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Acquisition Development Jobs in New York (NOW HIRING)

Pleasant Rock

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Investment & Business Development Analyst

Newark, NJ · On-site

$55K - $65K/yr

Build and maintain acquisition, development, and operating financial models. * Conduct market research, demographic analysis, and competitive assessments. * Evaluate investment opportunities across ...

Pleasant Rock

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Investment & Business Development Analyst

Piscataway, NJ · On-site

$55K - $65K/yr

Build and maintain acquisition, development, and operating financial models. * Conduct market research, demographic analysis, and competitive assessments. * Evaluate investment opportunities across ...

Itzhaki Acquisitions

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REAL ESTATE ACQUISITIONS & DEVELOPMENT ASSOCIATE

New York, NY · On-site

$4.0K - $1M/yr (+ commission)

ABOUT US Itzhaki Acquisitions is a full-service real estate investment and development firm founded in 2006. We buy, reposition, and develop residential, mixed-use, and development properties ...

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Acquisition Development information

What is the difference between Acquisition Development vs Business Development?

AspectAcquisition DevelopmentBusiness Development
Primary FocusIdentifying and acquiring new clients or assetsBuilding strategic partnerships and expanding market reach
Skills & CertificationsSales, negotiation, market analysisRelationship management, strategic planning
Work EnvironmentSales teams, client-facing rolesPartnerships, strategic planning teams
Industry UsageFinance, real estate, consultingTech, finance, corporate sectors

While Acquisition Development focuses on securing new assets or clients, Business Development emphasizes creating strategic partnerships and expanding business opportunities. Both roles are essential for growth but differ in their approach and scope within organizations.

How to become an acquisition development?

To become an acquisition development professional, candidates typically need a bachelor's degree in business, finance, or a related field, along with experience in real estate, finance, or sales. Developing skills in market analysis, negotiation, and financial modeling is essential, and certifications like CCIM or CPM can enhance prospects. Gaining experience through internships or entry-level roles in real estate or investment firms is also beneficial.

What do people who work in acquisition development do?

Acquisition development professionals identify, evaluate, and pursue opportunities to acquire assets, companies, or properties that align with their organization’s strategic goals. They conduct market research, financial analysis, and negotiations, often working with legal and financial teams to complete transactions. Strong analytical skills and knowledge of industry regulations are essential in this role.

What are popular job titles related to Acquisition Development jobs in New York?

For Acquisition Development jobs in New York, the most frequently searched job titles are:

What job categories do people searching Acquisition Development jobs in New York look for?

The top searched job categories for Acquisition Development jobs in New York are:

What cities in New York are hiring for Acquisition Development jobs?

Cities in New York with the most Acquisition Development job openings:

Acquisition Development jobs near you
Infographic showing various Acquisition Development job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Talent Acquisition Specialist, Americas

Moncler Group

Manhattan, NY • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 11 days ago

Job description

Overview
Company Overview
We are Moncler. The brand of extraordinary.
At the intersection of luxury, culture, and performance, Moncler continues to push boundaries through innovation, creativity, and a relentless focus on excellence. Guided by our purpose, to unleash the extraordinary in everybody, and our core values, Push for Higher Peaks, One House All Voices, Embrace Crazy, Be Warm, and Create & Protect Tomorrow, we are shaping the future of luxury through both product and experience.
Joining Moncler means being part of an ambitious and collaborative environment where your expertise contributes directly to business performance, and where you are empowered to grow, lead, and make a meaningful impact.
Position Overview
Reporting to the Talent Acquisition & Development Director, the Talent Acquisition Specialist manages full-cycle recruitment for assigned retail markets, supporting positions from entry-level through mid-level store leadership. The role partners closely with Retail Leadership, HR Business Partners, Store Managers/Directors, Regional Management, and the broader Human Resources team to identify and attract high-quality talent aligned with business needs, brand values, and store culture.
The Talent Acquisition Specialist brings a strong understanding of retail operations, talent profiles, and recruitment best practices and is responsible for delivering an efficient, high-touch recruitment process and exceptional candidate experience reflective of a luxury brand.
Your Impact
Talent Acquisition & Sourcing
  • Manage full-cycle recruitment for assigned retail positions from entry-level through mid-level store leadership. Responsibilities include sourcing, screening, interview coordination, candidate assessment, feedback collection, and offer facilitation.
  • Partner with HR and Retail Leadership to identify upcoming hiring needs based on workforce plans, turnover trends, store openings, seasonal needs, and evolving business priorities.
  • In partnership with the Talent Acquisition & Development Director, develop and execute targeted sourcing strategies utilizing internal pipelines, external platforms, employee referrals, networking, and proactive outreach.
  • Build and maintain pipelines of qualified retail talent for both immediate and future hiring needs.
  • Maintain a professional and brand-aligned presence on relevant social media and professional platforms, including LinkedIn, to support employer branding, talent attraction, and market visibility in accordance with the Company's recruitment strategy.
  • Stay informed on retail talent trends, competitive activity, compensation considerations, and candidate availability within assigned markets.
  • Support and promote the employee referral program, ensuring timely tracking and follow-up and providing insights on referral activity and effectiveness to support ongoing improvements.
  • Support the development of store leadership recruitment capabilities by providing guidance, coaching, and resources on interviewing, candidate assessment, and recruitment best practices.

Stakeholder Partnership & Collaboration
  • Partner with Store Leadership, HR Business Partners, Regional Management, and other applicable stakeholders to align on staffing priorities and ensure an effective and timely recruitment process.
  • Conduct intake meetings with hiring managers to align on position requirements, ideal candidate profiles, recruitment strategy, and hiring timelines.
  • Advise and support hiring managers on interview structure, candidate assessment and selection, and offer positioning.
  • Provide regular and transparent updates on search status, candidate pipelines, and recruitment progress to applicable stakeholders.
  • Participate in regional calls and applicable business meetings to remain connected to market needs, staffing priorities, and workforce trends.
  • Build strong, collaborative relationships across Human Resources and Retail to support current and future talent needs.

Candidate Experience
  • Act as a brand ambassador throughout the recruitment process, effectively communicating the Company's culture, values, career opportunities, and employee value proposition.
  • Champion an exceptional candidate journey from initial engagement through offer acceptance and onboarding, maintaining timely communication, clarity of process, and a high-touch luxury brand experience.
  • Ensure candidate communications are timely, professional, consistent, and reflective of the brand.
  • Build relationships with prospective candidates to strengthen long-term talent pipelines and maintain engagement with high-potential talent.

Recruitment Operations, Reporting & Process Improvement
  • Support and contribute to recruitment process improvements focused on efficiency, candidate quality, time to fill, candidate experience, and hiring manager experience.
  • Track and report key recruitment metrics, including time to fill, pipeline health, source effectiveness, offer acceptance rates, and other applicable hiring and candidate experience metrics.
  • Maintain accurate and timely candidate documentation and requisition activity within the applicant tracking system.
  • Leverage recruitment data and market insights to identify trends, challenges, and opportunities and share relevant findings with Talent Acquisition leadership.
  • Maintain working knowledge of applicable recruitment and employment practices, including pay transparency, candidate documentation, and fair and consistent hiring practices.

Post-Hire Success & Retention
  • Partner with HR Business Partners to monitor early-tenure retention and identify trends related to new-hire success.
  • Support post-hire check-ins and feedback mechanisms to gather insights on onboarding, integration, and the early employee experience.
  • Share recruitment and new-hire trends with HR Business Partners and Talent Acquisition leadership to help identify opportunities to improve hiring quality, onboarding, and first-year retention.

Professional Conduct & Teamwork
  • Maintain appropriate professional boundaries, confidentiality, discretion, and neutrality as a member of the Human Resources team.
  • Demonstrate a collaborative and service-oriented approach, supporting department and business priorities while fostering respectful and productive working relationships.
  • Uphold Company policies and professional standards, setting a positive example in conduct and performance.

Perform additional responsibilities as assigned by management in support of team and Company objectives.
Qualifications
Education
  • Bachelor's degree preferred, or equivalent work experience in talent acquisition or human resources.

Work Experience
  • Minimum of 3 years of full-cycle recruitment experience, including at least 1-2 years supporting entry-level through mid-level retail recruitment.
  • Experience recruiting store leadership positions strongly preferred.
  • Luxury retail recruitment experience preferred.

Core Skills & Attributes
  • Strong understanding of retail organizational structures, store operations, and talent profiles, with the ability to assess candidates against position requirements, business needs, and store culture.
  • Demonstrated full-cycle recruitment expertise, with the ability to effectively manage multiple requisitions and competing priorities in a fast-paced retail environment.
  • Strategic and resourceful sourcing capabilities, with experience identifying, engaging, and building pipelines of high-quality active and passive candidates across multiple channels.
  • Exceptional communication, interpersonal, and consultative skills, with the ability to build credibility, influence effectively, and advise hiring managers and stakeholders throughout the recruitment process.
  • Commitment to delivering a high-touch candidate experience, serving as a strong brand ambassador and effectively communicating the Company's culture, values, and career opportunities.
  • Highly organized and detail-oriented, with strong judgment, discretion, follow-through, and the ability to appropriately manage confidential information.
  • Data-driven and process-oriented, with proficiency in applicant tracking systems and sourcing tools and the ability to leverage recruitment metrics, market insights, and trends to improve hiring outcomes.

The Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result.
Travel
  • Travel is not regularly required but may be necessary on occasion based on business needs.

Compensation and Benefits
For individuals assigned and/or hired to work in New York, Moncler includes a reasonable estimate of the salary rate range for this role. This considers the wide range of factors that are considered in making compensation decisions; including but not limited to business or organizational needs, skill sets, experience and training, licensure, and certifications. A reasonable estimate of the current base salary range is $75,000 to $90,000 per year.
In addition to competitive pay, the hired candidate will also be eligible for an annual bonus, and a comprehensive benefits package including medical, dental, vision, short and long-term disability, paid parental leave, 11 paid holidays, accrue up to 120 hours of paid vacation time, 2 personal days, employee discounts, and a retirement plan with employer contribution.
The position requires 4 days per week on site in the Moncler Corporate Office, located in the heart of Soho, Manhattan.
Additional Information
Interview Process
Our interview process is designed to provide a comprehensive and engaging experience while allowing us to get to know your experience, capabilities, and potential for success within Moncler.
  • Initial Interview: Talent Acquisition & Development Director
  • Department Head Interview: Vice President, People & Organization
  • Final Interview: Vice President, Retail

Background Check
Final candidates will be subject to a background check in accordance with applicable laws. Applicants are encouraged to provide a complete and accurate work history throughout the application process.
Moncler Group is an equal opportunity employer committed to fostering an inclusive and diverse workplace.

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