Talent Acquisition Partner

POSITION SUMMARY

At Verve, we don’t just fill roles—we build teams that power our future. This role is a chance to directly shape the future of our organization by bringing in the talent that makes everything else possible.

The Talent Acquisition Partner is a high-impact, full-cycle recruiter responsible for attracting, engaging, and securing top talent across the credit union. This role is critical to Verve’s success and will help strengthen and scale how we deliver consistent, high-quality hiring outcomes.

This is not a transactional recruiting role. This is a strategic, data-informed, relationship-driven position for someone who brings energy, urgency, and ownership to every search.

You will act as a trusted partner to leaders, a champion of candidate experience, and a driver of recruiting performance, using analytics and insight to continuously improve outcomes.

POSITION RESPONSIBILITIES

Full-Cycle Recruitment

• Own the full recruitment lifecycle from intake through offer acceptance
• Lead structured intake conversations to define success profiles, not just job requirements
• Proactively source and build pipelines for critical and hard-to-fill roles (not reliant on applicants alone)
• Screen, assess, and present candidates with clear, insightful recommendations
• Partner closely with leaders to drive timely, confident hiring decisions
• Ensure seamless, consistent, and high-quality candidate experience at every stage 

Sourcing Pipeline Strategy

• Develop creative sourcing strategies across multiple channels (networking, referrals, digital platforms, market mapping)
• Maintain active pipelines for high volume and recurring roles
• Continuously assess talent market trends and adjust approach accordingly
• Build Verve’s employment brand through authentic outreach and engagement

Recruitment Analytics Performance

• Leverage recruiting data to drive and improve outcomes
• Track and influence key metrics (time-to-fill, pipeline health, conversion rates, quality of hire indicators)
• Identify bottlenecks and implement solutions with speed and accountability
• Provide clear, concise recruiting updates and insights to HR and leadership

Partnership Influence

• Serve as a trusted advisor to hiring leaders, guiding, challenging, and aligning expectations
• Drive accountability in the hiring process while maintaining strong relationships
• Partner cross functionally with HR, Learning Development, and leadership teams
• Partner closely with Marketing to ensure consistent and compelling employer branding across LinkedIn, Indeed, Glassdoor, and other recruiting platforms.
• Lead post-hire debriefs and feed insights back into the hiring process

Continuous Improvement

• Identify opportunities to improve recruiting process, tools, and candidate experience
• Stay informed on industry trends and bring forward new ideas with confidence
• Contribute to building scalable, efficient recruiting practices

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Business Administration or a related field, or equivalent combination of education and relative experience
• At least 3 years of full-cycle recruiting experience (financial services or multi-location environments preferred)
• Experience using data to influence decisions and improve outcomes
• Experience leveraging HRIS systems for recruiting operations, reporting, and data-driven decision making (Paycom experience a plus)

KEY COMPETENCIES, CABILITIES, SKILLS

• Go-getter mindset – takes initiative, moves quickly, and owns results
• Strong sourcing ability- proactively finds talent
• Analytical thinker – uses data to tell a story and drive action
• Critical thinker – evaluates talent and situations with sound judgment
• Collaborative partner – builds trust and credibility with leaders
• High accountability – follow through and closes gaps
• Strong interviewing and assessment capability
• Clear, direct, and consultative communication
• Ability to manage multiple priorities without losing momentum

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Work Environment: Business office, the noise level in the work environment is usually quiet to moderate.
• Physical Requirements: Ability to sit or stand at a desk the majority of the workday; talk or hear; stand or walk occasionally. While performing the duties of this job, the team member is typically utilizing a computer, keyboard and phone. May occasionally reach with hands and arms; stoop, kneel, and crouch. The employee may occasionally lift and move up to 30 pounds.

The above information has been designed to indicate the general nature and level of work performed by persons within this job this job classification. It is not designed to contain or be interpreted as a comprehensive inventory of all the duties, responsibilities, and qualifications required of persons assigned to this job. Additional duties may be required to perform the job effectively.