Vice President, Talent Acquisition Lateral Recruiter

Job description

We’re seeking a future team member for the role of Vice President, Talent Acquisition (Lateral Recruiter) to join our Investments and Wealth Talent Acquisition Team. This role is located in hybrid — New York City, Pittsburgh or Boston. In this role, you’ll make an impact in the following ways: Lead end-to-end lateral recruiting for mid- to senior-level roles across designated businesses at BNY, serving as a senior individual contributor.

Partner with hiring leaders and HR business partners to translate workforce plans into hiring strategies, talent forecasts, and service-level expectations. Build strong candidate pipelines through direct sourcing, referrals, talent communities, professional networks, alumni outreach, and niche platforms to improve speed and reduce agency reliance. Manage structured interview processes, offer strategy, and pre-boarding handoffs while ensuring a strong candidate experience and equitable decision-making.

Advise stakeholders through intake sessions, pipeline reviews, and hiring readouts, using market intelligence and recruiting data to guide decisions. Track and improve recruiting metrics including time-to-fill, quality of hire, diversity slate depth, candidate experience, and sourcing return on investment. Maintain compliant, audit-ready recruiting practices and partner with HR operations and compliance teams on controls and remediation.

To be successful in this role, we’re seeking the following: Bachelor’s degree in Human Resources, Business Administration, Psychology, Communications, or a related field required; master’s degree preferred. 8–10 years of progressive talent acquisition experience, with a strong focus on lateral hiring for mid- to senior-level roles. Proven success as a senior individual contributor managing complex requisitions and advising business leaders directly.

Strong experience in direct sourcing, market mapping, talent community building, and referral programs, with a track record of reducing agency dependency. Experience using structured, bias-aware interviewing and inclusive hiring practices; experience in regulated environments such as financial services is preferred. Strong data fluency and the ability to use recruiting metrics to identify issues, improve outcomes, and influence stakeholders.

Demonstrated ability to manage compliant processes, maintain accurate records, and support audit-ready documentation. Strong consulting, stakeholder management, and negotiation skills with the ability to secure timely decisions and successful offers.