Consultant, Technology Talent Acquisition

Consultant, Technology Talent Acquisition

Visa's Global Technology Talent Acquisition team delivers recruiting strategies and hiring outcomes for our Technology organization, a strategic growth pillar solving complex technical problems at significant scale.

We are seeking a Consultant, Technology Talent Acquisition to serve as a strategic recruiting partner to Technology leaders and hiring teams. This role owns end-to-end recruiting delivery for complex, niche, senior, and high-priority Technology roles, including Director+ searches requiring a consultative, high-touch approach.

The Consultant will anticipate business needs, advise hiring managers on talent strategy, influence hiring decisions through market and funnel insights, and strengthen long-term client partnerships. This role requires strong stakeholder management, operational discipline, candidate advisory, inclusive hiring practices, and the ability to adapt recruiting strategies in a fast-moving environment.

Key Responsibilities

Client Leadership & Hiring Strategy

• Serve as the primary TA client lead for assigned Technology organizations, partnering with hiring managers, senior leaders, HR, compensation, and TA leadership.
• Lead intake discussions to define role requirements, success profiles, leveling, compensation parameters, interview process, timelines, and hiring risks.
• Anticipate business needs and advise stakeholders on talent strategy, market conditions, prioritization, process effectiveness, and hiring tradeoffs.
• Lead monthly and quarterly recruiting business reviews with executive-level leaders, covering hiring progress, requisition health, funnel performance, pipeline quality, risks, and recommendations.
• Influence hiring decisions using market insights, candidate intelligence, funnel data, and consultative stakeholder management.

Recruiting Delivery & Candidate Management

• Own full-cycle recruiting for assigned Technology requisitions, from intake through offer acceptance and close.
• Manage requisition health, candidate flow, slate quality, interview activity, feedback quality, funnel conversion, and hiring timelines.
• Screen, assess, and present candidates for technical alignment, leadership scope, motivation, compensation expectations, location fit, and overall role fit.
• Lead candidate reviews, interview debriefs, decision alignment, offer strategy, and closing discussions.
• Deliver a high-touch candidate experience, including proactive communication, expectation management, offer negotiation support, and onboarding transition.

Pipeline Strategy & Inclusive Hiring

• Partner with sourcers and recruiting partners to define sourcing priorities, target profiles, outreach strategy, inclusive slate goals, and pipeline plans.
• Anticipate sourcing challenges and adapt strategies based on business needs, market response, candidate availability, and funnel performance.
• Use talent mapping, competitive intelligence, and market insights to inform search strategy and stakeholder expectations.
• Ensure inclusive hiring practices through structured intake, calibrated evaluation criteria, diverse slate development, and equitable candidate process management.
• Share sourcing, branding, and candidate engagement practices that improve team outcomes.

Operational Excellence & Team Capability

• Use data-driven insights to identify bottlenecks, improve recruiting workflows, and adjust strategy as business needs change.
• Track recruiting KPIs such as slate quality, time in stage, funnel conversion, offer acceptance, req aging, candidate experience, and hiring manager satisfaction.
• Maintain accurate documentation in ATS/CRM systems and ensure compliance with hiring policies and data privacy requirements.
• Mentor recruiters, sourcers, and recruiting partners on stakeholder management, candidate engagement, funnel discipline, offer strategy, and inclusive hiring.
• Model inclusive behaviors, share best practices, and contribute to initiatives that elevate team performance and culture.

Visa requires at least 3 days in office, expectations of these days will be confirmed by your Hiring Manager.

Qualifications

Basic Qualifications

• 5+ years of relevant work experience with a Bachelor's Degree or at least 2 years of work experience with an Advanced degree (e.g. Masters, MBA, JD, MD) or 0 years of work experience with a PhD, OR 8+ years of relevant work experience.

Preferred Qualifications

• 6 or more years of work experience with a Bachelor's Degree or 4 or more years of relevant experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or up to 3 years of relevant experience with a PhD.
• Experience owning full-cycle recruitment and/or working in a Finder/Filler model for complex technical roles, including intake, sourcing partnership, assessment, interview management, offer strategy, and close.
• Experience advising senior hiring managers or business leaders using market insights, funnel data, and talent intelligence.
• Strong understanding of technology talent markets, role profiles, leveling, compensation…