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Vp Talent Acquisition Jobs (NOW HIRING)

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition practice and is accountable for its strategy, operating model, performance and continued evolution ...

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition practice and is accountable for its strategy, operating model, performance and continued evolution ...

Ōura

VP, Talent Acquisition

San Francisco, CA · On-site +1

Oura is seeking a Vice President, Talent Acquisition to lead our global recruiting function at an important moment in the company's evolution. Reporting to the Chief People Officer, this role will ...

Oura

VP, Talent Acquisition

San Francisco, CA

Oura is seeking a Vice President, Talent Acquisition to lead our global recruiting function at an important moment in the company's evolution. Reporting to the Chief People Officer, this role will ...

Adventhealth

Analyze current talent acquisition processes, identifying process efficiencies, gaps and determining go forward process plans, i.e. identify and implement "best practices" and workflows across the ...

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Vp Talent Acquisition information

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$150.5K

$213.6K

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How much do vp talent acquisition jobs pay per year?

As of Aug 8, 2026, the average yearly pay for vp talent acquisition in the United States is $213,565.00, according to ZipRecruiter salary data. Most workers in this role earn between $196,000.00 and $238,500.00 per year, depending on experience, location, and employer.

What does a VP Talent Acquisition do?

A VP of Talent Acquisition oversees the strategic planning and execution of recruiting efforts to attract top talent for an organization. They develop hiring strategies, manage recruitment teams, and collaborate with leadership to align talent acquisition with business goals, often utilizing applicant tracking systems and data analytics. This role requires strong leadership, industry knowledge, and experience in talent sourcing and employer branding.

What are the typical daily responsibilities of a VP Talent Acquisition?

A VP Talent Acquisition is responsible for developing and executing the organization’s talent acquisition strategy, overseeing recruitment teams, and partnering with executive leadership to forecast staffing needs. Daily tasks often include evaluating recruitment metrics, leading high-level searches, collaborating with department heads on workforce planning, and ensuring a positive candidate experience. This role also involves continuous process improvement initiatives, staying updated on industry best practices, and managing relationships with external recruitment vendors. By maintaining a strategic overview and hands-on involvement, the VP ensures the organization attracts and retains high-quality talent.

What is a VP Talent Acquisition?

A VP of Talent Acquisition is a senior executive responsible for developing and overseeing an organization's recruitment strategy. They manage talent acquisition teams, streamline hiring processes, and implement employer branding initiatives to attract top candidates. This role involves collaborating with senior leadership to align hiring goals with business objectives. Additionally, they leverage data-driven insights and technology to enhance recruitment efficiency and workforce planning.

What are the key skills and qualifications needed to thrive in the VP Talent Acquisition position, and why are they important?

To excel as a VP Talent Acquisition, you need extensive experience in recruitment strategy, organizational development, and talent management, often supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications such as SHRM-SCP or SPHR are commonly expected. Exceptional leadership, communication, and stakeholder management skills are crucial for building effective teams and aligning talent strategies with business objectives. These competencies ensure the ability to attract, retain, and develop top talent in a competitive environment, directly impacting organizational success.

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Vp Talent Acquisition jobs near you
Infographic showing various Vp Talent Acquisition job openings in the United States as of August 2026, with employment types broken down into 80% Full Time, 11% Part Time, 1% Temporary, and 8% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $213,565 per year, or $102.7 per hour.

Vice President Talent Acquisition

24 Seven Talent

Manhattan, NY • Hybrid

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Seeking a Vice President, Talent Acquisition to lead and modernize an enterprise recruiting function for a complex, fast‐paced organization. This senior leader will shape talent acquisition strategy across corporate, specialized, executive, temporary, and early‐career hiring while building the systems, processes, and leadership capability needed to support ongoing growth. This is a hybrid role based in Manhattan . NYC Metro Area candidates only. Relocation is NOT available. Position Summary The VP of Talent Acquisition will oversee enterprise recruiting strategy, operating effectiveness, team leadership, and recruiting innovation. This person will partner closely with executive and HR leadership to align hiring plans with business priorities, improve execution across teams, and create a more data‐driven, scalable, and forward‐looking talent acquisition model. What You'll Lead Set the vision and multi‐year roadmap for talent acquisition across full‐time, executive, temporary, and specialty hiring. Advise senior leaders on hiring strategy, talent market conditions, organizational needs, and workforce tradeoffs. Prioritize recruiting resources across competing business demands and high‐impact searches. Build consistent standards for candidate experience, interviewing, assessment quality, and hiring process discipline. Translate business growth plans into practical recruiting strategies, timelines, and execution models. Use market intelligence and hiring data to guide decisions related to talent availability, search feasibility, and organizational capability gaps. Operational Leadership Oversee the talent acquisition operating model, including team structure, service delivery, escalation paths, and accountability. Establish performance metrics and operating reviews across hiring speed, pipeline health, source effectiveness, quality, and experience. Partner cross‐functionally with HR, Finance, Legal, Operations, and systems stakeholders to maintain compliant, scalable hiring practices. Lead vendor strategy, external partnerships, and recruiting‐related investments. Lead and develop a team of talent acquisition leaders, managers, and recruiters through clear goals, coaching, and accountability. Strengthen organizational capability through succession planning, leadership development, and thoughtful team design. Drive change management across recruiting transformation initiatives, including process, structure, and technology adoption. Technology & Innovation Own the recruiting technology and innovation roadmap, including ATS, CRM, sourcing tools, analytics, automation, and AI‐enabled solutions. Evaluate new tools and workflows with a focus on business value, user adoption, data quality, governance, and risk. Partner with Learning and Development to build capability across recruiter effectiveness, stakeholder influence, data literacy, and responsible technology use. Ideal Background 12+ years of progressive talent acquisition experience in complex, multi‐functional organizations. Significant experience leading leaders, including directors, recruiting managers, or senior talent acquisition professionals. Track record of building enterprise recruiting strategy, operating models, and measurable performance standards. Strong executive presence with experience influencing senior stakeholders and navigating competing business priorities. Expertise in recruiting analytics, workforce planning, executive search, contingent talent, and vendor management. #J-18808-Ljbffr

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