Talent Acquisition Partner - Leadership

Overview

Relay is a digital banking platform that gives self-made business owners the tools and know-how to be great with money—bringing clarity, confidence, and control to every dollar earned, so they can turn hard work into lasting success. We do this by replacing financial guesswork with real visibility, transforming cash flow from a constant source of stress into a clear signal owners can use to run stronger, more resilient businesses.

At Relay, recruiting is a critical growth engine. As a Talent Acquisition Partner - Leadership Hiring , you will own full-cycle searches across leadership and business-critical roles, with a focus on building strong, well-calibrated pipelines and delivering a thoughtful candidate and hiring manager experience.

This role is designed for a recruiter who can operate independently, move searches forward with urgency, and partner closely with hiring managers to define role needs, build sourcing strategies, and use data to keep hiring on track. You will support leadership hiring, typically below the executive level, while also flexing into other priority searches as business needs evolve.

What You ll Be Doing

• Full-Cycle Recruiting:
  Own requisitions end-to-end across leadership, management, and other business-critical roles. You will drive intake, sourcing, screening, interview coordination, feedback management, offer support, and closeout with urgency and attention to quality.
• Sourcing and Pipeline Development:
  Build targeted sourcing strategies using Linked In, referrals, networks, talent mapping, and other relevant channels. You will proactively identify and engage strong leadership-level candidates, while building longer-term relationships with talent for future needs.
• Hiring Manager & Senior Leader Partnership:
  Partner closely with our leadership on sensitive, high-stakes, or confidential searches and act as a trusted advisor by shaping role definitions, success profiles, and hiring strategies; calibrate expectations, provide clear market perspective, and influence decision-making with confidence.
• Funnel Ownership:
  Track pipeline health, conversion rates, interview velocity, and time-to-fill for your searches. You will use recruiting data to identify where a search is off track and recommend practical changes to improve outcomes.
• Candidate
  
  Experience:
  
  Deliver a high-touch, human-centered candidate experience across every stage of the process. You will communicate clearly, set expectations, and ensure candidates feel informed, respected, and engaged.
• Collaboration with Talent At tractors:
  Partner closely with Talent At tractors when sourcing support is provided, ensuring pipelines are targeted, diverse, and converting effectively
• AI-Enabled Recruiting:
  Use existing and emerging AI tools to improve sourcing, candidate research, screening preparation, outreach, reporting, and workflow efficiency while maintaining strong judgment and candidate care.
• Experimentation:
  Test and refine interview structures, assessment approaches, and candidate experience improvements to continuously raise the bar on leadership assessment quality, ensuring high-signal, well-calibrated hiring decisions.

• You bring 3-5+ years of full-cycle recruiting experience, ideally in a high-growth, startup, scaleup, or similarly fast-paced environment.
• You have experience owning searches independently and are ready to grow deeper capability in leadership hiring.
• You understand how to run structured recruiting processes with urgency, clarity, and consistent follow-through.
• You are comfortable partnering with hiring managers to define role requirements, calibrate candidate profiles, and align on timelines.
• You can source candidates through common recruiting channels and are motivated to improve your sourcing craft.
• You are data-informed and use funnel metrics, pipeline health, and qualitative feedback to adjust your approach.
• You proactively flag risks, blockers, and trade-offs before they compromise search outcomes.
• You communicate clearly, frame problems well, and explain the rationale behind your recommendations.
• You are adaptable and comfortable working across different functions, hiring manager styles,…