Talent Acquisition Partner

About the role

Infinite Global is an international communications firm specializing in PR, Content & Campaigns, and Crisis & Litigation. Our clients are ambitious, complex organizations that need to engage with sophisticated audiences. We provide the experience, skills and insight to drive brands forward and, in special situations, to deploy strategies to defend clients from reputational risk. We serve knowledge‑intensive firms, with a focus on the legal and financial services sectors. Some of the world’s largest, most profitable and most specialized law firms and financial services firms look to us for a nuanced understanding of their businesses, a clear sense of the kinds of stories that make news, and tested knowledge of when and how to engage the media. Our unwavering client focus sets us apart and our approach and success earns accolades from our clients and peers. We are consistently named among PR News’ “Agency Elite” and “Top Places to Work in PR” and have been recognized as the “Best PR Firm” by the National Law Journal seven times. We are looking for a talent acquisition partner to own our recruiting end to end: intake with hiring managers, sourcing, screening, interviews, and offer through close. We have several active searches and are looking for someone to learn the roles and run with them. Experience recruiting in legal, financial, and/or professional services public relations, communications, or agency environments is a real plus. We also know that background is not always easy to find, and we would be glad to hear from strong full-cycle recruiters coming from adjacent work. We are looking for someone who can start soon and commit consistent weekly hours so searches keep their momentum.

Responsibilities

• Lead intake conversations with hiring managers to define role requirements, must‑haves, target profiles, and what a strong candidate looks like in an agency context.
• Source proactively through LinkedIn, professional networks, referrals, and direct outreach.
• Screen candidates thoroughly and consistently, assessing both capability and fit, and present well‑organized shortlists with clear rationale.
• Coordinate and run interviews; manage scheduling, keep the process moving, and ensure hiring managers have what they need to make decisions.
• Manage candidates through offer, negotiation, and close; keep communication timely and professional at every stage.