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Mansueto Ventures is home to two of the most iconic and vibrant brands in business publishing: Inc. and Fast Company. Every day, the content, awards, and events produced help entrepreneurs and innovators succeed by providing useful insights, sparking essential conversations, and offering much-needed inspiration.

Inc. is the voice of the American entrepreneur, inspiring and documenting the risk-takers and ultra-driven go-getters who represent the most dynamic force in the American economy.
Fast Company is the world’s leading business media brand, focusing on innovation in technology, leadership, and design to inspire readers to shape the future of business.

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The Commercial Talent Acquisition Business Partner (TABP) is a strategic advisor and thought partner within the Talent Acquisition function to the Commercial business, responsible for aligning recruitment strategies with business goals and driving measurable talent outcomes. This role goes beyond traditional recruiting and sourcing by integrating labor market insights, stakeholder consultation, and process innovation to deliver high-impact talent solutions. The TABP partners closely within HR and business leaders to proactively shape hiring strategies, enhance candidate experiences, and optimize operational efficiency across the recruitment lifecycle. This role is ideal for a seasoned talent acquisition professional who thrives in a consultative, data-informed, and innovation-driven environment.

Leverage data-driven insights to inform and sharpen sourcing strategies. This includes continuously monitoring market dynamics such as competitor hiring activity, organizing candidate intelligence around personas, and identifying diverse talent pools.

Build and foster relationships with hiring managers and senior leaders, understanding business objectives to appropriately build and tailor recruitment strategies to evolving business needs.

Define sourcing strategies based on labor market analysis rather than anecdotal experience, enabling proactive talent planning and competitive positioning.

Directly address top recruiting challenges by aligning sourcing efforts with business needs and talent availability.

Engage prospects and candidates through personalized, career-focused conversations.

Tailor outreach based on candidate profiles and their level of engagement, frame opportunities around individual career aspirations, and demonstrate how their skills can translate into various roles.

Maintaining ongoing relationships with high-potential talent, even outside of active requisitions, is key to building a healthy pipeline.

Foster trust, enhance candidate experience, and increase conversion rates in a competitive talent market.

Partner with HR Business Partners, Compensation and key internal stakeholders to understand and drive competitive offers for candidates.

Leverage experience to drive optimization in recruiting workflows, enhance technology adoption, and improve stakeholder satisfaction.

Identify opportunities to free up talent acquisition team capacity, recommend process improvements and technology enhancements, refine candidate experience, and scale best practices across the organization.

As needed, lead special projects within Talent Acquisition that will elevate the employee experience.

Qualifications

Bachelor’s degree

Minimum of 7 years of full lifecycle recruitment experience.

At least 5 years of experience within a corporate talent acquisition team (in-house, RPO, or contract).

Experience in pharmaceutical or biotechnology industry preferred; experience supporting Commercial/Sales client groups highly preferred

Experience utilizing Applicant Tracking Systems in a recruiting capacity

Demonstrated ability to influence senior stakeholders and drive strategic talent initiatives

Additional Knowledge, Skills, and Abilities

Strategic Acumen: Ability to align talent strategies with business objectives and communicate the value of talent to leadership.

Consultative Expertise: Skilled in facilitating strategic conversations, setting expectations, and guiding hiring managers through complex decisions.

Market Intelligence: Proficient in labor market analysis, competitor benchmarking, and identifying diverse talent pools.

Candidate Engagement: Experience in tailoring outreach, coaching candidates, and maintaining long-term prospect relationships.

Process Optimization: Ability to identify bottlenecks, recommend technology enhancements, and scale best practices across teams.

Communication Excellence: Strong written and verbal communication skills, with a focus on transparency, empathy, and influence.

Compliance & Integrity: Knowledge of OFCCP and other regulatory frameworks; commitment to ethical recruiting practices.

Innovation Orientation: Comfortable with change, continuous improvement, and leveraging emerging tools and trends.

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