Senior Talent Partner, Early Careers

Job Description

Who We Are

Horizon Media, founded in 1989 by Bill Koenigsberg, is recognized as one of the most innovative marketing and advertising firms. We are headquartered in New York City, with offices in Los Angeles and Toronto. A leader in driving business solutions for marketers, Horizon is known for its highly personal approach to client service.  Renowned for its incredible culture, Horizon is consistently named to all the prestigious annual Best Places to Work lists published by Fortune, AdAge, Crain’s New York Business and Los Angeles Business Journal. Together we are building a place of belonging.

At Horizon, we understand the value that different perspectives can bring to our clients and culture, so we strive for an environment where our employees feel welcomed, safe and empowered. We value YOU and believe that your authentic voice and unique perspective allows us to create a more rewarding culture, and experience, together.

Our simple recipe for success? We hire talented people (thinkers, doers, dreamers, makers), challenge them and give them every opportunity to grow.

What You’ll Do

60% – Full Cycle Recruitment

• Manage and prioritize a high volume of job requisitions across functions at the entry level (e.g. Finance, Corporate, Analytics, Media Planning, Biddable Media, etc.)
• Quickly learn team’s needs and expectations for any new roles, with direction from manager
• Autonomously support 30-60 openings, leaning on manager for support with team communications and prioritization across groups
• Source and engage with active and passive candidates, both local and those willing to relocate
• Utilize various job platforms including but not limited to LinkedIn, RippleMatch, the Horizon Media Career Page, Campus Recruiting, and Diversity Partners
• Review high volume of employee referrals, discerning next steps, and taking next steps appropriately to ensure referral and referrer are educated on the process
• Educate candidates on the media landscape, providing a high-level overview of career trajectory and potential growth
• Lead candidates through recruitment process beginning with recruiter phone screens, educating them on interview best practices and overseeing interviews, ultimately leading to final stage negotiations and hiring
• Navigate pre-close and offer conversations with candidates, mastering these delicate dialogues
• Partner with hiring teams to ensure timely candidate feedback is received, relaying sensitive and nuanced feedback with candidates when appropriate
• Prepare hiring team and candidates for interviews by educating on process and best practices, and keeping both parties accountable for all steps involved.
• Influence and guide key stakeholders in nuanced and challenging conversations and situations with candidates, utilizing expertise in the recruitment landscape and candidate pool
• Execute new processes with hiring teams and across the organization with TA leadership support, educating and training teams on Talent Strategy where able to do so
• Maintain up to date candidate notes and details, ensuring accuracy and consistency across different platforms
• Proactively provide hiring teams with up to date statuses on open roles and candidates via biweekly reporting, anticipating questions and concerns they may have
• Successfully plan, execute, and source for hiring “super days” for high volume of entry-level openings

30% – Relationship Management

• Ensure positive and streamlined candidate experience throughout the recruitment life cycle 
• Maintain active communication with candidates, ensuring pipeline of talent for future use
• Collaborate with Diversity Partners (MAIP, Boyd Initiative, COOP, 4As, CareerSpring, O4U, etc.)
• Partner with leadership to host events geared towards entry-level openings in tandem with Diversity Partners & Campus Recruitment
• Think strategically of ways to improve collaboration amongst greater Talent Acquisition team
• Work closely with Talent Acquisition Leadership, HRBPs, & People Generalists to ensure streamlined recruitment internally and externally
• Partner with larger Human Resources team on HR initiatives and projects
• Influence partnership with hiring managers through effective communication to ensure streamlined strategy and processes
• Serve as a resource for other members of Talent Acquisition and larger Human Resources department
• Manage up challenges to Talent Acquisition leadership to partner on possible solutions

10% – Learning & Development

• Participate in internal learning and development opportunities (i.e. GoLearn) to continue expanding knowledge across subject matter areas