintain someone else's system.

You're designing it from scratch, with full autonomy and a direct line to the people making decisions. The mandate is simple and big: find and hire the best talent in the industry, faster and better than anyone expects, then build the team that keeps doing it at scale. You'll run recruiting at the same bar we hold for our clients. Same urgency, same metrics, same accountability.

Do this right and you don't just fill roles. You build the engine that makes everything else possible.

• What You’ll Do Architect and run Innovien’s internal talent acquisition division from the ground up
• Coordinate with Innovien’s executive leadership team to develop hiring plans and set team hiring goals
• Own pipeline for all open roles: junior account managers, experiences account managers, technical recruiters, leaders, consulting teams, and operations
• Build unique, bold, and creative sourcing strategies to attract top performers in the industry
• Run TA at the same level of service that we support our clients — same metrics, same urgency, same accountability
• Build upon and oversee Innovien’s AI enabled candidate scoring and benchmarking interview process
• Build, train, and manage a TA team from the ground up
• Own employer brand on LinkedIn, Glassdoor, and staffing industry job boards
• Report weekly: pipeline by role, time-to-fill, source effectiveness, offer acceptance rate

What You Bring

• 5-10 years in talent acquisition with at least 3 years at a staffing or technology services company
• Built or scaled a high performing internal recruiting function focused on top sales talent
• Comfortable owning metrics: pipeline volume, conversion rates, time-to-fill, cost-per-hire
• Scrappy — you’ll source & screen candidates yourself AND build the team that does it at scale
• Knowledge of LinkedIn Recruiter, ATS systems, and staffing industry talent pools