Top Talent Acquisition Jobs in Denver & Boulder, CO

Partner with hiring managers to develop requisitions and sourcing strategies, actively source and screen technical candidates, manage ATS records, guide candidates through interviews, build talent pipelines, and promote diversity and inclusion while improving recruiting processes and metrics.

Provide end-to-end support for background checks and onboarding, managing Sterling/First Advantage workflows, coordinating with Global Security and third parties, tracking completion metrics, and delivering an excellent candidate experience. Act as subject matter expert for talent processes, advise stakeholders, handle sensitive information, and assist on related projects.

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.

The Talent Acquisition Partner III oversees staff augmentation hiring, manages vendor relationships, strategizes workforce acquisition, and ensures compliance with regulations while mentoring other team members.

Manage the full lifecycle of internship recruitment, build relationships with universities, and enhance student talent pipeline effectiveness.

Lead and evolve Affirm's Engineering University Programs (internship, apprenticeship, new graduate). Own program design, execution, communications, logistics, stakeholder partnership, cohort engagement, feedback-driven improvements, and measurement of program outcomes.

The Talent Acquisition Partner II manages the recruitment lifecycle, collaborates with business leaders, develops recruitment strategies, ensures a positive candidate experience, and maintains the ATS.

Lead end-to-end talent acquisition strategy: source and evaluate candidates, manage pipelines and ATS, coordinate interviews, mentor junior recruiters, leverage data to inform hiring, represent employer at events, and collaborate with business leaders to deliver a strong candidate experience.

The Manager of Talent Acquisition will lead and optimize the hiring function, manage recruitment processes, and ensure candidate-centric experiences across the organization.

The Talent Acquisition Specialist is responsible for proactive sourcing of technical talent, managing full-cycle recruitment, and partnering with engineering leaders to meet hiring targets in a fast-paced environment.

Own full-cycle recruiting for corporate and operations roles, manage 15–25+ concurrent requisitions, lead and coach a small recruiting team, build sourcing pipelines, configure Greenhouse workflows, ensure multi-state compliance and regulated-industry pre-employment requirements, drive hiring SLAs and offers to close, maintain data hygiene and reporting, and create scalable SOPs and processes.

The Talent Acquisition Coordinator will manage the recruiting process by sourcing candidates, conducting interviews, and optimizing the hiring pipeline to attract high-quality talent.

The Head of Global Talent Acquisition will lead Cresta's hiring strategy, build a talent acquisition team, and manage recruiting operations across various functions, aiming for rapid growth and a positive candidate experience.

Lead and scale a global talent acquisition function focused on recruiting across Sub‑Saharan Africa and other markets. Build proactive sourcing, workforce planning, ATS and data systems, hiring manager enablement, structured interviewing, and a metrics-driven recruiting operation while managing and developing a team of managers and recruiters.

Hands-on active sourcer responsible for proactively identifying, engaging, and qualifying candidates across functions using advanced Boolean searches and multiple sourcing channels, managing pipelines, writing outbound messaging, and partnering with recruiters and hiring managers to move qualified candidates into the recruiting workflow.

The Senior Talent Acquisition Specialist will own full-cycle recruiting, partner with leadership, develop job descriptions, manage candidate pipelines, and ensure a quality candidate experience while maintaining ATS data.

Manage the candidate onboarding lifecycle: initiate and monitor background checks, drug screens, and internal moves; maintain compliance and data integrity across HR systems; partner with internal teams and vendors to resolve escalations, run audits and reporting, and improve onboarding processes to ensure timely hires and positive candidate experience.

Build and own top-of-funnel sourcing efforts nationwide: partner with recruiters and hiring leaders, design and execute sourcing strategies, build candidate pipelines using recruiting tools and social media, drive outreach campaigns, and track recruiting metrics to improve processes.

Senior individual-contributor recruiter owning end-to-end engineering and technical hiring. Builds pipelines via direct outreach, runs structured intake, manages hiring manager relationships, enforces ATS data discipline, meets time-to-hire targets, and improves TA processes and reporting.

Manage end-to-end recruiting for assigned roles with emphasis on technical and field hires: sourcing, interviewing, offer management, hiring manager partnership, employer branding, pipeline development, ATS tracking, and continuous process improvement to ensure diverse candidate pools and strong candidate experience.

The Director, Talent Acquisition will lead talent acquisition strategies for a multi-state operation, focusing on attracting and retaining top talent, managing recruitment processes, and collaborating with operational leaders to meet hiring objectives.

The Talent Acquisition & Business Development Representative role involves outbound outreach, appointment setting, and pipeline support for business development and recruitment in the life sciences consulting sector.

The Director of People Operations will design effective systems for talent acquisition, retention, and development, partnering with leadership to enable growth and scalability for the eCommerce company.

The Talent Acquisition Director will lead a team, manage the recruitment process, and collaborate with operational leaders to meet hiring goals in a healthcare context.

Lead Americas GTM and Marketing recruiting as a strategic TA partner. Build and coach a high-performing team, drive data-driven hiring, implement scalable processes (SOPs, RACI), present insights to executives, and ensure equitable candidate experience and operational excellence across NAMER and LATAM.