Lenovo

Job Summary

We are seeking a Talent Acquisition Partner who brings both strong execution and emerging strategic capability to support full-cycle recruiting across the Americas.

In this role, you will act as a consultative partner to Hiring Managers and HR Business Partners—translating business priorities into effective hiring strategies. You will be responsible not only for delivering talent, but also for providing insight into talent markets, influencing hiring decisions, and helping shape proactive workforce planning efforts.

The ideal candidate combines hands-on recruiting excellence with the ability to think strategically, leveraging data, market intelligence, and stakeholder relationships to drive hiring outcomes in competitive, fast-evolving technology environments.
 

Key Responsibilities

Strategic Talent Partnership

• Partner with Hiring Managers and HR to understand business goals and translate them into targeted hiring strategies.
• Contribute to workforce planning discussions by providing insights on talent availability, market trends, and hiring feasibility.
• Act as a trusted advisor on role scoping, candidate profiles, and competitive positioning.
• Influence hiring decisions through market data, candidate insights, and recruiting expertise.
   

Full-Cycle Recruiting Ownership

• Own end-to-end recruitment for assigned roles across Technology Industries, ensuring alignment with business priorities.
• Manage multiple requisitions with a focus on quality, speed, and stakeholder experience.
• Drive structured and efficient hiring processes, ensuring consistency and effectiveness.
   

Advanced Talent Sourcing & Pipeline Strategy

• Develop and execute proactive sourcing strategies targeting both active and passive talent.
• Build and maintain pipelines for critical and recurring roles, anticipating future hiring needs.
• Apply market mapping, competitive intelligence, and talent insights to strengthen sourcing effectiveness.
• Leverage multiple channels including direct sourcing, professional networks, and digital platforms.
   

Stakeholder Management & Influence

• Lead intake discussions to align on success profiles, hiring expectations, and process design.
• Provide ongoing updates and market insights to Hiring Managers, setting realistic expectations.
• Challenge assumptions and guide stakeholders toward data-informed hiring decisions.
• Build strong, credible relationships across business and HR partners.

Candidate Experience & Employer Brand

• Deliver a high-quality, transparent, and engaging candidate experience.
• Act as a brand ambassador, effectively positioning the organization in competitive talent markets.
• Ensure timely communication, feedback, and a seamless hiring journey.
   

Offer Strategy & Closing

• Support development of competitive and market-aligned offers in partnership with HR and compensation teams.
• Contribute insights on candidate motivations and market conditions to improve offer acceptance rates.
• Play an active role in closing candidates through effective communication and engagement.
   

Data, Insights & Continuous Improvement

• Utilize recruiting metrics (e.g., pipeline health, time-to-fill, conversion rates) to guide decision-making.
• Identify opportunities to improve hiring efficiency, quality, and stakeholder experience.
• Maintain accurate data within ATS systems and contribute to reporting and analytics.
• Participate in Talent Acquisition initiatives, projects, and process enhancements.
   

Basic Qualifications

• 3–5+ years of full-cycle recruiting experience, preferably in fast-paced or complex environments.
• Demonstrated ability to manage multiple stakeholders and requisitions simultaneously.
• Experience sourcing and engaging passive candidates.
   

Preferred Qualifications

• Experience recruiting within technology industries or technology-driven organizations.
• Exposure to hiring for technical, go-to-market, or business-critical roles.
• Familiarity with talent market mapping, competitive intelligence, and sourcing strategies.
• Experience using data and recruiting metrics to influence decisions and improve outcomes.
   

Key Competencies

• Strategic Thinking & Business Acumen
• Talent Market Intelligence & Sourcing Expertise
• Stakeholder Influence & Advisory Skills
• Candidate Experience Excellence
• Data-Driven Decision Making
• Execution Excellence & Accountability
   

Work Model

We follow a hybrid work model, with three days per week in the office to support collaboration, team connection, and innovation.