Fractional Director of Talent Acquisition (Advisor Network)

Best practice reviews.   

Developing realistic and effective action plans.  

Breaking apart goals into actionable steps.   

Advising on vendor selection and oversight.    

Creating and implementing policies, procedures, and control measures.   

Evaluating each client’s advancement toward goal actualization through key performance indicators (KPIs) and scoring matrices.   

Special projects or other areas of need.    

All aspects of the day-to-day management and oversight of dealing with the full life cycle of sourcing, identifying, screening, assessing, and hiring employees throughout the firm.    

Lead the high-priority Investment and Operations talent searches across a wide range of functional areas, sectors, verticals, and roles.  Manage a small team of recruiters.  

Engage with the hiring managers to identify necessary roles and functions across the organization at all levels, including executive and entry-level positions; develop a formal hiring plan and craft hiring documents.  

Manage the entire recruitment process by leading the recruiting of candidates and/or the management of 3rd party search firms.  

Work with business unit leaders on all aspects of talent acquisition including gap analysis, role definition, job criteria and requirements, job description documents, diversity and inclusion, interview questions and assessment criteria, scoring and ranking measures, offer negotiations and offer documents, and initial on-boarding activities; as well as the overall management of the communication and scheduling of candidates.  

Ensure a positive candidate experience including timely and open communication, compliant background and reference checks, and coordination of all interactions with candidates and internal personnel.    

Expand the firm’s network across all functional areas of the business.    

Collaborate with Investment and Operations professionals in developing intelligence on key talent, relationships, and skill sets that meet the needs of the business and the candidate.  

Work closely with leadership team to capture, manage, and leverage data on executives, key relationships, references, performance, and compensation in a structured way that helps expand the firm’s database and intellectual property over time.  

Implement and manage key performance indicators to ensure and measure the timely hiring of candidates, an appropriate applicant pool as well as the retention and satisfaction of onboarded employees.