Talent Attraction Leader

Global Infrastructure•Irvine, CA

About The Position

TYLin is a globally recognized, full-service infrastructure consulting firm committed to providing innovative, cost-effective, constructible designs for the global infrastructure market. With over 3,000 employees throughout the Americas, Asia, and Europe, the firm provides support on projects of varying size and complexity. Together, we enhance conventional designs with smarter, more resilient systems. We provide people with better mobility. We steward precious resources by finding more sustainable solutions. Job Summary TYLin is seeking a strategic and operationally strong Talent Attraction Leader to drive end-to-end recruiting performance across assigned business areas—while strengthening the consistency, quality, and compliance of our Talent Attraction (TA) operations. This leader brings a balance of hands-on recruiting delivery, team leadership, and data-driven operations management to help us attract top talent and deliver a consistent, people-centered candidate experience aligned with our mission and values.

Requirements

8+ years of progressive Talent Acquisition/Talent Attraction experience, including people leadership and accountability for recruiting outcomes.
Experience operating in complex, matrixed environments with multiple stakeholders and shifting priorities.
Strong working knowledge of recruiting metrics and operational management (e.g., time-to-fill, pipeline conversion, aging, offer acceptance, slate health, recruiter capacity).
Advanced reporting skills and comfort with dashboards and analysis (e.g., Excel, Power BI, or similar); Workday ATS experience strongly preferred.
Demonstrated ability to handle confidential and high-stakes recruiting with discretion, sound judgment, and calm urgency.
A process-minded, quality-focused approach—able to build repeatable workflows while keeping the human experience front and center.
Commitment to inclusive, equitable hiring practices and a consistent candidate experience aligned to our culture and values.

Nice To Haves

Experience leading global or distributed teams (including offshore/shared services recruiting or TA operations teams).
Experience implementing or scaling AI-enabled recruiting tools and process automation.
Background in engineering, AEC, consulting, or other professional services environments.

Responsibilities

Team Leadership & Performance Lead, coach, and develop a high-performing TA team, setting clear goals, expectations, and accountability. Provide direction, feedback, and support for a distributed team model, including team members based in the Philippines who support operations and delivery. Build team capability through role clarity, training, hiring playbooks, and ongoing performance routines.
Critical and Confidential Recruiting Delivery Personally lead critical, business-sensitive, and confidential requisitions (e.g., executive/leadership hires, sensitive backfills, urgent strategic roles). Manage end-to-end execution with a high degree of discretion, stakeholder alignment, and speed—without compromising quality or candidate experience. Partner closely with senior leaders and HR Business Partners to align on role requirements, assessment approach, and decision timelines.
Talent Attraction Operations & Workflow Excellence Maintain a strong handle on TA operations across the recruiting lifecycle (intake → sourcing → interview process → offer → close). Own operational rigor: requisition workflow discipline, service levels, handoffs, documentation, and operational cadence. Ensure accuracy, quality, and consistency in recruiting practices—including requisition integrity, workflow adherence, and process parameters.
Quality, Compliance, and Data Integrity Manage for data accuracy in our ATS (Workday) and related tools, ensuring reliable reporting and clean records. Ensure recruiting processes are executed in alignment with internal standards and applicable compliance requirements (e.g., consistent documentation, structured decision-making, and appropriate handling of confidential information). Identify risks early and implement practical controls to protect quality and maintain trust.
Reporting, Analytics & Executive Visibility Produce high-quality reporting for leadership, including weekly/monthly executive updates and ad hoc deep dives (pipeline health, hiring velocity, aging requisitions, offer outcomes, and hiring volume). Build and maintain dashboards and performance insights to support workforce priorities and proactive decision-making. Use data to identify bottlenecks, recommend improvements, and track measurable outcomes over time.
Enablement Projects & Continuous Improvement Lead enabling projects and initiatives that improve recruiting efficiency and experience (e.g., process redesign, automation, AI-enabled sourcing/screening enhancements, templates, interviewer readiness). Drive technology adoption and workflow improvements that increase productivity and reduce friction for candidates, hiring managers, and recruiters. Partner with COEs and cross-functional stakeholders (HRBPs, Finance, Shared Services) to implement scalable, consistent solutions.