Assistant Vice President Talent Acquisition Jobs
Assistant Vice President Talent Acquisition jobs are open across financial services, healthcare, technology, and professional services, at every level from senior talent acquisition manager to VP, with specializations in full-cycle recruiting, employer branding, and workforce planning. Scan the live roles below and apply to whichever ones fit.
Find JobsOverview
Showing 5 of 13+ Assistant Vice President Talent Acquisition jobs
Job Description
The Vice President, Talent Acquisition - Product Engineering will lead the recruiting organization supporting Product Engineering and build a specialized capability focused on the AI, engineering, research, and other highly competitive technical talent critical to Thomson Reuters’ growth.
This leader will bring together the Product Engineering recruiting team with additional Principal Technical Recruiters, evolving the organization toward a more strategic, search-oriented model grounded in deep technical recruiting expertise, talent intelligence, market mapping, proactive sourcing, and exceptional candidate engagement.
Key Responsibilities
- Develop and lead the Talent Acquisition strategy for Product Engineering, aligning recruiting priorities, capacity, and capabilities with workforce plans and business priorities.
- Lead, develop, and inspire the Product Engineering recruiting organization, including a team of highly experienced Principal Technical Recruiters.
- Build a differentiated, search-oriented approach for attracting scarce AI, engineering, research, and other highly specialized technical talent.
- Serve as a strategic talent advisor to Product Engineering leadership, bringing external market intelligence, talent availability, competitive insights, location considerations, and hiring recommendations.
- Create an agile recruiting model that allows resources to shift across Product Engineering priorities as business needs and hiring demand evolve.
- Partner across Product Engineering, HR, Total Rewards, regional Talent Acquisition, and TA Innovation to continually improve hiring strategy, assessment, technology, and candidate experience.
- Leverage recruiting technology, AI, analytics, and talent intelligence to increase recruiter effectiveness and improve hiring outcomes. Establish and monitor measures of success, including hiring velocity, pipeline quality, conversion, offer acceptance, candidate experience, hiring manager satisfaction, recruiter productivity, and quality of hire.
Required Qualifications
- 10+ years of progressive Talent Acquisition experience, including significant experience leading technical, engineering, or other highly specialized recruiting.
- Demonstrated success leading, building, scaling, or transforming recruiting teams in complex and competitive talent environments.
- Deep understanding of recruiting specialized technology talent, including areas such as AI, machine learning, software engineering, research, architecture, cloud, or data.
- Experience leading and developing experienced recruiters and building high-performing teams.
- Demonstrated ability to advise senior executives on talent strategy, external talent markets, recruiting capacity, workforce needs, and hiring risks.
- Strong expertise in direct sourcing, talent mapping, passive candidate engagement, market intelligence, assessment, and closing, with the ability to bring a search-oriented approach to in-house recruiting.
- Strong analytical capability and experience using recruiting metrics and external talent-market insights to influence decisions and improve outcomes. Executive-level communication, influence, judgment, and change leadership in a complex, global organization.
Preferred Qualifications
- Experience recruiting within technology, SaaS, AI, product engineering, or another highly competitive technical talent environment.
- Experience developing specialized sourcing, talent intelligence, or search capabilities within an in-house Talent Acquisition organization.
- Experience supporting globally distributed engineering organizations and recruiting across multiple geographies.
- Experience developing workforce segmentation, talent mapping, or location strategies.
- Experience leveraging modern recruiting technology and AI-enabled recruiting tools to improve recruiter productivity and hiring outcomes. Experience strengthening structured technical assessment, interviewing, or candidate evaluation practices.
Location: this is a hybrid role, ideally based in one of our hub locations: New York, NY; Dallas, TX; Minneapolis, MN; Ann Arbor, MI or Toronto, Canada. We will also consider a remote arrangement for the right candidate.
#LI-PFF
What’s in it For You?
- Hybrid Work Model: We’ve adopted a flexible hybrid working environment for our office-based roles while delivering a seamless experience that is digitally and physically connected.
- Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
- Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
- Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
- Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
- Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
- Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.
Our use of AI within the recruitment process Thomson Reuters utilizes Artificial Intelligence (AI) to support parts of our global recruitment process. Unless you opt-out, our AI system will assess the information provided by you and compare it to the requirements listed for the role, and present the result to our recruitment personnel for further review. The AI system acts as a supporting tool, but there is always a human making the decision if you will be considered for the role.
In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption & Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan. Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations.

Eligible office location(s) for this role include one or more of the following: New York City, San Francisco, Los Angeles, and/or Irvine, CA; McLean, VA; Washington, DC. The base compensation range for the role in any of those locations is $201,600 USD - $374,400 USD.
For any eligible US locations, unless otherwise noted, the base compensation range for this role is $175,000 USD - $325,000 USD.

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs.
This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.

About Us
Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.
We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.
As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.
Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com . Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.
Learn more on how to protect yourself from fraudulent job postings here.
More information about Thomson Reuters can be found on thomsonreuters.com
Job Description
The Vice President, Talent Acquisition - Product Engineering will lead the recruiting organization supporting Product Engineering and build a specialized capability focused on the AI, engineering, research, and other highly competitive technical talent critical to Thomson Reuters’ growth.
This leader will bring together the Product Engineering recruiting team with additional Principal Technical Recruiters, evolving the organization toward a more strategic, search-oriented model grounded in deep technical recruiting expertise, talent intelligence, market mapping, proactive sourcing, and exceptional candidate engagement.
Key Responsibilities
- Develop and lead the Talent Acquisition strategy for Product Engineering, aligning recruiting priorities, capacity, and capabilities with workforce plans and business priorities.
- Lead, develop, and inspire the Product Engineering recruiting organization, including a team of highly experienced Principal Technical Recruiters.
- Build a differentiated, search-oriented approach for attracting scarce AI, engineering, research, and other highly specialized technical talent.
- Serve as a strategic talent advisor to Product Engineering leadership, bringing external market intelligence, talent availability, competitive insights, location considerations, and hiring recommendations.
- Create an agile recruiting model that allows resources to shift across Product Engineering priorities as business needs and hiring demand evolve.
- Partner across Product Engineering, HR, Total Rewards, regional Talent Acquisition, and TA Innovation to continually improve hiring strategy, assessment, technology, and candidate experience.
- Leverage recruiting technology, AI, analytics, and talent intelligence to increase recruiter effectiveness and improve hiring outcomes. Establish and monitor measures of success, including hiring velocity, pipeline quality, conversion, offer acceptance, candidate experience, hiring manager satisfaction, recruiter productivity, and quality of hire.
Required Qualifications
- 10+ years of progressive Talent Acquisition experience, including significant experience leading technical, engineering, or other highly specialized recruiting.
- Demonstrated success leading, building, scaling, or transforming recruiting teams in complex and competitive talent environments.
- Deep understanding of recruiting specialized technology talent, including areas such as AI, machine learning, software engineering, research, architecture, cloud, or data.
- Experience leading and developing experienced recruiters and building high-performing teams.
- Demonstrated ability to advise senior executives on talent strategy, external talent markets, recruiting capacity, workforce needs, and hiring risks.
- Strong expertise in direct sourcing, talent mapping, passive candidate engagement, market intelligence, assessment, and closing, with the ability to bring a search-oriented approach to in-house recruiting.
- Strong analytical capability and experience using recruiting metrics and external talent-market insights to influence decisions and improve outcomes. Executive-level communication, influence, judgment, and change leadership in a complex, global organization.
Preferred Qualifications
- Experience recruiting within technology, SaaS, AI, product engineering, or another highly competitive technical talent environment.
- Experience developing specialized sourcing, talent intelligence, or search capabilities within an in-house Talent Acquisition organization.
- Experience supporting globally distributed engineering organizations and recruiting across multiple geographies.
- Experience developing workforce segmentation, talent mapping, or location strategies.
- Experience leveraging modern recruiting technology and AI-enabled recruiting tools to improve recruiter productivity and hiring outcomes. Experience strengthening structured technical assessment, interviewing, or candidate evaluation practices.
Location: this is a hybrid role, ideally based in one of our hub locations: New York, NY; Dallas, TX; Minneapolis, MN; Ann Arbor, MI or Toronto, Canada. We will also consider a remote arrangement for the right candidate.
#LI-PFF
What’s in it For You?
- Hybrid Work Model: We’ve adopted a flexible hybrid working environment for our office-based roles while delivering a seamless experience that is digitally and physically connected.
- Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
- Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
- Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
- Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
- Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
- Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.
Our use of AI within the recruitment process Thomson Reuters utilizes Artificial Intelligence (AI) to support parts of our global recruitment process. Unless you opt-out, our AI system will assess the information provided by you and compare it to the requirements listed for the role, and present the result to our recruitment personnel for further review. The AI system acts as a supporting tool, but there is always a human making the decision if you will be considered for the role.
In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption & Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan. Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations.

Eligible office location(s) for this role include one or more of the following: New York City, San Francisco, Los Angeles, and/or Irvine, CA; McLean, VA; Washington, DC. The base compensation range for the role in any of those locations is $201,600 USD - $374,400 USD.
For any eligible US locations, unless otherwise noted, the base compensation range for this role is $175,000 USD - $325,000 USD.

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs.
This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.

About Us
Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.
We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.
As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.
Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com . Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.
Learn more on how to protect yourself from fraudulent job postings here.
More information about Thomson Reuters can be found on thomsonreuters.com
Assistant Vice President Talent Acquisition Jobs by Experience Level
See All 13 Assistant Vice President Talent Acquisition Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsAssistant Vice President Talent Acquisition Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
What Employers Look For
The qualifications that appear most often in assistant vice president talent acquisition jobs.
- 7 or more years of progressive talent acquisition experience, including team leadership
- Demonstrated expertise managing full-cycle recruiting across multiple business units or geographies
- Proficiency with enterprise applicant tracking systems and HRIS platforms
- Experience building and executing employer branding and recruitment marketing strategies
- Bachelor's degree in human resources, business administration, or a related field
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred by many employers
Tips for Your Assistant Vice President Talent Acquisition Job Search
Quantify recruiting outcomes on your resume
AVP-level hiring managers want numbers: time-to-fill reductions, offer acceptance rates, cost-per-hire improvements, and volume of requisitions managed. Pull those figures from your ATS reports and put them in the bullet points, not buried in a summary.
Align your resume to the reporting structure
Some assistant vice president talent acquisition roles report to a CHRO, others to a VP of HR or COO. Read the job description carefully and mirror the language around stakeholder management and business partnership that matches the actual chain of command.
Apply early to roles that fit
Migrate Mate lists assistant vice president talent acquisition openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Demonstrate enterprise ATS and HRIS fluency
Postings at this level routinely call out hands-on experience with applicant tracking systems and human resources information platforms. Name the specific platforms you have administered, not just used, so your resume clears keyword filters and signals operational depth.
Prepare a data-backed competency story for interviews
Expect structured behavioral questions about building recruiting programs from scratch, managing high-volume pipelines, and influencing executives on headcount decisions. Prepare two or three stories that show measurable business impact, not just process ownership.
Negotiate total compensation, not just base salary
At the AVP level, annual incentive targets, equity grants, and professional development budgets are often negotiable alongside base pay. Know the full package before your final-round conversation so you can respond to an offer with specific, informed requests.
Assistant Vice President Talent Acquisition Jobs: Frequently Asked Questions
Which companies are hiring the most assistant vice president talent acquisitions?
The companies hiring the most assistant vice president talent acquisitions right now include JPMorganChase, Okta, and PJT Partners, with the largest share of openings in New York, California, and Texas, based on current listings on Migrate Mate as of November 2026. Financial services, healthcare systems, and large technology companies tend to maintain the most consistent demand for this role.
How many assistant vice president talent acquisition jobs are remote?
About 75% of assistant vice president talent acquisition openings are fully remote or hybrid as of November 2026, reflecting the function's strong suitability for distributed work. Roles focused on corporate and professional hiring tend to offer more remote flexibility, while those tied to high-volume hourly or clinical recruiting more often require an on-site or regional presence.
How do you become an assistant vice president talent acquisition?
Start by building a foundation in full-cycle recruiting as an individual contributor, then move into a team lead or recruiting manager role where you own hiring strategy across a business unit. Develop experience with workforce planning, employer branding, and executive stakeholder management. Earning an HR certification and demonstrating measurable improvements in recruiting efficiency will strengthen your case for an AVP appointment.
Can you get an assistant vice president talent acquisition job with little experience?
Moving directly into an AVP role with little experience is uncommon because the title carries accountability for teams, budgets, and enterprise-level recruiting programs. The most practical path is to reach a senior recruiter or recruiting manager level first, build a record of leading others and influencing hiring decisions, and then target organizations where the AVP scope matches the experience you have already accumulated.
What does the assistant vice president talent acquisition interview process look like?
The process typically runs three to five rounds. An initial screen with HR is followed by a competency-based interview with the hiring CHRO or VP, then a panel with key cross-functional stakeholders such as finance and business unit heads. Finalists are often asked to present a recruiting strategy or talent review, and reference checks focus on leadership style and measurable program outcomes.
Where can I find and apply to assistant vice president talent acquisition jobs?
You can find and apply to assistant vice president talent acquisition jobs on Migrate Mate, which lists current openings from companies across the United States. Search the roles available, find the ones that match your experience and target industry, and apply directly to each listing that fits.
See All 13 Assistant Vice President Talent Acquisition Jobs
Find roles that match your experience and apply in just a few clicks.
Find Jobs