Talent Acquisition Lead

The Talent Acquisition Lead at Intrinsic is responsible for leading and executing hiring initiatives, developing a long-term talent acquisition strategy, and ensuring a strong candidate experience. This includes managing employer branding, sourcing talent through various channels, overseeing the intern program, and working closely with practice leaders to meet headcount needs.

Candidates for the Talent Acquisition Lead position at Intrinsic should have a minimum of 6-8 years of relevant talent acquisition experience, ideally within professional services or financial advisory firms. Strong communication skills, stakeholder management expertise, and knowledge of recruiting best practices are essential for success in this role.

As the Talent Acquisition Lead at Intrinsic, you will play a crucial role in planning and executing campus recruiting efforts across targeted universities. This includes managing the intern program, building relationships with campus organizations, and ensuring a diverse pipeline of high-potential candidates as well as guiding them from application to offer decision.

The culture at Intrinsic is collaborative and supportive, focusing on growth and teamwork. The Talent Acquisition Lead will be part of a firm where every team member is valued, encouraged to contribute ideas, and supported by leadership. We thrive on relationships and are committed to delivering exceptional service to each other and our clients.

At Intrinsic, the Talent Acquisition Lead has significant opportunities for career growth within a rapidly expanding firm. We encourage continuous learning and professional development, with the potential for advancement as the firm grows and roles evolve. Join us to explore a rewarding career path!

In response to this question, it's important to highlight your specific experiences where you successfully led hiring initiatives. Share examples of how you developed a strategy that aligned with company goals, how you measured its success, and any adjustments you made based on recruitment outcomes.

Emphasize your communication and interpersonal skills in your answer. Discuss specific techniques you use to keep stakeholders informed and involved, such as regular updates or collaborative decision-making processes, to support a smooth hiring experience.

Discuss different tools and platforms you’ve utilized for sourcing candidates, such as social media, networking events, or university partnerships. Be sure to mention how these methods contributed to successfully building candidate pipelines.

Explain your approach to candidate communication, feedback, and follow-up processes. Highlight your strategies for making candidates feel valued and included, regardless of the hiring outcome.

Mention key performance indicators such as time-to-fill, quality of hire, and candidate satisfaction scores. Explain how you utilize these metrics to refine and enhance your recruitment strategies.

Demonstrate your understanding of strategic alignment by discussing how you ensure that your hiring efforts support the firm’s goals and plans for growth. Mention specific examples where applicable.

Provide concrete examples of challenges like talent shortages or difficult-to-fill roles. Share the strategies you employed to overcome these challenges, such as improving employer branding or leveraging new recruiting technologies.

Discuss specific strategies you've implemented in campus recruitment efforts, including partnerships with universities. Share successful outcomes you've achieved, such as attracting a diverse, high-potential candidate pool.

Explain your commitment to diversity and inclusion in hiring by illustrating how you implement unbiased assessment techniques and ensure a fair hiring process for all candidates.

Your answer should resonate with Intrinsic's values. Share your passion for recruitment, your admiration for the firm’s collaborative culture, and how you see yourself contributing to its growth and success.