Principal Talent Acquisition Partner (In-Office)

We have an exciting and challenging opportunity for a Principal Talent Acquisition Partner. This is the most senior individual-contributor role on the Talent Acquisition team and serves as a strategic partner to executive leadership on the company's most complex and highest-impact hiring needs, including executive and senior leadership searches.

The Principal Talent Acquisition Partner sets the strategic direction for full-lifecycle recruiting company-wide, mentors other members of the Talent Acquisition team, and drives continuous improvement of Heartflow's recruiting programs and candidate experience.

- Own full-cycle recruiting for the organization's most complex, senior, and executive-level roles (Director, VP, and Commercial Leadership), partnering directly with senior leadership and the VP of HR.

- Serve as a strategic advisor to hiring managers and executive leadership on org design, workforce planning, and talent strategy; shape company-wide recruiting strategy, standards, and best practices.

- Lead advanced sourcing strategy across LinkedIn, Indeed, and specialized channels to build and continuously refresh a robust candidate pipeline, including for the hardest-to-fill executive, go-to-market roles, and other functions depending on business needs.

- Design, build, and implement AI-powered recruiting workflows and automation (e.g., AI sourcing and screening agents, resume/candidate matching, interview scheduling automation, chatbot-driven candidate engagement) to increase team efficiency and improve the candidate experience.

- Partner with IT/Systems and vendors to evaluate, pilot, and responsibly roll out new AI and automation tools within the Talent Acquisition tech stack, ensuring compliance with data privacy and EEO/OFCCP requirements.

- Evolve Heartflow's employee referral program strategy company-wide, driving adoption and measuring effectiveness.

- Act as an internal thought leader on sourcing innovation: evaluate, pilot, and champion new tools and vendors for reaching hard-to-find, passive candidates.

- Help expand strategic university partnerships, shaping Heartflow's long-term intern and entry-level talent pipeline strategy, as needed.

- Set the standard for candidate experience as a senior brand ambassador for Heartflow, and coach other recruiters on phone screening, interview scheduling, and delivering timely, high-quality candidate feedback.

- Lead interview debrief sessions for senior and executive searches, guiding hiring manager decision-making and calibration.

- Own compensation benchmarking and offer strategy for senior and executive hires, partnering with Compensation and Finance to negotiate and close complex offers.

- Guide continuous improvement of new hire onboarding, including background checks, reference checks, and relocation programs.

- Own data integrity and reporting standards across the Applicant Tracking System and requisition tracking tools; deliver executive-level recruiting metrics, dashboards, and insights to senior leadership.

- Serve as the team's subject-matter expert on OFCCP regulations and EEO guidelines, partnering with Legal/Compliance to maintain company-wide adherence to current legislation.

- Provide recruiting leadership and assistance in other areas as needed.

- Deep, demonstrated expertise in full-lifecycle recruiting, including senior and executive-level searches.

- Proven track record designing, scaling, and continuously improving recruiting strategies and programs at a company-wide level.

- Advanced sourcing expertise spanning old-school techniques and modern sourcing tools; recognized as a go-to expert for hard-to-find, passive talent.

- Strong analytical and data storytelling skills - able to build, interpret, and present sophisticated recruiting metrics, dashboards, and reports (spreadsheets, PowerPoint, etc.) to executive audiences.

- Demonstrated experience mentoring, coaching, or informally guiding other recruiters.

- Executive presence with very strong verbal and written communication skills; comfortable advising senior leadership.

- Expert-level experience with a broad range of recruiting tools: Applicant Tracking Systems (Greenhouse preferred), LinkedIn Recruiter, Hackerrank, Teamable, Connectifier, etc.

- Deep knowledge of employment regulations and guidelines, with experience advising others on compliance topics.

- 12+ years minimum full-lifecycle recruiting experience required, including at least 5+ years of internal recruiting for Sales & Commercial positions, at least 5+ years of Software Engineering & G&A internal recruiting experience, and demonstrated experience recruiting for Director-level and above / executive roles.

- Extensive experience in medtech or life sciences industry required.

- Experience in a Tech start-up or rapidly expanding Commercial department is a very strong plus.

- Demonstrated experience mentoring or informally leading other recruiters or Talent Acquisition team members.

- Hands-on experience building AI-driven workflows and automation for recruiting (e.g., AI sourcing/screening agents, LLM-based tools like ChatGPT or Claude, no-code/low-code automation platforms) to streamline sourcing, screening, scheduling, and reporting.

- Ability to evaluate emerging AI recruiting tools critically, balancing efficiency gains against candidate experience, fairness, and compliance considerations.

This position has an estimated base salary of $185,000 - $235,000. #LI-DNI