Talent Acquisition Partner

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Kosmos

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Kosmos is an identity company building a trust platform for the modern enterprise. Our platform combines identity verification and passwordless authentication in one solution. Customers include Lowe's, Concentrix, Staples, and Marriott. We process tens of millions of identity verifications and more than 2 billion authentications per year. Our team is approximately 150 people distributed across the United States, Canada, and India, and we are growing.

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Kosmos is seeking an experienced Talent Acquisition Partner to join our HR team on a 6-month contract-to-hire basis. This is a hands-on, full-cycle recruiting role for someone who can independently build candidate pipelines, advise hiring managers, and close high-quality talent across technical and non-technical functions. The role is hybrid and based around our Edison, New Jersey headquarters; candidates must live within reasonable commuting distance and be able to work in the office several days per week.

The right person will operate as a recruiting partner, not a requisition processor. You will be expected to understand each role, challenge or refine requirements when needed, develop a targeted sourcing strategy, engage passive candidates, manage the interview process, and provide hiring managers with clear market feedback. Successful performance during the contract period may result in a permanent offer of employment.

• Manage end-to-end recruiting for roles across engineering, Dev Ops/cloud, product, cybersecurity/IAM, enterprise sales, solutions engineering, customer success, and corporate functions.
• Partner with hiring managers to define role requirements, competencies, interview plans, target candidate profiles, and sourcing strategies.
• Typically manage approximately 5-10 active requisitions simultaneously, with workload varying based on hiring plans and role complexity.
• Post and manage job listings through Workable and other relevant platforms.
• Screen, interview, and evaluate candidates against role requirements and company values.
• Coordinate interview processes and hiring-team debriefs, keeping searches moving with urgency and discipline.
• Support offer development and negotiation in alignment with compensation guidelines and internal approvals.

• Independently build candidate pipelines for difficult-to-fill roles rather than relying primarily on inbound applicants or outside agencies.
• Source passive candidates using Linked In Recruiter, Boolean search, professional networks, referrals, targeted company lists, and other sourcing tools.
• Translate each requisition into a practical market map that identifies target companies, likely candidate profiles, compensation considerations, and expected sourcing challenges.
• Develop reusable talent pipelines for recurring and anticipated hiring needs.
• Track outreach, funnel conversion, candidate disposition, and other recruiting activity accurately in the ATS.
• Use AI-enabled recruiting tools appropriately to improve sourcing, workflow management, resume review, candidate summaries, outreach preparation, scheduling, and recruiting analytics while maintaining recruiter accountability for decisions and candidate evaluation.
• Apply human judgment and structured criteria to candidate screening and selection. AI should support recruiter productivity and consistency, not serve as the sole basis for advancing, rejecting, or selecting a candidate.

• Act as a recruiting advisor to hiring managers at all levels, including senior leaders.
• Provide direct feedback on candidate availability, compensation, competitive market conditions, and whether role requirements are realistic.
• Provide…