About this role

Own the full spectrum of talent acquisition for GEEK Up - from forecasting hiring needs and building winning opportunities, to closing the most complex hires in the business, to stewarding the practice standards the entire Acquisition Chapter hires by. This is a role built for someone who wants real ownership over both the hardest individual hire and the system the whole team runs on.

Key Responsibilities

You're accountable for the outcome in front of the business - across both hiring and the health of the Department - not just for the work below. The responsibilities that follow are deliverables; done well, they tend to produce that outcome, but not always. Closing that gap is the job.

The scope below maps to what you already know as full-cycle talent acquisition. What's different here is depth - how far into ambiguity, complexity, and ownership each part of the process is expected to go.

• Resource Planning & Hiring Strategy: Partner closely with business leaders and department heads to forecast workforce planning needs, define role profiles, and design competitive hiring strategies - translating long-term business direction into a hiring roadmap, not just a list of open requisitions. A hiring plan built without the business in the room is a guess dressed up as a strategy.
• Full-Cycle Ownership of Complex & Senior Hires: Own end-to-end recruitment for the business's most complex, senior, and founder-level roles - sourcing, in-depth interviewing, multi-method assessment, and offer negotiation - bringing real business intelligence and people judgment to calls where no standard rubric applies and no one double-checks your read.
• Stakeholder Partnership & Candidate Experience: Act as a trusted advisor to hiring managers and leadership on hiring decisions and interview practice, while owning the candidate experience end to end - every candidate, hired or not, leaves better informed and trusting that the process itself was fair.
• Onboarding Governance & Team Leadership: Own the onboarding verification gate, consolidating signal from multiple stakeholders into a clear continue, extend, or exit decision at the moment it's warranted - and steward the practice standards, capability direction, and structural health of the wider Acquisition team, including its own hiring forecast and people-development programs such as internships or management trainee tracks.

Key Challenges

• Own the concept, not just the process: You're often a candidate's first real encounter with how GEEK Up actually works - the only way to sell self-management convincingly is to already be living it, not describing it from the outside.
• Run hiring like a program: Scope, cost, and timeline are real constraints you own, not someone else's problem to manage around - treat each hiring initiative with the discipline of a program, not an open-ended search.
• Stay hands-on: Roughly half your time is still spent directly in the work - sourcing, interviewing, negotiating. This is not a role where strategy replaces execution; the depth it asks for only comes from staying close to real hires.

• Own the concept, not just the process — You're often a candidate's first real encounter with how GEEK Up actually works - the only way to sell self-management convincingly is to already be living it, not describing it from the outside.
• Run hiring like a program — Scope, cost, and timeline are real constraints you own, not someone else's problem to manage around - treat each hiring initiative with the discipline of a program, not an open-ended search.
• Stay hands-on — Roughly half your time is still spent directly in the work - sourcing, interviewing, negotiating. This is not a role where strategy replaces execution; the depth it asks for only comes from staying close to real hires.

To ensure a smooth experience, we will connect with matching applicants to walk you through our interview process and discuss the next stages.