Senior Talent Acquisition Partner

About this role

About This Role

The Senior Talent Acquisition Partner serves as a primary recruiting partner for leaders across Boulder Care, owning full-cycle hiring while helping shape hiring strategies, improve decision making, and strengthen our hiring practices.

This role primarily supports Corporate and G&A hiring , while also supporting Product and Software Engineering recruiting as part of its broader responsibilities. Success in this role requires the judgment, business acumen, and confidence to build trusted partnerships and influence hiring decisions in a fast-moving startup environment.

The ideal candidate brings experience recruiting within high-growth startup environments and understands how hiring evolves as organizations scale. They recognize hiring challenges before they become organizational problems and recommend practical solutions informed by previous experience.

About Boulder

Boulder Care is an award-winning digital clinic for addiction medicine, recognized for both innovation and high quality of patient care. Founded in 2017 by CEO Stephanie Strong, our mission is to improve the lives of people with substance use disorders through compassionate, evidence-based care.

We provide Boulder patients with a fully virtual, multidisciplinary care team—including medical providers and peer recovery specialists—who deliver personalized treatment, including medication for opioid use disorder (MOUD) and ongoing support. Our approach is grounded in clinical excellence, patient-centered care, and a commitment to reducing barriers to recovery. Boulder partners with leading health plans, employers, and community organizations to ensure that our services are accessible and covered for the people who need them most.

Named by Fortune as one of the Best Workplaces in Healthcare, we foster a culture of kindness, respect, and meaningful work that delivers outstanding patient outcomes and moves the addiction medicine industry forward.

What You’ll Do

Lead Full-Cycle Recruiting

• Own full-cycle recruiting across assigned business functions from role definition through offer acceptance

• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent

• Develop proactive talent pipelines aligned to current and anticipated hiring needs

• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer

• Manage multiple concurrent searches while balancing competing priorities and evolving business needs

• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience

Partner with Business Leaders

• Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process

• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines

• Advise hiring managers on market conditions, compensation positioning, and candidate availability

• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes

• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution

• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities

Improve Recruiting Operations

• Identify opportunities to improve recruiting processes, interview quality, and operational efficiency

• Independently design, implement, and operationalize recruiting process improvements from concept through execution

• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions

• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making

• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows

• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire

• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments

Deliver an Exceptional Candidate Experience

• Create a thoughtful, responsive, and transparent experience for every candidate

• Represent Boulder Care's mission and values throughout the hiring process

• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

What You Bring

• 6 or more years of progressive full-cycle recruiting experience, including significant experience supporting Corporate and G&A functions within Series B, Series C, or later-stage high-growth startup environments

• Demonstrated success partnering with Directors, Vice Presidents, and executive leaders on hiring strategy, workforce planning, and complex talent decisions

• Experience leading high-priority or business-critical searches that require thoughtful stakeholder management, strategic sourcing, and strong hiring judgment

• Demonstrated experience recruiting for Product and Software Engineering roles

• Proven ability to influence hiring decisions through structured candidate evaluation, market expertise, and sound business judgment

• Strong sourcing capabilities with a track record of building proactive pipelines and engaging passive talent across multiple functions

• Advanced proficiency with Applicant Tracking Systems (ATS), including reporting, workflow management, and maintaining high standards of data integrity

• Strong negotiation and closing skills, with a track record of creating positive outcomes for both candidates and hiring teams

• Exceptional written and verbal communication skills with the ability to build credibility, influence stakeholders,

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