ZipRecruiter

Log In

1

Technical Talent Acquisition Partner Jobs (NOW HIRING)

DEFCON AI

Technical Talent Acquisition Partner

About the Role Defcon AI is hiring a Talent Acquisition Partner to play a critical role in our next phase of growth. This is a position for a builder - someone who thrives on high-impact technical ...

DEFCON AI

Technical Talent Acquisition Partner

$100K - $125K/yr

About the Role Defcon AI is hiring a Talent Acquisition Partner to play a critical role in our next phase of growth. This is a position for a builder - someone who thrives on high-impact technical ...

Genesys

Technical Talent Acquisition Partner

Durham, NC · On-site

The Technical Talent Acquisition Partner will help Genesys compete for high-impact technical talent. This role combines technical recruiting expertise, proactive sourcing, and AI proficiency to ...

New

Genesys

Technical Talent Acquisition Partner

Durham, NC · On-site +1

The Technical Talent Acquisition Partner will help Genesys compete for high-impact technical talent. This role combines technical recruiting expertise, proactive sourcing, and AI proficiency to ...

New

gaylor

Talent Acquisition Partner

Noblesville, IN · On-site

Demonstrated ability to recruit, assess, and partner on engineering and technical design roles ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

Demonstrated ability to recruit, assess, and partner on engineering and technical design roles ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

gaylor

Talent Acquisition Partner

Noblesville, IN

Demonstrated ability to recruit, assess, and partner on engineering and technical design roles ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

next page

Showing results 1-20

All JobsBusiness JobsHuman Resources JobsRecruiter JobsTechnical Talent Acquisition Partner Jobs

Technical Talent Acquisition Partner information

See salary details

$27K

$69.6K

$117.5K

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

As of Aug 30, 2026, the average yearly pay for technical talent acquisition partner in the United States is $69,588.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,500.00 and $84,500.00 per year, depending on experience, location, and employer.

What is a technical talent acquisition partner?

A Technical Talent Acquisition Partner is a specialized recruiter who focuses on sourcing, attracting, and hiring candidates for technical roles within an organization, such as software engineers, data scientists, and IT specialists. They collaborate closely with hiring managers to understand the technical requirements of each position and develop targeted recruitment strategies. In addition to conducting interviews and screening candidates, they often manage the full hiring process, from identifying potential talent to onboarding new employees. Their expertise helps ensure that organizations find and retain qualified technical professionals in a competitive job market.

How does a technical talent acquisition partner typically collaborate with hiring managers and technical teams during the recruitment process?

A Technical Talent Acquisition Partner works closely with hiring managers and technical teams to deeply understand the specific skills, experience, and cultural fit needed for open positions. Regular meetings are held to align on job requirements, ideal candidate profiles, and interview strategies. Throughout the recruitment process, the Talent Acquisition Partner provides guidance on market trends, screens candidates for technical and soft skills, and facilitates feedback between candidates and teams to ensure a smooth and effective hiring experience.

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

To thrive as a Technical Talent Acquisition Partner, you need a strong understanding of technical roles, recruitment best practices, and sourcing strategies, often supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), LinkedIn Recruiter, and other sourcing platforms is typically required, along with certifications like SHRM-CP or AIRS. Exceptional interpersonal skills, negotiation abilities, and the capacity to build relationships with both candidates and hiring managers distinguish top performers. These skills are crucial for efficiently identifying, attracting, and securing top technical talent in a competitive market.

What is the difference between Technical Talent Acquisition Partner vs Technical Recruiter?

AspectTechnical Talent Acquisition PartnerTechnical Recruiter
CredentialsRelevant HR certifications, recruiting experience, technical understandingRecruiting certifications, technical knowledge often preferred
Work EnvironmentStrategic partnership with hiring managers, involved in workforce planningFocus on sourcing, screening, and hiring candidates
Employer & Industry UsageUsed in tech companies, staffing agencies, and corporate HR teamsCommon across tech firms, staffing agencies, and internal HR
Search & Comparison IntentUnderstanding strategic vs operational recruiting rolesComparing recruiting roles and responsibilities

The Technical Talent Acquisition Partner focuses on strategic workforce planning and building long-term talent pipelines, working closely with hiring managers. In contrast, the Technical Recruiter handles the day-to-day sourcing, screening, and hiring of candidates. Both roles require recruiting experience and technical understanding but differ in scope and strategic involvement.

Do technical talent acquisition partners get paid well?

Technical talent acquisition partners typically earn competitive salaries that reflect their specialized skills in recruiting for technical roles. Compensation varies based on experience, location, and company size, with many earning above average wages in the recruiting and HR fields. They often receive benefits and may have opportunities for bonuses or commissions based on successful placements.

What does a technical talent acquisition partner do?

A technical talent acquisition partner is responsible for sourcing, recruiting, and hiring technical professionals such as software engineers and IT specialists. They collaborate with hiring managers to understand technical needs, utilize tools like applicant tracking systems, and assess candidates' technical skills to ensure a good fit for the organization.
More about Technical Talent Acquisition Partner jobs

What cities are hiring for Technical Talent Acquisition Partner jobs?

Cities with the most Technical Talent Acquisition Partner job openings:

What job categories do people searching Technical Talent Acquisition Partner jobs look for?

The top searched job categories for Technical Talent Acquisition Partner jobs are:

Technical Talent Acquisition Partner jobs near you
Infographic showing various Technical Talent Acquisition Partner job openings in the United States as of August 2026, with employment types broken down into 90% Full Time, 6% Part Time, 3% Contract, and 1% Nights. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $69,588 per year, or $33.5 per hour.

Technical Talent Acquisition Partner

Red Cell Partners

Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 11 days ago

Job description

About Us
Red Cell Partners is an incubation firm building and investing in rapidly scalable technology-led companies that are bringing revolutionary advancements to market in three distinct practice areas: healthcare, cyber, and national security. United by a shared sense of duty and deep belief in the power of innovation, Red Cell is developing powerful tools and solutions to address our Nation's most pressing problems.
About Defcon AI
RESILIENCE IN THE FACE OF DISRUPTION. Defcon AI is an insights company that leverages artificial intelligence, mathematical optimization, data analytics, and software engineering for resilient optimization of complex systems.
In today's dynamically changing world, Defcon AI's technology aligns outcomes with operational goals, better decision making, and empowers customers to anticipate assess, and mitigate the impacts of disruptions.
About the Role
Defcon AI is hiring a Talent Acquisition Partner to play a critical role in our next phase of growth. This is a position for a builder - someone who thrives on high-impact technical recruiting but also finds genuine satisfaction in owning and scaling People Operations processes.
Reporting directly to the Head of HR, this role is primarily focused on technical recruiting (80%+), spanning both technical hiring (Senior Software Engineers, DevSecOps Engineers, AI/ML Engineers, Data Engineers, and other specialized engineering roles) and non-technical hiring across the business. This is a true right-hand role: you will take full ownership of talent acquisition/recruiting and the onboarding program, freeing the Head of HR to focus on broader People strategy as Defcon AI scales.
A critical part of this role is deep fluency in Department of Defense (DoD) and government contracting talent acquisition - understanding the unique scope, timelines, and candidate pool involved in hiring technical talent for DoD contracts, including candidates who hold or are eligible for security clearances.
What You'll Do
Technical & Non-Technical Talent Acquisition
  • Full-Cycle Ownership: Lead and execute the end-to-end hiring process for specialized technical roles including Senior Software Engineers, DevSecOps Engineers, AI/ML Engineers, and Data Engineers, as well as non-technical roles across the business.
  • DoD & Cleared Talent Strategy: Bring established fluency in recruiting for Department of Defense programs and government contracts - including security clearance requirements, timelines, and the specific talent landscape of the defense and intelligence community.
  • Hiring Manager Partnership: Collaborate closely with hiring managers and the Head of HR to scope roles, align on candidate profiles, and drive efficient hiring decisions.
  • Strategic Sourcing: Proactively build a pipeline of elite passive talent within the AI and Defense sectors, with a focused lens on candidates holding (or eligible for) security clearances.
  • Elevate Candidate Experience: Continuously refine the interview process and feedback mechanisms to ensure a top-notch experience that reflects our brand.

People Operations & Onboarding
  • Full Ownership of Onboarding: Take the lead in evolving our onboarding program from a manual process into a scalable, "day-one ready" experience that integrates new hires quickly - with full ownership of the program going forward.
  • Process Optimization: Identify and resolve friction points across the employee lifecycle - from offboarding workflows to documentation and data integrity.
  • People Ops Partnership: Serve as a true thought partner to the Head of HR on People program design and process improvement as the function scales.

What we're looking for:
  • 5+ years of technical recruiting experience, ideally within a high-growth startup, government contractor, or fast-paced technology environment.
  • Demonstrated experience recruiting technical talent for Department of Defense programs or government contracts, including direct familiarity with security clearance processes (Secret, Top Secret, TS/SCI) - this is a core requirement, not a nice-to-have.
  • Proven ability to manage the entire talent funnel, from initial intake to complex offer negotiations.
  • A strong interest in People Operations; you don't just want to fill seats.
  • Demonstrated maturity and executive presence - comfortable operating as a strategic partner to senior leadership and engineering stakeholders, and confident navigating ambiguity independently.
  • Highly organized with strong attention to detail.
  • You are comfortable with ambiguity and are excited to build processes from the ground up.

Nice to Have:
  • Experience designing or improving onboarding and employee lifecycle programs
  • Experience working with Greenhouse (ATS and Onboarding)

Why this role:
  • Outsized Impact: You are a critical component of our team's growth, enabling leadership to make informed hiring decisions.
  • True Ownership: Meaningful ownership over recruiting execution and a seat at the table for People Ops improvement and program design.
  • The Mission: We are building meaningful AI technology that addresses some of the most complex challenges in national security.

What We Offer:
  • A fully remote environment
  • Competitive salary, bonus, and equity package
  • 100% employer paid, comprehensive health insurance including medical, dental, and vision for you and your family
  • Unlimited PTO, with your manager's approval
  • Flexible work environment where you manage your work day
  • 14 weeks of fully-paid parental leave

Salary Range: $100,000-$125,000. This represents the typical salary range for this position based on experience, skills, and other factors.
Our Red Cell Partners Benefits:
For full-time roles
  • Career track opportunity with potential for rapid advancement with strong performance as the firm grows
  • 100% employer paid, comprehensive health care including medical, dental, and vision for you and your family.
  • Paid maternity and paternity for 14 weeks at employees' normal pay.
  • Unlimited PTO, with management approval.
  • Opportunities for professional development and continued learning.
  • Optional 401K, FSA, and equity incentives available.
  • Mental health benefits are available through Tara Mind.
  • Cost effective GLP-1 solutions available through Crux.

We're an Equal Opportunity Employer: You'll receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status, or on the basis of disability.
Applicant Data Disclosure
By submitting an application, you acknowledge that Red Cell Partners, LLC ("Red Cell") uses third-party service providers to facilitate its recruitment and hiring processes. These providers include applicant tracking systems, candidate verification platforms, and fraud detection tools (collectively, "Hiring Platforms"). Your application materials, including your résumé, cover letter, work samples, responses to application questions, and any other information you submit, may be transmitted to and processed by these Hiring Platforms for the following purposes:
  • Managing and administering your application throughout the hiring process;
  • Verifying the accuracy and authenticity of application materials, including by cross-referencing information you provide against publicly available sources and proprietary databases;
  • Identifying indicators of potentially fraudulent, fabricated, or materially misleading application content, including but not limited to discrepancies between submitted materials and publicly available professional profiles, geographic anomalies, and fabricated work histories.

Applications that are flagged through this process as containing indicators of fraud or material misrepresentation may be declined from further consideration. If you have questions about the status of your application or the evaluation process, please contact talent@redcellpartners.com.
Red Cell requires its Hiring Platform providers to process your information solely for the purposes described above and in accordance with applicable law. Your information will be retained only for as long as necessary to fulfill these purposes and any applicable legal obligations, after which it will be deleted in accordance with Red Cell's data retention policies.
For more information about how your data is used, please refer to our Privacy Policy and Applicant Privacy Notice.

Apply