Associate Director/Senior Manager of Talent Acquisition - Program & Analytics

About HighLevel: HighLevel is a cloud-based, all-in-one white-label marketing and sales platform that empowers marketing agencies, entrepreneurs, and businesses to elevate their digital presence and drive growth. With a focus on streamlining marketing efforts and providing comprehensive solutions, HighLevel helps businesses of all sizes achieve their marketing goals. We currently have 1000+ employees across 15 countries, working remotely as well as in our headquarters, which is located in Dallas, Texas. Our goal as an employer is to maintain a strong company culture, foster creativity and collaboration, and encourage a healthy work-life balance for our employees wherever they call home. 

Our Website - https://www.gohighlevel.com/ 

YouTube Channel - https://www.youtube.com/channel/UCXFiV4qDX5ipE-DQcsm1j4g 

Blog Post - https://blog.gohighlevel.com/general-atlantic-joins-highlevel/ 

Our Customers: HighLevel serves a diverse customer base, including over 60K agencies & entrepreneurs and 450K million businesses globally. Our customers range from small and medium-sized businesses to enterprises, spanning various industries and sectors.

Scale at HighLevel: We work at scale; our infrastructure handles around 3 Billion+ API hits & 2 Billion+ message events monthly and over 25M views of customer pages daily. We also handle over 80 Terabytes of data across 5 Databases.

About the Role:

We are seeking a highly motivated and strategic Programs and Analytics Lead to support our Head of Talent Acquisition. This role will be instrumental in driving efficiency, execution, and scaling of our talent acquisition processes. You will be responsible for managing a variety of projects related to data, sourcing, referrals, branding, recruitment partnerships, and much more, while ensuring alignment with the overall talent strategy. The ideal candidate will be highly organized, a strong collaborator, and have a deep understanding of the talent acquisition lifecycle.

Key Responsibilities:

1. Sourcing and Pipeline Management

Build and enhance a consistent sourcing strategy across multiple channels, including online portals (LinkedIn, GitHub, StackOverflow, etc.), professional networks, and industry events.

Assist in building internal and external referral programs to drive high-quality candidate leads.

Develop and work towards being consistent for internal job postings and ensure seamless communication across departments.

2. Community Engagement & Employer Branding

Lead employer branding initiatives with the marketing team, ensuring the company is positioned as an employer of choice through social media, events, and partnerships.

Engage with industry communities, both online and offline, to build a robust talent pipeline.

Identify and execute opportunities to sponsor or participate in relevant industry events to build brand presence and talent outreach.

3. Partnership and External Relations

Build and maintain relationships with external recruitment agencies, headhunters, and staffing firms to supplement internal recruitment efforts.

Foster university relations to create a steady inflow of early-career talent and ensure ongoing partnerships with key institutions.

Manage vendor relationships for recruitment tools, job boards, and technology platforms.

4. Candidate Relationship Management

Develop a system for maintaining relationships with candidates who were not converted during previous recruitment cycles (Rolodexing).

Co-own with the TA Delivery Lead to keep these candidates engaged through targeted communication and ensure they remain part of the recruitment pipeline for future opportunities.

5. Internal Talent Acquisition Initiatives

Collaborate with the HRBP Head to build an internal academy that trains new hires and aligns them with company values and processes.

Lead internal recruitment projects aimed at improving the efficiency and scalability of the talent acquisition process.

6. Data-Driven Decision Making

Leverage data analytics and reporting to track recruitment metrics, performance, and trends to drive continuous improvement in the hiring process.

Present insights and recommendations to the Head of Talent Acquisition to support informed decision-making.

EEO Statement:At HighLevel, we value diversity. In fact, we understand it makes our organization stronger. We are committed to inclusive hiring/promotion practices that evaluate skill sets, abilities and qualifications without regard to any characteristic unrelated to performing the job at the highest level. Our objective is to foster an environment where really talented employees from all walks of life can be their true and whole selves, cherished and welcomed for their differences, while providing awesome service to our clients and learning from one another along the way!