Sr. Recruiter, G&A; Operations, Sales, Finance

What's it like to work at Kinder's? Well, there's a lot of snacking and geeking out over what we all cooked over the weekend. Beyond that, there's also plenty of hard work. Because we don't just like flavor, we're obsessed with it.

With over 100 products sold nationwide, we're now a top-five brand in multiple flavor categories at Costco, Walmart, Whole Foods, and more. We're not your typical CPG company. Privately held and founder‑led, we like to think of ourselves as a pirate ship in a sea of cruise ships . Our crew is adventurous and fearless. We chart our own course and chase big ideas to make food unforgettable.

As we expand globally and approach $1billion in revenue, we need more smart‑and‑scrappy, flavor‑obsessed people to come aboard. If you're looking for a place where you can see the real impact of your work... this is it! Every day, you'll be part of a journey to add flavor to millions of meals and lives.

At Kinder's, we believe hiring is one of the most important investments we make in our business. As a Recruiting Partner - a strategic Talent Partner - you'll do much more than fill positions, you'll grow teams, influence leaders, and help build the organization that will fuel our next stage of growth.

This role is a trusted strategic partner to business leaders across HQ functions including Finance, Creative, Brand, IT, Supply Chain, Operations, Commercial, and more. You'll partner closely with leaders to understand business priorities, develop proactive talent strategies, and deliver exceptional hiring outcomes while continuously improving how we attract, assess, and hire great people.

We're looking for someone who combines strong recruiting expertise with business acumen, consulting skills, and a passion for building scalable talent solutions. You'll thrive in ambiguity, influence without authority, and help evolve our Talent function into a competitive advantage.

• Serve as the primary Talent Strategy Partner for assigned business functions, developing deep knowledge of organizational priorities, team structures, and future talent needs.
• Partner with leaders to translate business objectives into hiring strategies, workforce plans, and talent roadmaps.
• Consult with hiring managers on organizational design, succession considerations, market trends, and role definition.
• Challenge assumptions and provide thoughtful recommendations that improve hiring outcomes and organizational effectiveness.
• Influence hiring decisions through market intelligence, talent insights, and data-driven recommendations.

• Lead full-cycle recruitment from workforce planning and intake through offer acceptance and onboarding transition.
• Facilitate strategic intake sessions thatdefine business outcomes, required capabilities, leadership competencies, and long‑termgrowthpotential.
• Elevate structured interview processes that consistently identify high‑performing talent aligned to Kinder's values.
• Drivealignment among interview teams whileensuringtimely, objective, and high-quality hiring decisions.
• Manage multiple searches simultaneously while balancing speed, qualityandcandidateexperience.

• Develop proactivesourcingstrategies tailored to businessprioritiesandcompetitivetalentmarkets.
• Buildlong‑term pipelines for critical capabilities and future leadership needs.
• Leveragemarket intelligence to advise leaders on talent availability, compensation trends, organizational competitiveness, and hiring strategies.
• Continuously evaluate sourcing effectiveness and adapt strategies to changing market conditions.

• Deliver an exceptional…