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Senior Talent Acquisition Partner Jobs in Bothell, WA

Year Up United

Director, Talent Acquisition

Seattle, WA

$118K - $162K/yr

This leader partners closely with senior executives, functional leaders, HR, Finance, Marketing ... Talent Acquisition Strategy &Execution * Develop and execute a comprehensive talent acquisition ...

Hiya

Talent Acquisition Manager

Seattle, WA · On-site

Experience partnering with senior leaders and influencing hiring while upholding the company's high ... Strong technical Talent Acquisition experience, with a proven ability to operate effectively as ...

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Senior Talent Acquisition Partner information

See Bothell, WA salary details

$44.2K

$87.1K

$152K

How much do senior talent acquisition partner jobs pay per year?

As of Aug 12, 2026, the average yearly pay for senior talent acquisition partner in Bothell, WA is $87,061.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,100.00 and $96,700.00 per year, depending on experience, location, and employer.

How does a senior talent acquisition partner typically collaborate with hiring managers and business leaders to shape recruitment strategies?

A Senior Talent Acquisition Partner works closely with hiring managers and business leaders to understand workforce needs, develop tailored sourcing strategies, and ensure alignment with organizational goals. They often facilitate intake meetings, advise on market trends and compensation, and guide the interview process to ensure a positive candidate experience. This collaboration is ongoing, requiring regular communication and feedback to adapt to evolving business priorities and improve hiring outcomes.

What does a senior talent acquisition partner do?

A Senior Talent Acquisition Partner is responsible for managing and executing the end-to-end recruitment process for an organization, often focusing on filling senior or specialized roles. They work closely with hiring managers to understand staffing needs, develop effective sourcing strategies, and ensure a positive candidate experience. Additionally, they may contribute to employer branding initiatives, improve recruitment processes, and provide guidance to junior recruiters. Their goal is to attract, assess, and hire top talent that aligns with the company's culture and business objectives.

How do you become a senior talent acquisition partner?

To become a senior talent acquisition partner, candidates typically need several years of experience in recruiting or human resources, strong interpersonal and negotiation skills, and proficiency with applicant tracking systems and sourcing tools. A bachelor's degree in human resources, business, or a related field is often required, and some roles may prefer or require advanced certifications like SHRM or AIRS. Progression usually involves gaining experience in full-cycle recruiting, developing strategic sourcing abilities, and demonstrating leadership in talent acquisition initiatives.

What is the difference between Senior Talent Acquisition Partner vs Talent Acquisition Specialist?

AspectSenior Talent Acquisition PartnerTalent Acquisition Specialist
CredentialsTypically requires 5+ years of experience, relevant HR certifications (e.g., SHRM, AIRS)Usually 1-3 years of experience, entry to mid-level certifications preferred
Work EnvironmentStrategic planning, stakeholder collaboration, leadership rolesCandidate sourcing, screening, interview coordination
Employer & Industry UsageUsed in large organizations, corporate HR teamsCommon in various industries, including staffing agencies and corporate HR

The main difference is that a Senior Talent Acquisition Partner focuses on strategic talent planning and stakeholder management, while a Talent Acquisition Specialist handles day-to-day candidate sourcing and screening. The senior role requires more experience and often involves leadership responsibilities, whereas the specialist role is more execution-focused.

What are the key skills and qualifications needed to thrive as a senior talent acquisition partner, and why are they important?

To thrive as a Senior Talent Acquisition Partner, you need in-depth knowledge of recruitment strategies, employment laws, and talent sourcing, usually supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR is highly beneficial. Exceptional interpersonal skills, negotiation abilities, and strategic thinking set top performers apart in this role. These skills are crucial for effectively attracting, assessing, and securing top talent while aligning recruitment efforts with organizational goals.
What job categories do people searching Senior Talent Acquisition Partner jobs in Bothell, WA look for? The top searched job categories for Senior Talent Acquisition Partner jobs in Bothell, WA are:
What cities near Bothell, WA are hiring for Senior Talent Acquisition Partner jobs? Cities near Bothell, WA with the most Senior Talent Acquisition Partner job openings:
Senior Talent Acquisition Partner jobs near you
Infographic showing various Senior Talent Acquisition Partner job openings in Bothell, WA as of August 2026, with employment types broken down into 78% Full Time, 15% Part Time, and 7% Contract. Highlights an 88% Physical, 5% Hybrid, and 7% Remote job distribution, with an average salary of $87,061 per year, or $41.9 per hour.

SENIOR TALENT ACQUISITION PARTNER

Lease Crutcher Lewis

Seattle, WA • On-site

Full-time

Re-posted 3 days ago

Job description

WHY LEWIS?
At Lewis, we believe exceptional people build exceptional projects. We are looking for a Talent Acquisition Lead who shares our commitment to Quality, thinks like an owner, and builds trusted partnerships across the business. This is an opportunity to shape how Lewis attracts, assesses, and hires talent while directly influencing the long-term strength of our company.
POSITION SUMMARY
The Talent Acquisition Partner owns and continuously improves the Talent Acquisition function at Lewis. This role partners with leaders across the business to build exceptional teams by attracting, assessing, and securing top talent while delivering an outstanding candidate and hiring manager experience. As a trusted advisor, this person brings market insight, business acumen, and data-informed recommendations to every search, helping leaders make informed hiring decisions that strengthen Lewis for the long term.
Success in this role is measured not by positions filled, but by the caliber of talent hired. The Talent Acquisition Partner prioritizes quality of hire above speed of hire, develops diverse candidate slates, proactively engages passive talent, and champions hiring practices that reflect Lewis values of Safety, Value, Quality, Profitability, Trust & Respect, and Fulfillment.
WHAT EXCEPTIONAL LOOKS LIKE
  • Ensures Lewis continues to attract and hire top-tier talent aligned with our values and business needs.
  • Become a highly trusted advisor to leaders and hiring managers.
  • Creates a candidate experience that encourages applicants to reapply and recommend Lewis to others.
  • Builds diverse candidate slates and long-term talent pipelines.
  • Enhances hiring effectiveness across the organization.

PRIMARY FUNCTIONS AND ESSENTIAL RESPONSIBILITIES
Talent Strategy & Hiring Excellence
  • Partner with leaders to define success profiles, anticipate future workforce needs, and develop talent strategies aligned with business objectives and anticipated skill gaps.
  • Identify, attract, assess, and secure exceptional talent for professional, leadership, and executive-level roles.
  • Evaluate candidates against both role requirements and Lewis Values.
  • Balance urgency with quality, recognizing that quality of hire comes first.
  • Maintain a high talent bar and advocate for hiring decisions that strengthen the organization long-term.
  • Provide thoughtful recommendations supported by assessment data, labor market trends, compensation intelligence, talent availability data, and business insight.

Trusted Partnership & Advisory
  • Develop a deep understanding of Lewis operations, strategy, workforce needs, and business challenges.
  • Coach hiring managers on interviewing techniques, candidate evaluation, selection decisions, and hiring best practices.
  • Respectfully challenge assumptions and highlight hiring risks and tradeoffs when appropriate.
  • Help leaders make confident, informed hiring decisions while reducing administrative burden.

Candidate & Hiring Manager Experience
  • Deliver an exceptional experience for candidates and hiring managers.
  • Provide proactive communication and clear expectations throughout the hiring process.
  • Promote and strengthen Lewis's employment brand and value proposition through every candidate interaction.

Talent Attraction & Pipeline Development
  • Actively source passive talent and build relationships before positions become available.
  • Develop talent communities and long-term pipelines aligned with future business needs.
  • Leverage employee referrals as a strategic source of top talent.
  • Support employer branding, networking, industry engagement, and recruiting events.

Talent Acquisition Ownership & Innovation
  • Continuously improve recruiting processes, tools, assessments, and hiring practices.
  • Use data and feedback to improve hiring outcomes and experiences.
  • Track and improve quality of hire, hiring manager satisfaction, diverse candidate slates, and new-hire retention.
  • Partner effectively with external search firms on leadership and specialized searches.
  • Ensure compliance with applicable laws, policies, and data privacy requirements.
  • Maintain rigorous candidate tracking, documentation, and follow-through to ensure an exceptional and well-executed hiring process.

REQUIRED QUALIFICATIONS AND EXPERIENCE
  • Bachelor's degree or equivalent combination of education and experience.
  • Seven or more years of in-house corporate recruiting experience within construction, engineering, architecture, manufacturing, or other project-based industries preferred, with demonstrated success hiring high-caliber talent.
  • Ability to quickly understand technical, operational, and leadership roles and effectively assess candidates against role-specific success factors.
  • Demonstrated success recruiting for senior-level, highly specialized, and difficult-to-fill positions.
  • Expertise in candidate assessment, behavioral interviewing, and selection methodologies.
  • Proven ability to source and engage passive candidates.
  • Strong business acumen and consultative influencing skills, including a demonstrated ability to build credibility, influence decisions, and effectively navigate competing perspectives among leaders and stakeholders.
  • Experience using recruiting technologies, sourcing platforms, analytics, and applicant tracking systems.
  • Excellent assessment, communication, relationship-building, and decision-support skills.
  • Commitment to continuous improvement and exceptional service.
  • Highly organized and detail-oriented, with exceptional project management skills and a proven ability to manage multiple concurrent searches with accuracy, responsiveness, and strong follow-through.

Salary Range
$98,000 - $155,000
Salary offered will based on geographic location (Seattle or Portland) and candidate's skills, experience, and industry alignment.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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