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).
What You’ll Do
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
Build Pipelines (Sourcing + Creative Outreach)
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
Improve Hiring for Scale (Process + AI)
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
Run a Clean, Reliable Hiring Process
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)
Support People Ops (as needed, light)
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)
What Success Looks Like (First 6-12 Months)
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
What You’ll Need
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
How We Work
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.
We're driven by our Values:
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.
Perks & Benefits
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