Bachelor's degree in HR, Business Administration, or related field, or equivalent experience.
5+ years of full-cycle recruiting experience in corporate or agency settings.
Proven experience using AI tools in recruiting processes with measurable results.
Knowledge of responsible AI use in hiring, including bias awareness and data privacy.
Experience recruiting across functions, particularly in software engineering and AI/machine learning.
Responsibilities
Independently manage daily recruiting operations with minimal oversight.
Evaluate and improve the recruiting process, including intake and onboarding.
Track and report on recruiting spend and recommend cost-saving measures.
Contribute to hiring forecasts and recruiting plans with HR and business leaders.
Manage the full recruiting lifecycle for assigned searches, focusing on hard-to-fill roles.
Benefits
Opportunity to evolve into broader strategic responsibilities.
Collaborative work environment with HR and business leaders.
Access to AI-enabled recruiting tools and technologies.
Focus on responsible hiring practices and candidate experience.
Full Job Description
Job Type
Full-time
Description
The Talent Acquisition Partner independently manages the end-to-end recruiting process. The primary responsibility of this role is full-cycle recruiting in support of both Sonance and William Ray Valentine (WRV). The role runs day-to-day hiring and recommends improvements to the processes, data, and technology that make hiring faster and more consistent. The Talent Acquisition Partner combines hands-on recruiting expertise with practical use of AI-enabled tools, and partners with HR and business leaders to hire people who embody the Sonance culture, always with human judgment and responsible hiring practices at the center. As Sonance's needs grow, the role is expected to evolve to take on broader strategic responsibilities, such as workforce planning, recruiting budget ownership, and team leadership.
Key Responsibilities
Recruiting Ownership & Continuous Improvement
Independently manage recruiting day to day, prioritizing open requisitions and keeping hiring managers and HR informed with minimal oversight.
Evaluate the current recruiting process, including intake, interviewing, offer workflow, and the handoff to onboarding, and recommend improvements to HR leadership.
Track recruiting spend, including job boards, sourcing tools, and agency use, and recommend ways to reduce reliance on external agencies.
Report on recruiting results and trends to HR leadership on a regular cadence, with clear recommendations.
Contribute to hiring forecasts and recruiting plans in partnership with HR leadership and business leaders.
Take on broader strategic responsibilities over time as the role and the business grow, such as workforce planning, budget ownership, and leading recruiting team members.
Full-Cycle Recruiting
Manage the full recruiting lifecycle for assigned searches, from intake through sourcing, screening, interviewing, offer development, and hiring transition; take direct ownership of hard-to-fill and leadership searches.
Partner with hiring managers to define role requirements, interview plans, and timelines; set clear expectations on process and turnaround.
Evaluate candidates against role requirements and the Ideal Team Player criteria (Humble, Hungry, People Smart); drive timely, well-documented hiring decisions.
Prepare and extend offers within approved compensation ranges, in partnership with HR and Finance; coordinate background checks and pre-employment steps in compliance with applicable law.
Sourcing & Pipeline Development
Build proactive sourcing strategies to engage active and passive candidates, including hard-to-fill technical roles such as engineering and software development.
Lead searches for software and AI engineering talent: partner with technical hiring managers to translate technical requirements into sourcing criteria, and engage candidates through channels such as GitHub, technical communities, and professional networks.
Maintain talent pipelines for recurring and anticipated roles, using LinkedIn, employee referrals, professional networks, universities, and job boards.
Plan and support seasonal and high-volume hiring for manufacturing and distribution in partnership with site leaders in Minden and California.
Manage day-to-day agency and vendor relationships where they are still needed; evaluate quality, cost, and ROI, and recommend changes to HR leadership.
Support full-cycle recruiting for both Sonance and William Ray Valentine (WRV), partnering with leaders and hiring managers at each organization and coordinating priorities across the two.
AI-Enabled Recruiting
Apply and drive adoption of AI tools across the recruiting process, such as AI-assisted sourcing and Boolean/search generation, candidate matching and resume summarization, job description and outreach drafting, interview scheduling automation, and candidate communications.
Use prompt-based techniques to produce targeted, personalized outreach and role-specific sourcing strategies, and refine them based on response and conversion data.
Review AI output critically; verify accuracy and make every screening and hiring decision with human judgment, not automated scoring alone.
Recommend and help establish responsible-AI practices for recruiting: monitor for bias in AI-assisted screening, protect candidate data and privacy, and follow Sonance policy and applicable law on AI use in hiring.
Identify, pilot, and document new recruiting technology and automation that improves speed, quality, or candidate experience, and train others on what works.
Hiring Manager & Candidate Experience
Serve as a trusted advisor to hiring managers and business leaders on market conditions, candidate availability, timelines, and hiring best practices.
Train and coach hiring managers on structured interviewing and equitable candidate evaluation.
Deliver a timely, transparent, and respectful experience for every candidate, including those not selected.
Partner with HR on a smooth handoff from offer acceptance to onboarding, and contribute to employer brand and employee referral programs.
Recruiting Operations, Data & Compliance
Maintain accurate requisition, candidate, and recruiting activity data in Paylocity; recommend ATS configuration and workflow improvements.
Track and report time-to-fill, offer acceptance rate, pipeline activity, source effectiveness, recruiting cost, agency spend, and hiring diversity; use the data to recommend improvements.
Ensure compliance with federal, California, and Nevada employment law, including EEO, pay transparency, fair chance hiring, and recordkeeping requirements.
Ideal Team Member
Hungry, Humble, and Smart - embodies the Sonance team culture
Strategic thinker with the ability to execute tactically
Entrepreneurial mindset with a competitive drive to win
High integrity, trustworthiness, and a commitment to doing the right thing
Resilient and composed under pressure
Inspiring leader who motivates others through action & vision
Requirements
Qualifications & Skills
Experience:
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
5+ years of full-cycle recruiting experience in corporate, agency, or a combination of environments, including experience independently managing multiple requisitions with minimal oversight.
Demonstrated experience using AI tools in recruiting, such as AI-assisted sourcing, outreach drafting, screening support, or workflow automation, with examples of results achieved.
Working knowledge of responsible AI use in hiring, including bias awareness and data privacy.
Demonstrated experience recruiting professional roles across functions, plus direct experience recruiting software engineering and AI/machine learning talent, including sourcing and assessing candidates for these specialized roles.
Experience with hourly or manufacturing hiring preferred.
Hands-on experience with an applicant tracking system; familiarity with Paylocity or similar HRIS/ATS platforms preferred.
Experience in manufacturing, technology, consumer electronics, or audio organizations preferred.
Experience owning or leading a recruiting program or team a plus.
SHRM-CP, SHRM-SCP, PHR, or recruiting certification (e.g., AIRS) a plus.
