Top Talent Acquisition Jobs in Denver & Boulder, CO

Leads technical recruiting for senior-to-staff Software Engineering and Product Management roles across North America. Builds talent pipelines, partners with senior R&D leaders, sources and closes candidates, and advises on hiring profiles, leveling, and timelines. Mentors developing recruiters, improves sourcing and offer strategies, promotes equitable hiring practices, and uses data, AI, and automation to improve recruiting productivity and candidate experience.

Leads strategic corporate recruiting through AI-driven market intelligence, compensation benchmarking, talent mapping, proactive sourcing, and executive stakeholder advising. The role manages complex requisitions, improves hiring speed and quality, delivers quarterly hiring targets, and drives outbound recruitment. It requires enterprise ATS expertise, analytical market insights, change leadership, and experience recruiting in large, fast-paced organizations.

Manage end-to-end background checks, adverse finding reviews, onboarding transactions, and candidate communications. Track completion metrics, ensure compliance with privacy and employment regulations, advise candidates and stakeholders on talent processes, and handle sensitive information confidentially. The role also supports process improvement, cross-functional projects, and excellent candidate experiences using systems such as Sterling, Workday, and ServiceNow.

Recruit exceptional talent across technical, administrative, call center, and other roles. Develop recruitment strategies, source passive candidates through job boards, social media, networking, and recruiting tools, manage candidate pipelines, interview applicants, and partner with hiring managers. Ensure compliant hiring practices, improve recruiting efficiency, and provide a strong candidate and hiring-manager experience.

Conduct high-volume recruiting for nationwide in-home services locations. Responsibilities include application review, candidate prescreening, interview scheduling, targeted sourcing, recruiting project support, stakeholder coordination, and candidate communication. The role uses AI applications, sourcing platforms, ATS technology, and data interpretation tools to improve applicant pipelines, hiring efficiency, and recruiting metrics.

Lead EchoStar’s enterprise Talent Acquisition function and a 70+ member recruiting organization. Set strategy, objectives, budgets, and recruiting technology priorities; partner with executives and HR functions; improve hiring quality, productivity, time to hire, and candidate experience; oversee professional, frontline, executive, and university recruiting; use data and AI to optimize delivery; manage employment branding and recruitment marketing; and ensure compliance with labor laws.

Own full-cycle recruiting for US go-to-market and G&A teams, including Sales, Marketing, Customer Success, Finance, and People roles. Partner with hiring managers, define search strategies, source passive candidates, manage multiple requisitions, maintain fast hiring timelines, and deliver a strong candidate experience. The role also improves recruiting processes and develops AI-enabled workflows while collaborating with teams across the US and Israel.

Leads and develops a technical recruiting team while personally managing complex, high-priority searches. Partners with hiring managers and senior leaders on workforce needs, provides market intelligence, monitors recruiting performance, and improves scalable talent acquisition processes. The role combines people management, full-cycle recruiting, strategic workforce planning, stakeholder advising, and hands-on execution in a high-growth technology environment.

Lead the talent acquisition team and oversee end-to-end recruiting for contract and permanent hires. Develop workforce and sourcing strategies, manage recruiting processes and vendors, train recruiters and hiring managers, maintain applicant tracking systems, monitor hiring metrics, support budgets, and ensure consistent global recruiting standards, compliance, confidentiality, and best practices. The role also requires collaboration with managers and clients, technical recruiting expertise, and domestic and international travel.

Build technical candidate pipelines and execute full-cycle recruiting for aerospace, engineering, software, and business roles. Partner with hiring managers to define requirements, source passive candidates, assess technical capabilities, manage interviews, recommend candidates, and negotiate offers. Develop creative sourcing campaigns through job boards, social media, conferences, networking, and direct outreach while managing multiple high-priority requisitions in a fast-paced startup environment.

Manages full-cycle recruiting for production, corporate, and selected exempt roles. Responsibilities include sourcing, screening, interview coordination, candidate assessment, offers, background screening, preboarding, orientation, recruiting reporting, career events, and process improvement. Partners with hiring managers and HR while using iCIMS, recruiting technology, automation, and AI-enabled tools responsibly. Maintains accurate recruiting data and supports a strong candidate experience across hybrid operations.

Owns full-cycle recruiting across the US and APAC, partnering with hiring managers to define hiring strategies, source candidates, conduct interviews, manage offers, and support onboarding. The role emphasizes exceptional candidate experience, targeted sourcing, pipeline analytics, ATS accuracy, and AI-enhanced recruiting workflows. It requires managing multiple roles across time zones, including Pacific Time and Australian business hours, while balancing high-volume hiring with specialized searches.

Lead full-cycle recruiting for enabling functions including HR, finance, legal, and corporate affairs. Partner with senior leaders to develop hiring strategies, source passive candidates, guide interviews, provide market insights, manage offers and negotiations, maintain ATS data, and improve recruiting processes. Support talent acquisition initiatives in a biotechnology environment while ensuring a positive candidate experience.

Own full-cycle, high-volume recruiting across 50+ requisitions from intake through onboarding. Partner with hiring managers and business leaders to define hiring needs, advise on talent markets, build pipelines, source candidates, and influence hiring decisions. Track recruiting metrics, funnel health, requisition aging, and hiring progress to improve outcomes. Maintain accurate ATS records, candidate documentation, reporting, compliance, and a strong candidate and stakeholder experience.

Manages full-cycle recruiting for a designated territory, including workforce planning, sourcing, candidate and hiring-manager communication, job postings, ATS administration, recruiting events, and hiring process guidance. Builds relationships with educational, workforce, staffing, and community partners; analyzes recruiting metrics and supports strategic process improvements. The role requires strong organization, communication, technology proficiency, and the ability to work in construction-site conditions with up to 20% travel.

Builds early-career, military, manufacturing, skilled-trades, and professional talent pipelines. The role develops partnerships with schools, workforce organizations, military transition programs, and veteran groups; leads recruiting events and outreach; manages SkillBridge and other workforce initiatives; tracks pipeline metrics; supports veteran compliance requirements; and collaborates with hiring leaders and HR. The position is hybrid and requires 40–50% travel.

Leads DaVita’s Corporate Talent Acquisition function, managing and developing a team of recruiting partners supporting approximately 1,200 annual hires. Oversees recruiting strategy, process improvement, operational excellence, metrics, technology adoption, and stakeholder partnerships across corporate functions. The role drives scalable hiring processes, improves candidate and hiring-manager experiences, supports inclusive hiring, and advises senior business and People Services leaders.

Advise corporate leaders on strategic hiring using AI-driven market intelligence, compensation benchmarking, talent density analysis, and proactive sourcing. Manage complex requisitions, conduct strategy sessions, improve recruiting metrics, maintain submission-to-interview targets, reduce time to fill, and deliver quarterly hiring goals. Use enterprise ATS platforms, AI-enabled sourcing technologies, and data analysis to build proactive talent pipelines and support organizational transformation.

Leads complex, high-impact recruiting searches for sales, project management, business development, and product management roles. Advises senior leaders on hiring strategy, compensation, negotiations, and workforce planning. Builds talent pipelines, analyzes recruitment data, improves processes, mentors recruiters, evaluates AI recruiting tools, represents the employer brand, and maintains accurate ATS records.

Owns end-to-end US talent acquisition, primarily for revenue and commercial roles in a cybersecurity organization. Responsibilities include partnering with senior stakeholders, developing recruitment strategies, sourcing active and passive candidates, managing assessments and offers, tracking hiring metrics, ensuring fair and compliant hiring, improving candidate experience, and supporting employer branding. The role targets approximately 30–40 hires annually and may occasionally support technical recruiting.

Leads full-cycle talent acquisition for Global Medical Affairs, partnering with senior leaders to develop recruiting strategies, source passive candidates, manage interviews, negotiate offers, and support onboarding. Provides talent market insights, guides hiring decisions, maintains ATS data, improves recruiting processes, and supports organizational growth within a biotechnology environment.

Owns full-cycle recruiting for Sales, Finance, and broader go-to-market roles. Responsibilities include sourcing passive candidates, partnering with hiring leaders, assessing sales and finance talent, managing candidate experience, tracking recruiting metrics, improving hiring processes, and supporting equitable, compliant hiring practices. The role requires strong recruiting expertise, advanced sourcing skills, stakeholder management, and familiarity with ATS and recruiting tools.

Own full-cycle recruitment for sales and go-to-market roles, developing sourcing strategies, building talent pipelines, advising hiring managers, and delivering market intelligence. Maintain accurate ATS data, report on recruiting performance, improve hiring processes, and support diversity, equity, and inclusion initiatives. The role requires deep cybersecurity sales recruiting expertise, strong stakeholder communication, and collaboration with global teams across time zones.

Supports global talent acquisition operations, including interview scheduling, executive hiring coordination, pre-boarding, background checks, candidate communications, and new-hire setup. Maintains accurate records in Ashby and Workday, coordinates across time zones, applies hiring policies, identifies risks, and partners with recruiters, hiring managers, executive assistants, and onboarding teams to deliver an efficient candidate and hiring experience.

Own full-cycle recruiting for GTM and broader organizational roles, including sourcing, candidate engagement, screening, interview coordination, offers, and closing. Partner with hiring managers, build talent pipelines, maintain ATS data, improve candidate experience, and enhance recruiting processes, employer branding, and automation. The role requires strong sourcing, communication, organization, recruiting operations, and startup adaptability in a high-growth technology or cybersecurity environment.