Top Talent Acquisition Jobs in Chicago, IL

Manage and configure the Workday HCM platform across modules: design business processes, administer security, build advanced reports, support integrations (EIBs/APIs), participate in release testing, maintain org structures, collaborate with stakeholders, support payroll/benefits, and document configurations and testing outcomes.

Own end-to-end recruitment for North America Growth teams, partnering with senior leaders to define roles, build pipelines, run structured data-informed processes, and deliver high-quality hires while shaping TA processes, tooling, and candidate experience.

Senior individual-contributor technical recruiter owning hiring outcomes for engineering, AI/ML, data science, and product across North America. Run complex searches, mentor recruiters, design evidence-based selection and AI-assisted recruiting workflows, provide market intelligence to stakeholders, manage pipeline health, and contribute to playbooks and process improvements.

The Talent Acquisition Partner sources, screens, and engages candidates across multiple roles. Responsibilities include partnering with recruiters and hiring managers, conducting resume reviews and phone screens, coordinating interviews, maintaining candidate records in Greenhouse, supporting recruiting projects, improving processes, and delivering a positive candidate experience.

Full-lifecycle technical recruiter owning heavy portfolios for AI/ML, analytics, data, software/cloud, and life-sciences roles across North America. Responsibilities include intake calibration, targeted sourcing, candidate engagement, interview management, data-driven pipeline analysis, stakeholder advising, and improving technical search outcomes while collaborating with and mentoring TA peers.

Manage full-cycle recruiting for Sales and Customer Success roles: build candidate pipelines, prioritize inbound applications, partner with hiring managers, use recruitment data to drive decisions, and ensure inclusive candidate experiences while meeting high-volume hiring goals.

Lead full-cycle recruiting for Enterprise Sales, Commercial Sales, Sales Development, and other GTM functions. Source and screen candidates, manage high-volume requisitions, advise hiring managers, close offers, analyze recruiting metrics, maintain recruiting data integrity, champion DEI, use AI recruiting tools, and drive cross-functional talent acquisition improvements.

Lead full-cycle technical recruiting for Engineering and technical roles: partner with hiring leaders, own sourcing and pipeline development, advise on market and compensation, manage candidate experience through offer and onboarding, use ATS and recruiting metrics, improve hiring processes, and mentor other recruiters.

Lead and scale CodePath’s end-to-end talent acquisition function: own hiring process, rubrics, scorecards, recruiting stack, pipeline health, and employer brand. Build and coach a team of recruiters/sourcers, partner with senior leaders on hiring plans, drive volume and quality across technical and non-technical searches, and implement data- and AI-informed systems to deliver predictable time-to-hire and high-quality hires.

Develop and execute proactive sourcing strategies for complex and hard-to-fill roles. Build diverse talent pipelines and talent communities, conduct talent mapping and labor market research, engage passive candidates, and provide competitive talent insights. Partner with Talent Acquisition teams and business leaders on search strategies and workforce planning. Track sourcing effectiveness, maintain accurate applicant tracking system data, optimize sourcing channels, and ensure compliance with hiring policies and employment laws.

Coordinate end-to-end recruiting operations, including complex interview scheduling, candidate communication, pipeline tracking, applicant tracking system maintenance, interview logistics, debriefs, offer documentation, and onboarding handoffs. Identify process inefficiencies and improve recruiting workflows and candidate experience. Partner with recruiters, hiring managers, HR, and other stakeholders, while sourcing qualified candidates and managing confidential information.

Lead full-cycle recruiting for insurance roles from entry level through executive leadership. Build talent pipelines, conduct strategic sourcing, coordinate interviews, manage screening and offers, coach hiring managers, support succession planning, strengthen employer branding, maintain Paycom ATS data and processes, report recruiting metrics, and collaborate on onboarding. Partner with senior leaders on market trends, talent availability, and compensation benchmarks across Chicago and Omaha.

Coordinate and schedule phone, virtual, and onsite interviews across time zones; manage ATS records; support onboarding, background checks, campus recruiting, and recruiting operations. Serve as candidate point of contact, prepare interview materials, generate recruiting reports, and improve recruiting processes while maintaining confidentiality.

Owns full-cycle recruiting for engineering and design roles across energy, industrial construction, and related markets. Partners with engineering leaders on hiring strategies, builds talent pipelines, maps markets, engages passive candidates, screens applicants, negotiates offers, and provides recruiting market intelligence. The role also tracks sourcing effectiveness, strengthens talent networks and employment branding, and supports recruiting initiatives across multiple U.S. locations in a hybrid environment with up to 25% travel.

Recruit, source, and engage candidates to support hiring needs; coordinate interviews and onboarding; promote employer brand and collaborate with hiring managers to build high-quality talent pipelines.

Build proactive talent pipelines for complex and hard-to-fill roles across business functions. Use talent mapping, competitive intelligence, LinkedIn Recruiter, Boolean search, direct outreach, referrals, and market research to identify and engage passive candidates. Screen prospects, maintain accurate pipeline data, advise recruiters and hiring leaders using talent-market insights, and improve sourcing strategies through analytics and emerging technologies. Partner with stakeholders, provide candidate updates, and mentor recruiters and peers on advanced sourcing practices.

Lead talent acquisition operations and analytics by developing reports and dashboards, improving recruitment workflows, supporting Workday, resolving system issues, documenting procedures, training recruiters and hiring managers, and leading operational excellence initiatives. Partner with HRIS and technology teams on testing and enhancements, support governance and audits, and provide guidance to Talent Acquisition Coordinators.

Serve as a Workday Talent Acquisition functional consultant delivering post-go-live services to maximize customer adoption. Engage customers to gather requirements, provide configuration guidance, run feature adoption workshops, tenant reviews, health checks, troubleshooting, and accelerate feature adoption. Support multiple short-duration engagements, lead design meetings, influence senior stakeholders, and help customers stabilize and optimize Workday Recruiting.

Manage high-volume, full-cycle recruitment from sourcing through offers. Lead hiring events and job fairs, build talent pipelines, screen candidates, coordinate interviews, maintain accurate applicant tracking records, and ensure compliant hiring processes. The role focuses on balancing recruiting speed, hiring quality, candidate experience, and organizational talent strategy.

Supports the full talent acquisition lifecycle, including requisition creation, job postings, candidate sourcing, screening, interview coordination, offer preparation, background checks, onboarding, and Workday record maintenance. The coordinator also supports campus recruiting, employee referrals, recruitment reporting, employer branding, and candidate experience initiatives while partnering with HR teams and hiring managers.

Supports the full talent acquisition process from requisition intake through onboarding, including job postings, sourcing, screening, interview coordination, offer letters, background checks, Workday records, recruiting reports, campus programs, referrals, and candidate communications. Partners with HR teams and hiring managers to improve selection practices, onboarding, employer branding, and the candidate experience.

Partner with Go-to-Market leaders to lead full-cycle recruiting for Sales and related GTM roles. Build sourcing strategies and pipelines, design structured interviews, use recruiting metrics to track progress, coach hiring teams, and collaborate with cross-functional partners to deliver inclusive hiring and successful onboarding.

The Senior Director, Talent & Rewards Strategy at Babylist oversees Talent Acquisition and Total Rewards, aligning hiring, compensation, and retention strategies to scale the business and attract top talent. Responsibilities include leading teams, managing compensation strategies, and designing benefit programs.

Manage full-cycle recruiting across corporate, manufacturing, operations, supply chain, engineering, and professional roles. Partner with hiring managers and HR stakeholders on workforce needs, sourcing strategies, candidate selection, offers, and onboarding support. Build talent pipelines, maintain Greenhouse records, monitor recruiting metrics, coordinate candidate communications, ensure compliant and consistent processes, and manage multiple requisitions in a fast-paced environment.

Support recruiters, hiring managers, and candidates by coordinating interviews, executing recruiting workflows in Workday, maintaining data integrity and compliance, managing mailboxes and reporting, and improving operational processes to deliver a smooth candidate and interviewer experience.