Recruiter; Talent Strategist

For over 160 years, the University of Washington has been a hub for learning, innovation, problem solving and community building. Supporting this legacy and important public mission—with the goal of making the UW the world’s greatest public university, as measured by positive impact—guides everything we do in University Advancement. Bringing together development; alumni and stakeholder engagement; marketing and communications; and advancement operations, we advance the UW’s impact by developing meaningful connections that foster pride, advocacy and philanthropic support.

The Advancement Operations team empowers University Advancement to achieve and sustain its mission and vision. This starts with creating a culture of belonging within our organization that values the diverse experiences and expertise of our team members, allowing everyone to thrive and to contribute their unique talents as we strive to achieve our shared goals.

As a member of the People and Culture team, the Talent Strategist primarily serves as a recruiter for University Advancement, leading full-cycle recruitment efforts to attract, engage and hire exceptional talent across University Advancement. This role develops and executes recruitment and sourcing strategies, builds diverse and highly qualified candidate pipelines, and delivers outstanding candidate experience from initial outreach through offer acceptance and onboarding.

Serving as a trusted advisor to hiring managers, the Talent Strategist manages end-to-end hiring processes, including talent sourcing, candidate assessment, interview strategy, selection and offer development. This position also partners with colleagues to strengthen University Advancement's talent acquisition strategy, expand sourcing initiatives, enhance employer branding efforts and build sustainable pipelines of talent for current and future hiring needs.

• Partner with hiring managers to develop recruitment strategies and provide guidance on hiring decisions, talent market trends, and inclusive hiring practices.
• Lead full-cycle recruitment for assigned searches, including sourcing, candidate assessment, interviewing, selection, offer negotiation, and hiring coordination.
• Build collaborative relationships with hiring managers and campus partners to support hiring and workforce planning efforts.
• Manage the candidate experience by coordinating interviews, facilitating communication, and ensuring an efficient hiring process.
• Provide training and consultation on recruitment practices, University policies, and employment-related requirements.
• Evaluate recruitment outcomes and identify opportunities to strengthen hiring practices and processes.

HR Program Management (35%)

• Lead employer branding initiatives that showcase University Advancement's culture, mission, and career opportunities.
• Partner with HR leadership to develop and enhance recruitment programs, policies, procedures, and best practices.
• Develop training, resources, and guidance for hiring managers, interviewers, and search committee members.
• Manage recruiting metrics and reporting to measure effectiveness, identify trends, and support data-informed decision-making.
• Stay current on employment regulations and University policies to support compliant hiring practices.
• Represent University Advancement in University-wide HR communities and talent acquisition initiatives.

Sourcing (25%)

• Lead sourcing initiatives and talent attraction efforts, including career fairs and other outreach events.
• Develop and implement sourcing strategies that attract qualified and diverse talent for opportunities across University…