Talent Acquisition Principal

The Principal Recruiter is an expert-level individual contributor responsible for the hardest-to-fill most complex scarce urgent senior stalled or strategically critical searches within Emory Healthcares enterprise Talent Acquisition model.

This role is deployed where traditional recruiting activity is insufficient and advanced sourcing market intelligence passive candidate conversion data-backed search strategy and senior stakeholder influence are required.

This role requires a modern search expert who can build search strategy from ambiguous business needs use advanced recruiting technology interpret labor market and funnel data present clear recommendations to senior leaders and convert highly competitive passive candidates.

The Principal Recruiter is not a standard volume requisition role. This role leads through expertise search discipline credibility and measurable results in a complex matrixed healthcare environment.

• Lead assigned critical scarce senior stalled failed or strategically important searches requiring deep sourcing market mapping and search strategy expertise.
• Conduct advanced intake and calibration with senior hiring leaders to clarify business need candidate profile market realities compensation considerations selection process decision criteria and search risks.
• Personally identify engage assess nurture and convert highly competitive or passive candidates for priority searches including candidates who are not actively applying.
• Manage high-value candidate relationships with discretion credibility responsiveness confidentiality and a strong candidate experience through offer support.

• Design advanced sourcing strategies using LinkedIn Recruiter or comparable platforms Boolean search talent mapping competitor intelligence CRM campaigns candidate communities referrals associations events and non-traditional sourcing channels.
• Build market maps target company lists talent intelligence summaries candidate pipelines outreach cadences search rescue plans and executive-ready search updates for hard-to-fill roles.
• Create highly tailored passive candidate outreach that reflects role complexity candidate motivations market positioning employment value proposition and competitive barriers.
• Use ATS CRM LinkedIn projects sourcing analytics response rates funnel metrics talent availability compensation feedback reporting dashboards and productivity tools to guide search strategy and maintain data integrity.

• Present executive-ready search strategy market intelligence candidate pipeline updates risks options and recommendations to TA leadership senior managers directors and hiring executives.
• Advise leaders on search feasibility role requirements compensation barriers candidate supply process risks market competitiveness and recommended adjustments to improve search outcomes.
• Interpret complex recruiting data including talent supply response rates candidate conversion compensation feedback interview activity offer outcomes and stalled search indicators to diagnose root causes and recommend action.
• Maintain search documentation candidate dispositioning compliance standards confidentiality compensation escalation discipline and fair selection practices for complex searches.
• Coach recruiters senior recruiters sourcers and coordinators on advanced sourcing market mapping passive candidate engagement search planning candidate conversion and stakeholder influence.

Travel between Emory operating units and affiliated sites

Hybrid employee. Three days a week in office is required Tuesday through Thursday for full working hours.

• Bachelors degree in Human Resources Business Administration Sales Marketing Healthcare Administration or related field required. Other education and experience may be considered in lieu of degree.

• Minimum of eight years of progressive recruiting sourcing executive search healthcare search agency search corporate recruiting or specialized talent acquisition experience required.
• Experience must include demonstrated success filling hard-to-fill scarce senior complex or business-critical roles using advanced sourcing market mapping passive candidate conversion stakeholder influence technology-enabled workflow management and data-backed search strategy.

• Expert-level search execution for the most difficult scarce stalled failed senior or strategically critical roles with high autonomy urgency discretion and measurable outcomes.
• Expert sourcing capability including ability to identify five or more advanced sourcing channels for a critical role create advanced Boolean search strings build market maps use LinkedIn Recruiter or comparable tools and write highly tailored passive candidate outreach.
• Advanced candidate management skill including ability to engage passive candidates assess motivation and fit communicate complex value propositions manage objections maintain long-term relationships and improve conversion.
• Executive stakeholder management skill including ability to lead intake with senior leaders challenge assumptions present search tradeoffs influence process discipline and escalate barriers with clear recommendations.
• Advanced data literacy including ability to interpret talent supply funnel metrics response rates candidate conversion compensation feedback offer outcomes stalled search indicators and market intelligence to create data-backed search strategy.
• Expert recruiting technology proficiency including ATS CRM or candidate tracking tools LinkedIn Recruiter or comparable sourcing tools market mapping tools sourcing analytics reporting dashboards Microsoft Office Teams and productivity tools.
• Working knowledge of recruitment marketing compensation partnership compliance documentation EEO principles candidate dispositioning interview documentation offer process requirements confidentiality and selection discipline.
• Ability to coach recruiters and sourcing partners lead through expertise without direct authority and build trust with candidates hiring executives TA leaders HR partners and cross-functional stakeholders in a matrixed environment.

• Experience in healthcare academic medical center hospital executive search agency search high-volume or complex matrixed recruiting environment.
• Experience rescuing failed searches building talent maps or supporting mission-critical clinical non-clinical professional leadership or specialized searches preferred.
• Experience using advanced CRM campaigns LinkedIn Recruiter projects recruitment marketing content talent intelligence competitive intelligence hiring events or long-term talent communities preferred.

PHYSICAL REQUIREMENTS (Medium Max 25lbs): Up to 25 lbs. 0-33% of the work day (occasionally) Lifting 25 lbs. max; Carrying of objects up to 25 lbs.; Occasional to frequent standing & walking Occasional sitting close eye work (computers typing reading writing). Physical demands may vary depending on assigned work area and work tasks.

ENVIRONMENTAL FACTORS: Factors affecting environmental conditions may vary depending on the assigned work area and tasks. Environmental exposures include but are not limited to blood-borne pathogen exposure bio-hazardous waste chemicals/gases/fumes/vapors communicable diseases electrical shock floor surfaces hot/cold temperatures indoor/outdoor conditions latex lighting patient care/handling injuries radiation shift work. Travel may be required. Use of personal protective equipment including respirators may vary depending on assigned work area and work tasks.

Emory is an equal opportunity employer and qualified applicants will receive consideration for employment without regard to race color religion sex national origin disability protected veteran status or other characteristics protected by state or federal law.

Emory Healthcare is committed to providing reasonable accommodations to qualified individuals with disabilities upon request. Please contact Emory Healthcares Human Resources at . Please note that one weeks advance notice is preferred.