- Pay
- $94–129k
- Where
- New York City, NY · Waltham, MA · San Francisco, CA · East Norriton, PA · Princeton, NJ · Remote, US · Remote
- Level
- Senior
Position Summary
We are looking for a driven, collaborative Senior Talent Acquisition Specialist to serve as a strategic recruiting partner for experienced professional through leadership hiring, with a primary focus on Commercial Strategy and TGaS. This role will recruit experienced individual contributors, managers, and senior leaders, including Associate Principal through Partner level roles where applicable. The portfolio may also include selected EVAP searches where talent needs overlap, based on business priorities and recruiting capacity.
The successful candidate will own the end-to-end recruitment process, from defining hiring needs and developing sourcing strategies through candidate assessment, interview coordination, offer negotiation, and acceptance. Working closely with business leaders, hiring managers, and HR colleagues, this individual will build pipelines of talent with the strategic thinking, functional expertise, client advisory skills, and leadership capabilities required for each practice. The recruiter will work independently, with review as necessary at key stages and guidance on unusually complex searches.
This role combines hands-on recruiting with talent market intelligence and a data-driven approach to hiring. The ideal candidate brings experience recruiting life sciences consulting and commercial talent across multiple career levels, credibility with senior stakeholders, and the ability to tailor search and assessment strategies to distinct practice needs while identifying opportunities for shared talent pipelines.
Essential Functions
Partner with Commercial Strategy and TGaS leaders, Executives, hiring managers, and HR colleagues to understand current and future talent needs and execute recruiting plans aligned with agreed business priorities.
Manage a portfolio of experienced-hire and leadership searches across Commercial Strategy and TGaS, balancing specialist, managerial, and senior leadership requirements; support selected EVAP searches when assigned and aligned with business priorities.
Lead recruitment intake discussions to confirm role scope, relevant life sciences and commercial experience, functional expertise, level-appropriate leadership expectations, candidate profiles, and assessment criteria.
Develop targeted sourcing strategies for Commercial Strategy searches, engaging candidates with relevant backgrounds in life sciences strategy consulting, commercial planning, portfolio and brand strategy, launch planning, or related areas, as defined by each role.
Partner with TGaS hiring leaders to identify the mix of industry experience, functional knowledge, benchmarking experience, and advisory capabilities needed for each search; target candidates with relevant consulting or in-house commercial backgrounds.
Identify transferable experience across Commercial Strategy, TGaS, and selected EVAP opportunities, coordinating with practice leaders and recruiting colleagues to share talent insights and avoid duplicative candidate outreach.
Build and maintain proactive pipelines through direct outreach, LinkedIn Recruiter, professional networks, employee referrals, industry events, and other relevant sourcing channels; engage passive candidates for hard-to-fill and leadership opportunities.
Own candidate screening, interview coordination, evaluation, support for hiring-manager selection decisions, and offer negotiation within approved parameters, maintaining clear communication and a high-quality candidate experience throughout the process.
Use structured, competency-based interviews and partner with subject-matter experts on role-relevant assessments to evaluate strategic problem-solving, commercial judgment, client advisory skills, communication, and impact; assess people leadership, relationship development, and business development capabilities where applicable.
Advise hiring teams on talent availability, competitor landscapes, compensation expectations, and candidate motivations, using market…