Who You AreThe Sr Talent Acquisition Partner is responsible for all aspects of the recruitment process aligned with business objectives, organizational values, and hiring outcomes. The Sr Talent Acquisition Partner will align with hiring objectives to drive results by owning the end-to-end recruitment process from job requisition to onboarding, ensuring compliance and efficiency at every stage. The Sr Talent Acquisition Partner works closely with the People & Culture team and other senior leaders to create effective strategies to meet those needs through effective sourcing, structured interviewing, process efficiencies, and leadership advising to secure top talent.
Responsibilities- Trusted Advisor: Bring deep talent market intelligence to hiring managers and executive leadership, instill structured hiring practices, and cutting-edge sourcing techniques to attract, assess, and hire top-tier talent. Engineering recruiting preferred.
- Continuous Improvement: Assist in designing recruiting policies, processes, service delivery, and governance to ensure a consistent, compliant, and candidate-centered hiring experience.
- End-to-End Talent Delivery: Full-lifecycle recruitment across high-impact business verticals, consistently delivering high-quality talent against aggressive hiring targets. Experience in Engineering recruiting preferred.
- Strategic Business Partnership: Partner closely with hiring managers to understand team objectives, define headcount needs, draft compelling job descriptions, and establish calibrated candidate scorecards.
- Executive Market Intelligence: Advise business leaders on talent market trends, compensation insights, workforce risks, and competitive intelligence to influence current and future hiring decisions.
- Process Scaling & Governance: Help design and optimize talent acquisition policies, service level agreements (SLAs), and governance to ensure a candidate-centered, compliant, and frictionless hiring experience.
- Continuous Improvement: Lead continuous improvement initiatives focused on recruiting speed, candidate experience, process simplification, and overall operational efficiency.
- Proactive Sourcing: Design targeted multi-channel sourcing strategies and talent pipelines to engage passive candidates, strengthening Sila's market presence and attracting diverse talent pools.
Physical Demands and Working ConditionsThe work environment and physical demands are representative of those the employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
Rarely: Carrying, Climbing, Crouching, Heights (step stool), Kneeling, Pulling, Pushing, Narrow Spaces, Standing, Stooping, Walking.
Occasionally: Lifting, Pinching
Frequently: Gripping, Handling
Constantly: Grasping, Hearing, Reaching, Reading, Repetitive Motions, Sitting, Vision
Work Environment
Rarely: Wet climates, Hazards, Noise
The starting base pay for this role is between $130,000 and $164,000 at the time of posting. The actual base pay depends on many factors, such as education, experience, and skills. Base pay is only one part of Sila's competitive Total Rewards package that can include benefits, perks, and equity. The base pay range is subject to change and may be modified in the future. Onsite in Alameda office 5 days per week.
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