Talent Acquisition Advisor

The people of Memorial Sloan Kettering Cancer Center (MSK) are united by a singular mission: ending cancer for life. Our specialized care teams provide personalized, compassionate, expert care to patients of all ages. Informed by basic research done at our Sloan Kettering Institute, scientists across MSK collaborate to conduct innovative translational and clinical research that is driving a revolution in our understanding of cancer as a disease and improving the ability to prevent, diagnose, and treat it.

MSK is dedicated to training the next generation of scientists and clinicians, who go on to pursueour missionat MSK and around the globe.

This is a six-month contract to start, with extension based on performance. If a full-time role opens on our team and your work supports it, there’s a real path to converting and growing with us. Either way, it’s the same work, the same team, and the same expectations as any Advisor here.

“Can you just send me more resumes?”

“How many people applied?”

“There’s just no one out there.”

“I’m not in a rush, I know the perfect person is out there.”

“I need them to start in two weeks,” for a role that took two months to recruit last time

“Can you find someone exactly like my last person, but with more experience?”

“Let’s just go to an agency.”

Every recruiter has heard these. At MSK, we want Advisors who can turn them into better conversations.

At MSK, TA success = Speed × Quality × Partnership. You’d be the one making all three happen:

• Speed: move with purpose. Keep searches moving with clear steps and quick decisions, and never leave candidates hanging.

• Quality: make the right choice. The person you hire does well and stays. Use data, then use your judgment.

• Partnership: share the ownership. You and the hiring manager own the outcome together, and you bring the market insight.

Miss one and it falls apart. Fast without quality means fast mistakes. Quality without speed means we lose the candidate. Both without partnership means results nobody trusts.

You’re not an administrator or a resume pipeline. You’re a partner with the same goal as your hiring managers: getting the right person hired, someone who moves team capability, culture, and our mission forward.

• Want to learn about MSK beyond the roles you recruit on: how the hospital runs, how clinical and research teams work together, and what our leaders are trying to solve.

• Can recruit for anything. volume, niche, leadership, corporate or clinical - you believe a great recruiter can pivot. You either know what works in each or have the scrappiness to figure it out.

• Make decisions based on evidence, not hunches or “how we’ve always done it.”

• Have honest, direct and empathetic conversations, even when it’s not what someone wants to hear.

• Know you guide and leaders decide. Sometimes a leader has to learn the hard way. You stay steady, protect the relationship, and trust your own judgment until they’re ready to listen. Eventually you’ve earned the trust to say “remember when we talked about this?”

You’re not cynical, just not gullible. You get below the surface, because that’s where good hiring decisions come from.

• A candidate says they “led the project.” You ask what they owned, who they managed, and what changed because of them.

• A hiring manager says “there’s no one out there.” You check the market data before you agree.

• A candidate asks for a big jump in pay. You find out what’s really behind it: base, bonus, a competing offer, or something else entirely.

• A candidate from big tech says they’re ready for a change. You…