Top Talent Acquisition Jobs in Denver & Boulder, CO

Lead high-volume, full-cycle recruiting for Propeller’s go-to-market teams in a hybrid Denver role. Partner with hiring managers, manage expectations, optimize ATS workflows and recruitment data, run pipeline analytics, troubleshoot process gaps, and deliver a strong candidate experience. The role also supports cross-functional initiatives and evaluates practical applications of AI and workflow automation in talent acquisition.

Sources, engages, screens, and submits qualified candidates for technical, federal, engineering, intelligence, and aerospace roles. Partners with recruiters and hiring managers to develop sourcing strategies, manage candidate pipelines, support program bids, conduct competitor intelligence, and maintain CRM and ATS data. Uses recruiting technology and automation to source at scale, engage passive candidates, and track pipeline health, conversion, and time-to-fill metrics.

Leads enterprise-wide talent acquisition strategy, recruiting operations, onboarding, employment branding, recruiting technology, ATS administration, workforce analytics, compliance, vendor relationships, budgeting, and merger-related hiring. Supervises talent acquisition staff, develops pipelines, partners with business leaders, oversees full-cycle recruitment, and improves candidate experience and hiring outcomes through AI-enabled tools, automation, and data-driven processes.

Manage full-cycle recruiting across multi-state operations, including field, skilled trade, professional, and leadership hiring. Build candidate pipelines, partner with operational leaders, coordinate hiring events, track recruiting metrics in Dayforce, improve hiring processes, and support workforce planning, succession planning, and merger integration. The role requires Spanish bilingual proficiency, recruiting expertise, strong relationship-building skills, and travel up to 15%.

Manage full-cycle recruiting for part-time and full-time roles, including sourcing passive candidates, building talent pipelines, interviewing, and guiding candidates through offer acceptance. Develop recruiting campaigns, improve university recruiting, adopt new tools, track hiring metrics, and enhance candidate and hiring manager experiences. Partner with hiring managers and HR teams in a fast-paced environment while supporting high-volume hiring needs.

Lead Noma’s global Talent Acquisition function across the US, Israel, Europe, and other markets. Build and manage high-performing recruiting teams, establish scalable hiring processes and metrics, oversee workforce planning and recruiting forecasts, personally drive executive and critical hires, improve candidate experience, and implement AI-enabled recruiting tools. Partner closely with the CEO, CFO, and senior leaders to support rapid growth and strengthen hiring quality, speed, and accountability.

Advises hiring managers, defines recruiting requirements and strategies, sources and interviews candidates, manages applicant tracking data, supports offers and employee referrals, and communicates hiring progress and process improvements. Partners with onboarding coordinators to improve the new-hire experience and attends university events and conferences. The role requires recruiting experience, primarily in healthcare and physical therapy, along with ATS expertise and strong communication, interviewing, assessment, and negotiation skills.

Leads end-to-end recruitment for senior, leadership, confidential, and business-critical roles. Partners with executives and senior leaders on hiring strategy, sourcing, talent mapping, selection, and candidate experience. Advises using recruitment metrics and market intelligence, leads talent acquisition initiatives, improves processes and tools, supports executive searches, coaches the team, and promotes structured, inclusive hiring while ensuring legal and privacy compliance.

Manage full-cycle recruitment across multiple business units, partnering with executives, HR, and hiring managers. Source and screen candidates, coordinate interviews, build talent pipelines, advise stakeholders, support employer branding, analyze recruiting metrics, and improve hiring processes. The role emphasizes consultative recruiting, advanced sourcing, executive engagement, compliance, talent mapping, and hiring for competitive markets.

Leads full-cycle talent acquisition strategy across business units while managing a team of 3–5 recruiters. Advises business and HR leaders on workforce planning, market trends, hiring strategies, and talent attraction. Oversees recruiting operations, analytics, compliance, candidate experience, sourcing, employer branding, and executive reporting across professional, technical, and leadership roles.

Leads US talent acquisition strategy and a recruiting team supporting high-volume, multi-site, remote, and BPO hiring. Oversees full-cycle recruiting, hiring events, program launches, recruitment marketing, client partnerships, pipeline analytics, and staffing plans. Drives adoption of AI and recruiting technology, manages ATS data and KPIs, ensures regulatory compliance, and develops talent pipelines while traveling to sites and events approximately 25% of the time.

Coordinates the full talent acquisition process from requisition through onboarding, including job postings, screening, interviews, offers, background checks, internal transfers, and HRIS personnel actions. Partners with hiring managers, maintains recruiting records, prepares hiring reports, supports compliance and onboarding, and improves recruiting and HRIS workflows. The role also supports orientation, candidate evaluation, and broader People & Culture projects.

Own full-cycle recruiting for sales roles, including proactive sourcing, candidate outreach, screening, evaluation, interview coordination, pipeline management, offer support, and onboarding partnership. Build talent pipelines for high-performing sales professionals, assess candidates using performance metrics and scorecards, maintain ATS data, track recruiting KPIs, and improve hiring processes. The role requires strong communication, organization, judgment, and comfort with outbound recruiting and fast-moving, performance-driven environments.

Own full-cycle, high-volume recruiting for 50+ requisitions from intake through onboarding. Partner with hiring managers, advise on talent strategies, source candidates through multiple channels, build pipelines, monitor recruiting metrics, and maintain accurate ATS records and compliance. The role requires delivering quality hires, meeting hiring timelines, improving funnel performance, and providing an excellent candidate and stakeholder experience.

Talent Acquisition Partner advises hiring leaders, develops talent pipelines, sources passive candidates, provides market intelligence, manages full-cycle recruiting, supports candidate experience and employer branding, and improves recruiting processes. The role focuses on architecture, engineering, and design industry hiring, requires ATS experience, and involves 10–15% travel.

Sources and engages technology candidates across software engineering, infrastructure, data, cybersecurity, AI, and emerging technology roles. Partners with recruiters and hiring managers to define search strategies, conducts outreach and initial screening, maintains Greenhouse ATS data, and supports market mapping, competitive intelligence, diversity sourcing, messaging, and playbook development. The role requires managing multiple searches independently in a fast-paced remote environment.

Recruit full-cycle talent acquisition for engineering and technical roles across HR Green. Build passive-candidate relationships, develop specialized talent pipelines, source through LinkedIn Recruiter and professional networks, and advise hiring managers using market intelligence. Manage searches from intake through offer, maintain candidate engagement and accurate recruiting data, communicate search progress, and adapt strategies for difficult-to-fill positions. Civil engineering or AEC recruiting experience is strongly preferred.

Leads talent acquisition for wealth advisor roles across the United States. Responsibilities include market mapping, competitor intelligence, passive candidate pipeline development, workforce planning, high-volume recruiting, candidate experience, stakeholder consultation, and end-to-end advisor recruitment. The role partners with senior leaders and internal teams to develop hiring strategies, evaluate candidates, negotiate offers, and support onboarding.

Manages full-lifecycle recruiting across multiple functions, including sourcing, screening, interview coordination, candidate communication, offers, pre-employment activities, onboarding, recruiting systems, reporting, and process improvement. Partners with hiring managers to define requirements, build candidate pipelines, assess talent, and support hiring decisions. The role also maintains recruiting documentation and delivers a consistent candidate and hiring-manager experience in a fully remote environment.

Manage high-volume recruiting across multiple requisitions, develop talent pipelines, execute sourcing and hiring campaigns, partner with hiring managers, identify talent risks, and create data-informed hiring plans. The role also involves coaching recruiters, improving recruiting strategies, managing stakeholders, and using recruiting metrics to optimize hiring outcomes.

Lead high-volume, multi-state clinical recruiting for LPNs and other care staff while managing two recruiters. Own corporate hiring, sourcing strategy, employer brand, ATS implementation, recruiting metrics, compliance, and stakeholder partnerships. Build scalable processes that improve time-to-fill, quality of hire, retention, and clinical workforce coverage.

Manage full-cycle recruiting for technical and non-technical roles, especially aerospace engineering, manufacturing, quality, production, and support positions. Develop sourcing strategies, build talent pipelines, coordinate interviews, negotiate offers, and support pre-onboarding. Partner with hiring managers and HR business partners, monitor talent market trends, improve recruiting workflows, ensure compliance with EEO and OFCCP requirements, and deliver a strong candidate experience.

Leads technology and executive recruiting strategies, sourcing, assessment, and hiring initiatives. Partners with technology executives, hiring managers, HR leaders, and candidates to build talent pipelines, deliver strong candidate experiences, and ensure compliant recruiting practices. Analyzes labor-market and recruitment data, manages vendors and service levels, leads recruiting projects, advises on talent trends, and mentors other talent acquisition consultants.

Screens candidates for high-volume hospitality roles, maintains applicant tracking system records, communicates with candidates and hiring managers, supports recruiting events and sourcing, trains hiring managers on ATS procedures, and helps ensure recruitment progress and service-level compliance.

Support internship and volunteer recruiting by posting roles through Dover and social channels, screening applications, communicating with candidates, refining recruiting materials, and coordinating interviews. This fully remote internship offers hands-on talent acquisition experience, mentorship, and exposure to applicant tracking systems and recruiting workflows. The commitment is 5–10 hours weekly for three months, with North Carolina residency preferred and no prior recruiting experience required.