Talent Acquisition Partner Jobs in Florida
Talent Acquisition Partner jobs in Florida are concentrated in Miami, Tampa, and Orlando, where large employers across healthcare, hospitality, and financial services maintain active recruiting functions at every level from coordinator to senior partner. Companies like AdventHealth, Marriott's regional operations, and Fidelity National Information Services are among the established Florida employers with ongoing talent acquisition needs. The most in-demand specialties in the state are high-volume recruiting, healthcare talent acquisition, and diversity sourcing. See the openings below and apply to the ones that match your experience.
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Showing 5 of 15+ Talent Acquisition Partner jobs
OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world's critical infrastructure and securing our way of life.
Role Summary
The Talent Acquisition Business Partner (TABP) owns end-to-end recruitment for a dedicated business unit, acting as a strategic partner to hiring managers rather than an order-taking recruiter. This is a hunter role: the TABP does not wait for applicants to come in, but proactively sources, networks, and builds relationships to find talent before it is on the market. This role reports into the Head of Talent Acquisition and is accountable for quality of hire, pipeline health, and hiring manager trust within their assigned business area. Success in the first six to twelve months means a fully staffed pipeline built through direct sourcing and headhunting, consistently high quality-of-hire outcomes, and hiring managers who treat the TABP as a trusted advisor rather than a service desk.
Key Responsibilities
- Headhunt and proactively source passive talent through direct outreach, market mapping, and networking, rather than only relying on inbound applicants
- Build and maintain a personal network of talent and industry contacts as an ongoing pipeline, not a one-off search
- Own full-cycle recruitment for a dedicated business leader relationship, from intake through offer
- Partner with hiring managers on role scoping, market reality checks, and interview process design
- Developing hiring manager trust, understanding business forecast and aligning to the global needs of your assigned business unit
- Manage and coach external recruitment agency relationships for supplementary sourcing on owned roles
- Implement, monitor and deliver structured candidate experience at every stage, from first outreach to offer
- Flag risk (pipeline gaps, hiring manager misalignment, market constraints) early and proactively
- Contribute talent market intelligence back to the wider TA function
- Manage inbound applications through our ATS, Greenhouse
- Monitor, track and report on relevant Talent Acquisition metrics (quality of hire, pipeline health, new hire retention, etc) and deliver results against Key Performance Indicators (KPIs) for assigned business unit.
- Collaborate with regional and global talent management teams to drive and support the global HR and Talent Management agenda
- Implement and deliver Talent Acquisition automation solutions to support process improvement for assigned business unit (Artificial Intelligence, efficiency projects, etc)
- Understand and articulate business priorities for assigned business unit, driving and supporting workforce planning initiatives.
Required Qualifications
- Demonstrated strength in sourcing, networking, and relationship building, with a track record of headhunting passive candidates rather than screening inbound applicants
- Active use of sourcing, screening, and recruitment tools is compulsory in this role, not optional
- Five or more years of full-cycle recruitment experience, in-house or agency (preferred both)
- Proven track record building proactive sourcing pipelines, not just managing inbound
- Experience partnering directly with senior hiring managers or business leaders
- Strong stakeholder management and consultative communication skills
- Comfort working with applicant tracking system platforms (Greenhouse preferred) and pipeline reporting
- Fluent in English; additional regional language a plus depending on market
- Experience in sourcing from LinkedIn Recruiter is a must
Nice-to-Have
- Prior experience recruiting in cybersecurity, critical infrastructure, or adjacent technical and regulated industries
- Experience managing or coaching an external agency relationship
- Exposure to quality-of-hire measurement frameworks
- Experience in a TA function actively transitioning from reactive to strategic
Our Core Values
Own It · Deliver It · Innovate It · Earn It · Connect It
OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other category protected by federal, state, or local laws.
Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time.
OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world's critical infrastructure and securing our way of life.
Role Summary
The Talent Acquisition Business Partner (TABP) owns end-to-end recruitment for a dedicated business unit, acting as a strategic partner to hiring managers rather than an order-taking recruiter. This is a hunter role: the TABP does not wait for applicants to come in, but proactively sources, networks, and builds relationships to find talent before it is on the market. This role reports into the Head of Talent Acquisition and is accountable for quality of hire, pipeline health, and hiring manager trust within their assigned business area. Success in the first six to twelve months means a fully staffed pipeline built through direct sourcing and headhunting, consistently high quality-of-hire outcomes, and hiring managers who treat the TABP as a trusted advisor rather than a service desk.
Key Responsibilities
- Headhunt and proactively source passive talent through direct outreach, market mapping, and networking, rather than only relying on inbound applicants
- Build and maintain a personal network of talent and industry contacts as an ongoing pipeline, not a one-off search
- Own full-cycle recruitment for a dedicated business leader relationship, from intake through offer
- Partner with hiring managers on role scoping, market reality checks, and interview process design
- Developing hiring manager trust, understanding business forecast and aligning to the global needs of your assigned business unit
- Manage and coach external recruitment agency relationships for supplementary sourcing on owned roles
- Implement, monitor and deliver structured candidate experience at every stage, from first outreach to offer
- Flag risk (pipeline gaps, hiring manager misalignment, market constraints) early and proactively
- Contribute talent market intelligence back to the wider TA function
- Manage inbound applications through our ATS, Greenhouse
- Monitor, track and report on relevant Talent Acquisition metrics (quality of hire, pipeline health, new hire retention, etc) and deliver results against Key Performance Indicators (KPIs) for assigned business unit.
- Collaborate with regional and global talent management teams to drive and support the global HR and Talent Management agenda
- Implement and deliver Talent Acquisition automation solutions to support process improvement for assigned business unit (Artificial Intelligence, efficiency projects, etc)
- Understand and articulate business priorities for assigned business unit, driving and supporting workforce planning initiatives.
Required Qualifications
- Demonstrated strength in sourcing, networking, and relationship building, with a track record of headhunting passive candidates rather than screening inbound applicants
- Active use of sourcing, screening, and recruitment tools is compulsory in this role, not optional
- Five or more years of full-cycle recruitment experience, in-house or agency (preferred both)
- Proven track record building proactive sourcing pipelines, not just managing inbound
- Experience partnering directly with senior hiring managers or business leaders
- Strong stakeholder management and consultative communication skills
- Comfort working with applicant tracking system platforms (Greenhouse preferred) and pipeline reporting
- Fluent in English; additional regional language a plus depending on market
- Experience in sourcing from LinkedIn Recruiter is a must
Nice-to-Have
- Prior experience recruiting in cybersecurity, critical infrastructure, or adjacent technical and regulated industries
- Experience managing or coaching an external agency relationship
- Exposure to quality-of-hire measurement frameworks
- Experience in a TA function actively transitioning from reactive to strategic
Our Core Values
Own It · Deliver It · Innovate It · Earn It · Connect It
OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other category protected by federal, state, or local laws.
Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time.
See All 15 Talent Acquisition Partner Jobs in Florida
Find roles in Florida that match your experience and apply in just a few clicks.
Find JobsTalent Acquisition Partner Jobs by City in Florida
Where Florida roles are concentrated, by current openings.
Talent Acquisition Partner Job Market in Florida
A snapshot from current Florida openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
What Florida Employers Look For
The qualifications that appear most often in talent acquisition partner jobs across Florida.
- Bachelor's degree in human resources, business administration, or a closely related field
- Three or more years of full-cycle recruiting experience in a corporate or agency environment
- Demonstrated experience using an applicant tracking system such as Workday or iCIMS
- Proven ability to manage requisition loads across multiple business units simultaneously
- Experience partnering with hiring managers to develop role profiles and sourcing strategies
- PHR, SHRM-CP, or similar HR certification preferred by Florida employers
Talent Acquisition Partner Jobs in Florida: Frequently Asked Questions
How do you become a talent acquisition partner in Florida?
Florida does not require a state-issued license to work as a talent acquisition partner, so the path runs through education and experience rather than a licensing board. Most Florida employers expect a bachelor's degree in human resources, business, or psychology, followed by several years of recruiting or HR coordinator work. Earning a credential like the SHRM-CP or PHR signals professional commitment and gives candidates an edge with larger Florida employers in healthcare, finance, and hospitality.
Which companies hire talent acquisition partners in Florida?
Employers hiring talent acquisition partners in Florida right now include Qualus, OPSWAT, and Caliber, based on current listings on Migrate Mate as of September 2026. Florida's large healthcare networks, financial services firms, and hospitality groups generate some of the most consistent talent acquisition hiring in the state.
Which Florida cities have the most talent acquisition partner jobs?
Miami, Florida, and Tampa account for the largest share of talent acquisition partner openings in Florida. Miami drives demand through its dense concentration of financial services, healthcare, and international corporate offices, while Tampa and Orlando anchor hiring through major regional headquarters, large hospital systems, and one of the country's most active hospitality and tourism employment bases.
Are there remote talent acquisition partner jobs in Florida?
Yes, and more than most fields, because talent acquisition partner work is largely desk-based and conducted through video interviews, digital sourcing tools, and cloud-based applicant tracking systems. About 75% of talent acquisition partner openings tied to Florida are remote or hybrid as of September 2026, reflecting how naturally the role adapts to distributed work. Sourcing, candidate screening, and coordination functions are the most commonly offered in remote formats.
How can I get hired as a talent acquisition partner in Florida with little or no experience?
The most realistic entry path is starting as an HR coordinator or recruiting coordinator at a large Florida employer, then moving into a talent acquisition partner role after gaining full-cycle exposure. AdventHealth, HCA Florida, and major hospitality groups in Orlando and Miami regularly post coordinator and associate recruiter roles that serve as direct pipelines. Earning a SHRM-CP or completing a Florida university HR program strengthens a candidate's profile for internal promotion into a partner-level position.
Where can I find and apply to talent acquisition partner jobs in Florida?
You can find and apply to talent acquisition partner jobs in Florida on Migrate Mate, which lists current openings from Florida employers. Search the roles that fit your background and apply directly to the ones that match your experience level and preferred location.
See All 15 Talent Acquisition Partner Jobs in Florida
Find roles in Florida that match your experience and apply in just a few clicks.
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