Talent Acquisition Partner Jobs in Austin, TX
Talent Acquisition Partner jobs in Austin, Texas concentrate in the Domain, downtown along Congress Avenue, and the East Austin tech corridor, where demand runs highest in technology, healthcare, and professional services. Employers hiring right now include TeamViewer, CesiumAstro, and PEAK6. See the openings below and apply to the ones that match your experience.
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Showing 5 of 59+ Talent Acquisition Partner jobs
About Red Oak
Red Oak is the singular compliance platform for the financial services industry: content, review, distribution, and supervision working as one system.
Our vision: we become the compliance layer every Financial Services firm runs on.
Today, we serve 19 of the top 20 global asset managers across $62 trillion in AUM and 1,550+ regulated firms, including BlackRock, Vanguard, PIMCO, and Morgan Stanley. We're one of the fastest-growing companies in compliance tech.
Why This Role Matters
Red Oak is growing across Sales, Account Management, Customer Success, Engineering, Product, Marketing, Finance, and People. Hiring across all of those teams runs through this seat. You are the in-house recruiter for the whole company, and you partner directly with executives and hiring managers from intake call to accepted offer.
The recruiting engine is built and running: Ashby, SeekOut, a daily AI sourcing agent, a recruitment dashboard, and an automated candidate workflow. You operate it, sharpen it, and decide where agencies are needed and where in-house coverage is faster and better.
High autonomy. High ownership. High impact.
What Success Looks Like
First 30 Days: Fluent in our tooling and process. Active in every live search and running intake calls with hiring managers.
90 Days: Owning multiple searches end to end, with qualified pipeline in every one and the weekly hiring dashboard delivered on schedule.
Six Months: Time-to-fill holding across the full hiring plan, with a growing share of hires led in-house rather than through agencies.
One Year: Hiring managers and executives treat you as the trusted owner of recruiting, and candidates consistently rate the experience highly.
The Role
You own full-cycle recruiting across every department. A typical week includes several concurrent searches at different stages: intake calls, sourcing, screens, panel scheduling, debriefs, and offer negotiation. You sit on the People team and own the salary data behind every offer.
Own full-cycle recruiting for every open requisition in Ashby, from hiring-manager intake through offer acceptance
Run intake calls that define the role, the ideal candidate profile, the screening rubric, and the timeline before sourcing begins
Build and maintain qualified pipeline through direct sourcing in SeekOut and by managing the daily AI sourcing agent
Screen candidates, coordinate assessments and panel interviews, and facilitate debriefs so hiring managers can decide quickly
Own offer negotiation and the salary data behind it, closing offers in partnership with hiring managers
Manage external agency relationships and own job-board and LinkedIn postings
Publish a weekly pipeline and hiring dashboard to senior leadership covering time-to-fill, pipeline health, sourcing channel performance, and recruiter-led versus agency-led hires
Use AI tools, including Claude Code and Grok, daily to run recruiting workflows: sourcing, candidate summaries and briefings, interview scorecards, and dashboard refreshes
What You'll Bring
2–5 years of recruiting experience, in-house or agency
Experience managing multiple searches at once
Hands-on sourcing skill with SeekOut or comparable tools, including Boolean search
Working knowledge of an applicant tracking system; Ashby is a plus
AI fluency in your recruiting workflow: using tools like Claude for sourcing, outreach, candidate briefings, and reporting. This is table stakes here
Confidence negotiating offers and advising hiring managers on candidates, compensation, and process
Clear, organized communication with candidates, hiring managers, and executives
Ownership mindset: you drive each search to close without waiting for direction
Experience at a SaaS/software company and a high-growth-stage company is a plus
Benefits
Equity units via EOP (Employee Ownership Plan): share in what we're building
Comprehensive health coverage: medical, dental, and vision
401(k) with a 3% company contribution
20 days PTO annually, plus your birthday off and paid sick leave
Enhanced family leave
Life insurance
How We Work
Direct and hands-on. When someone has an idea or needs a tool, the answer starts with yes and a plan to make it work. You'll have the licenses, AI tooling, and access you need, and you'll see the impact of your work in every hire.
Work Structure
Location: Austin HQ, hybrid
Team: People
Schedule: Hybrid: in office Tuesday through Thursday, remote Monday and Friday
About Red Oak
Red Oak is the singular compliance platform for the financial services industry: content, review, distribution, and supervision working as one system.
Our vision: we become the compliance layer every Financial Services firm runs on.
Today, we serve 19 of the top 20 global asset managers across $62 trillion in AUM and 1,550+ regulated firms, including BlackRock, Vanguard, PIMCO, and Morgan Stanley. We're one of the fastest-growing companies in compliance tech.
Why This Role Matters
Red Oak is growing across Sales, Account Management, Customer Success, Engineering, Product, Marketing, Finance, and People. Hiring across all of those teams runs through this seat. You are the in-house recruiter for the whole company, and you partner directly with executives and hiring managers from intake call to accepted offer.
The recruiting engine is built and running: Ashby, SeekOut, a daily AI sourcing agent, a recruitment dashboard, and an automated candidate workflow. You operate it, sharpen it, and decide where agencies are needed and where in-house coverage is faster and better.
High autonomy. High ownership. High impact.
What Success Looks Like
First 30 Days: Fluent in our tooling and process. Active in every live search and running intake calls with hiring managers.
90 Days: Owning multiple searches end to end, with qualified pipeline in every one and the weekly hiring dashboard delivered on schedule.
Six Months: Time-to-fill holding across the full hiring plan, with a growing share of hires led in-house rather than through agencies.
One Year: Hiring managers and executives treat you as the trusted owner of recruiting, and candidates consistently rate the experience highly.
The Role
You own full-cycle recruiting across every department. A typical week includes several concurrent searches at different stages: intake calls, sourcing, screens, panel scheduling, debriefs, and offer negotiation. You sit on the People team and own the salary data behind every offer.
Own full-cycle recruiting for every open requisition in Ashby, from hiring-manager intake through offer acceptance
Run intake calls that define the role, the ideal candidate profile, the screening rubric, and the timeline before sourcing begins
Build and maintain qualified pipeline through direct sourcing in SeekOut and by managing the daily AI sourcing agent
Screen candidates, coordinate assessments and panel interviews, and facilitate debriefs so hiring managers can decide quickly
Own offer negotiation and the salary data behind it, closing offers in partnership with hiring managers
Manage external agency relationships and own job-board and LinkedIn postings
Publish a weekly pipeline and hiring dashboard to senior leadership covering time-to-fill, pipeline health, sourcing channel performance, and recruiter-led versus agency-led hires
Use AI tools, including Claude Code and Grok, daily to run recruiting workflows: sourcing, candidate summaries and briefings, interview scorecards, and dashboard refreshes
What You'll Bring
2–5 years of recruiting experience, in-house or agency
Experience managing multiple searches at once
Hands-on sourcing skill with SeekOut or comparable tools, including Boolean search
Working knowledge of an applicant tracking system; Ashby is a plus
AI fluency in your recruiting workflow: using tools like Claude for sourcing, outreach, candidate briefings, and reporting. This is table stakes here
Confidence negotiating offers and advising hiring managers on candidates, compensation, and process
Clear, organized communication with candidates, hiring managers, and executives
Ownership mindset: you drive each search to close without waiting for direction
Experience at a SaaS/software company and a high-growth-stage company is a plus
Benefits
Equity units via EOP (Employee Ownership Plan): share in what we're building
Comprehensive health coverage: medical, dental, and vision
401(k) with a 3% company contribution
20 days PTO annually, plus your birthday off and paid sick leave
Enhanced family leave
Life insurance
How We Work
Direct and hands-on. When someone has an idea or needs a tool, the answer starts with yes and a plan to make it work. You'll have the licenses, AI tooling, and access you need, and you'll see the impact of your work in every hire.
Work Structure
Location: Austin HQ, hybrid
Team: People
Schedule: Hybrid: in office Tuesday through Thursday, remote Monday and Friday
See All 59 Talent Acquisition Partner Jobs in Austin
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Find JobsTalent Acquisition Partner Job Market in Austin
Who's Hiring
Talent Acquisition Partner Jobs in Austin: Frequently Asked Questions
How do I get a talent acquisition partner job in Austin?
Focus your search on Austin's technology corridor in the Domain and North Austin, where high-growth software and SaaS companies staff dedicated recruiting teams, and on the healthcare systems anchored in the South Congress and medical district areas. Candidates who bring hands-on experience with high-volume technical sourcing, familiarity with Austin's competitive engineering talent market, and a network built through local HR or recruiting meetups consistently stand out over generalist applicants.
Which companies hire talent acquisition partners in Austin?
Employers hiring talent acquisition partners in Austin right now include TeamViewer, CesiumAstro, and PEAK6, based on current listings on Migrate Mate as of November 2026. Austin's mix of enterprise technology firms, fast-scaling startups, large healthcare systems, and financial services companies means openings range from high-volume technical recruiting roles to strategic talent partnership positions supporting corporate functions.
Are there remote talent acquisition partner jobs in Austin?
Yes, though availability depends on the employer type, since talent acquisition partners who support on-site hiring or candidate experience programs tend to work in person while those focused on sourcing, coordination, and employer branding can work remotely. About 100% of talent acquisition partner openings tied to Austin are remote or hybrid as of November 2026, with remote roles most common at Austin's distributed technology companies and SaaS employers.
How can I get a talent acquisition partner job in Austin with little or no experience?
The most realistic entry path in Austin is landing a recruiting coordinator or HR coordinator role at one of the city's many mid-size technology or healthcare employers, where exposure to full-cycle recruiting is built into the job. Austin staffing agencies and recruiting firms in the Domain and downtown areas regularly hire junior sourcers and coordinators who can move into partner roles within one to two years. Completing an SHRM or AIRS certification before applying strengthens your candidacy with Austin employers who prioritize credentialed entry-level hires.
See All 59 Talent Acquisition Partner Jobs in Austin
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