World Vision is hiring a Talent Acquisition Lead to serve in the People & Culture division.
At a Glance
Role: Talent Acquisition Lead
Reports to: Director of Human Resources
Location: Remote within the U. S.; Federal Way, WA or Washington, DC considered for hybrid.
Required Experience: Bachelor’s degree or equivalent work experience. 8+ years of talent acquisition or recruiting experience. Experience managing or mentoring recruiters. Strong full-cycle recruiting experience across multiple role types. Proven ability to source and engage passive candidates using platforms such as LinkedIn. Experience improving recruiting processes or implementing recruiting best practices.
Work Authorization: Must be authorized to work in the U.S.A. for any employer.
Estimated Salary Range: $87,700– $124,520
The Job
The Talent Acquisition Lead is a hands-on recruiting leader responsible for delivering high-quality hiring outcomes while guiding a small recruiting team. This role balances full-cycle recruitment responsibilities with leadership of recruiters, ensuring the organization attracts and hires exceptional talent efficiently and consistently.
The role will own and optimize the end-to-end recruitment process, build strong sourcing strategies, and maximize platforms such as LinkedIn and other talent channels to strengthen candidate pipelines. The Talent Acquisition Lead partners closely with HR Business Partners and business leaders to align hiring with organizational priorities, using data and KPIs to continuously improve recruiting effectiveness, speed, and candidate quality.
This position is ideal for a recruiter who enjoys both execution and strategic improvement, and who can think like a business partner while delivering operational excellence.
Your Responsibilities Will Include
- Keep Christ central in individual and corporate life. Actively participate in and contribute to the spiritual disciplines of the organization (Christian conduct, devotions, chapel, prayer, worship); incorporate WV Core Values into decisions within scope of role.
- Recruiting Leadership & Team Management
- Demonstrated ability to recruit in a faith‑based or mission‑driven organization, with experience and understanding of assessing candidate alignment to Christian values.
- Lead, coach, and support recruiters, ensuring consistent recruitment practices, high candidate quality, and strong hiring manager partnerships.
- Balance personal requisition load while guiding the team’s priorities and workload distribution.
- Provide ongoing mentorship and feedback to build recruiter capability in sourcing, engagement, and stakeholder management.
- Foster a high-performance recruiting culture focused on accountability, collaboration, and results.
- Full-Cycle Recruiting
- Manage end-to-end recruitment for key roles, from intake through offer and close.
- Partner with hiring managers to define role requirements, candidate profiles, and search strategies.
- Ensure strong candidate experience throughout the hiring process.
- Build diverse and high-quality candidate pipelines.
- Sourcing & Talent Engagement
- Take ownership of proactive sourcing strategy, leveraging platforms such as LinkedIn and other talent networks.
- Develop and execute targeted sourcing campaigns for critical or hard-to-fill roles.
- Build and maintain talent pipelines for future hiring needs.
- Strengthen employer brand messaging through candidate engagement and outreach.
- Recruitment Process Optimization
- Evaluate and redesign recruiting workflows to increase efficiency, consistency, and quality of hire.
- Identify process improvements across intake meetings, screening, interview coordination, feedback loops, and offer management.
- Implement scalable practices and tools that improve recruiter productivity and hiring outcomes.
- Data, Metrics & Business Alignment
- Track and analyze recruiting KPIs such as:
- Time to fill
- Pipeline conversion rates
- Source effectiveness
- Candidate quality
- Hiring manager satisfaction
- Use recruiting data and insights to guide decisions and recommend improvements.
- Present hiring insights and trends to HR and business leaders.
- Stakeholder Partnership
- Serve as a trusted partner to hiring managers and HR Business Partners on hiring strategy.
- Provide guidance on talent market insights, sourcing strategies, and competitive hiring practices.
- Align recruiting priorities with broader organizational goals.
- Documentation and Compliance:
- Facilitate employment plans and practices, ensuring an equitable, non-discriminatory application that meets EEO guidelines.
- Ensure compliance with all local, state, and federal laws in relation to the employment process.
- Analyze, review and report on effectiveness of employment social media campaigns and external advertising channels in an effort to maximize results. Provide appropriate analytics.
- Communication/Collaboration:
- Participate as an active member of the Compensation Grading Committee providing input regarding current recruitment trends as they relate to new positions.
- Represent the Talent Acquisition Team at meetings as appropriate.
- Work collaboratively with team members when assigned to work as a member of a team.
- Perform other duties as assigned.
- Maintain awareness of corporate goals, objectives, organizational announcements, and activities. Reference and follow organizational policies and procedures, seeking clarity as needed.
You Bring These Skills
- Stakeholder Partnership: Builds trusted relationships with hiring managers, HR partners, and leadership. Advises stakeholders on hiring strategies and talent market dynamics.
- Team Leadership & Coaching: Guides and develops recruiters through feedback, mentorship, and knowledge sharing. Promotes accountability and strong recruiting practices within the team.
- Communication & Influence: Clearly communicates hiring strategies, candidate insights, and recruiting recommendations. Presents ideas articulately. Uses effective listening skills to promote the free flow of information. Shows consistency between words and actions. Works collaboratively with others to promote consistent communication across the department. Influences hiring decisions through data and professional judgment.
- Compliance & Hiring Best Practices Ensures recruitment processes comply with employment laws, equal employment opportunity guidelines, and organizational policies.
- Employment Branding & Talent Marketing: Leverages digital platforms and recruiting channels to strengthen the organization’s employer brand and candidate engagement strategies.
- Interviewing & Candidate Assessment: Applies structured interviewing techniques and evaluates candidates effectively for role fit, capability, and organizational alignment.
- Recruitment Technology & Tools: Effectively uses applicant tracking systems (ATS), LinkedIn Recruiter, and other recruitment tools to manage pipelines and improve efficiency.
Requirements
- Bachelor’s degree or equivalent work experience.
- 8+ years of talent acquisition or recruiting experience.
- Experience managing or mentoring recruiters.
- Strong full-cycle recruiting experience across multiple role types.
- Proven ability to source and engage passive candidates using platforms such as LinkedIn.
- Experience improving recruiting processes or implementing recruiting best practices.
Salary & Benefits
WVUS Pay Grade Level: 226
Estimated hiring range is $87,700– $124,520.
The posted hiring salary range reflects pay for U.S. locations and is determined using market data and internal compensation guidelines. Actual compensation may vary depending on the candidate’s geographic location, job-related experience, and applicable laws. A different range may apply in certain locations.
About World Vision
We're a global Christian humanitarian organization. We partner with children, families, and their communities to empower them as they reach their full potential by tackling the causes of poverty and injustice. For over 75 years, World Vision has followed Jesus' example to show unconditional love to the poor and oppressed. We serve every child regardless of faith.
What Happens Next?
Applications are reviewed weekly. Short-listed candidates will be contacted for an initial phone conversation with a recruiter. If questions arise on our end about your application, we will message you to learn more. We encourage you to submit a PDF resume and a cover letter. Our goal is to fill this vacancy with the right person in the shortest amount of time.