Talent Acquisiton Partner

Element451 is an AI-powered SaaS platform serving higher education. We help institutions modernize engagement, enrollment, and student success with intelligent automation and a product customers genuinely love. As we scale, we’re investing in a hiring experience that’s fast, structured, and human - so we can bring in great people without losing what makes our culture special.

We’re hiring a Talent Acquisition Partner reporting to the VP of People to own full-cycle recruiting across the org (Sales, Customer Success/AM, Marketing, Product, Engineering, and G&A). You’ll run searches end-to-end, partner closely with hiring managers, and build strong pipelines - especially through proactive sourcing.

You’ll also help us evolve our hiring motion for scale - streamlining interview loops, improving candidate communications, and building repeatable sourcing and nurture workflows. We’re an AI-first company, so we’re excited about candidates who use AI to research talent markets, personalize outreach, and run lightweight nurture campaigns that keep strong candidates warm over time - without sacrificing candidate experience.

This role is a great fit for someone who’s been in a high-growth environment and has owned recruiting. You’ll also support People Ops as needed, primarily where it connects to recruiting (offer-to-start handoff, onboarding coordination, and data hygiene).

• Run 5-8 concurrent searches from intake to close (flexing up/down with hiring volume)

• Lead recruiting intake sessions to clarify role outcomes, must-haves, timelines, and interview plans

• Build and manage pipelines through a mix of outbound sourcing and inbound applicant flow

• Drive a strong candidate experience: clear expectations, timely updates, and thoughtful closing

• Partner with leaders on offer strategy and closing plans to maintain strong acceptance rates

• Proactively identify and engage qualified candidates using LinkedIn Recruiter and targeted outreach

• Write outreach that’s clear, human, and compelling - strong messaging, thoughtful personalization, and creative hooks that reflect our brand and the role value proposition

• Maintain consistent weekly pipeline activity (sourcing, outreach, follow-ups, and nurture) so searches don’t stall

• Continuously test and refine sourcing channels and messaging to improve response rates and candidate quality

• Support diverse hiring by widening networks and improving pipeline quality at the top of funnel

• Identify friction in our hiring flow (speed, clarity, interviewer load) and propose improvements that make the process faster and more consistent as we grow

• Use AI-enabled tools to accelerate sourcing (market mapping, profile research, personalization) and generate high-quality first drafts of outreach - then apply judgment to keep it human and on-brand

• Build and maintain nurture campaigns for repeat roles and “silver medalist” candidates (lightweight sequences, periodic touchpoints, and talent community messaging)

• Create a repeatable system for outreach testing (messaging variations, response tracking, iteration) to improve reply rates over time

• Maintain accurate workflows and data in Ashby

• Coordinate interview loops and keep feedback moving: scheduling, interviewer follow-ups, debriefs

• Improve consistency through light process upgrades (templates, scorecards, interview training support)

• Own the handoff from offer accepted to start date (coordination, onboarding readiness)

• Help keep key People data accurate across systems; flag gaps and issues early

• Support seasonal People processes as needed (e.g., engagement surveys, performance cycle logistics)

• Priority roles are filled with high-quality hires who ramp well and meet expectations at 90 days

• Pipelines are proactive and predictable, with warm talent pools for repeat roles

• Ashby data is clean and reporting is reliable

• Candidate experience remains strong even as hiring volume increases

• Outreach and nurture improvements increase qualified responses and reduce time stuck in early funnel stages

• 2-4 years of recruiting experience (in-house and/or agency), ideally in a startup or high-growth environment

• You’ve owned full-cycle recruiting: intake, sourcing, interview process, offers, and closing

• Strong fundamentals in sourcing and outreach; you can build pipelines, not just screen applicants

• You think in systems: you don’t just fill roles - you improve how hiring works

• You’re comfortable using AI to move faster (research, personalization, workflow automation) and you know where human judgment matters most

• Strong written communication and an eye for messaging - your outreach is concise, creative, and aligned to the audience

• High attention to detail and process discipline - clean data, crisp comms, follow-through

• Confident partnering with hiring managers and comfortable pushing for clarity and decisions

• Tool-comfortable and AI-forward; you use modern tools to stay organized and move quickly

We’re building a scalable hiring engine. We leverage AI to move faster - candidate research, outreach personalization, and nurture workflows - while keeping the experience human and high-touch.

• Impactful, not Immediate – We prioritize meaningful, long-term outcomes.

• Progress before Perfection – We take action and learn as we go.

• Learners before Masters – Curiosity and humility fuel our growth.

• Together, not Alone – Collaboration is our superpower.

• Customer Success, not Support – We’re partners in our clients’ outcomes.

• 20 PTO days + 10 company holidays & Christmas Break Shutdown

• Comprehensive health, dental, and vision coverage

• 401(k) with 4% employer match

• Modern tech + opportunity to work with AI-driven tools

• Fast-moving, mission-driven culture

• High-impact work that improves access to higher education