Consultant, Technology Talent Acquisition

Job description

About Us Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid. At Visa, you'll have the opportunity to create impact at scale — tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world. Join Visa and do work that matters – to you, to your community, and to the world. Progress starts with you. Visa will accept applications for this role until at least 08-21-2026 Job Description Visa’s Global Technology Talent Acquisition team delivers recruiting strategies and hiring outcomes for our Technology organization, a strategic growth pillar solving complex technical problems at significant scale. We are seeking a Consultant, Technology Talent Acquisition to serve as a strategic recruiting partner to Technology leaders and hiring teams. This role owns end-to-end recruiting delivery for complex, niche, senior, and high-priority Technology roles, including Director+ searches requiring a consultative, high-touch approach. The Consultant will anticipate business needs, advise hiring managers on talent strategy, influence hiring decisions through market and funnel insights, and strengthen long-term client partnerships. This role requires strong stakeholder management, operational discipline, candidate advisory, inclusive hiring practices, and the ability to adapt recruiting strategies in a fast-moving environment. Key Responsibilities Client Leadership & Hiring Strategy Serve as the primary TA client lead for assigned Technology organizations, partnering with hiring managers, senior leaders, HR, compensation, and TA leadership. Lead intake discussions to define role requirements, success profiles, leveling, compensation parameters, interview process, timelines, and hiring risks. Anticipate business needs and advise stakeholders on talent strategy, market conditions, prioritization, process effectiveness, and hiring tradeoffs. Lead monthly and quarterly recruiting business reviews with executive-level leaders, covering hiring progress, requisition health, funnel performance, pipeline quality, risks, and recommendations. Influence hiring decisions using market insights, candidate intelligence, funnel data, and consultative stakeholder management. Recruiting Delivery & Candidate Management Own full-cycle recruiting for assigned Technology requisitions, from intake through offer acceptance and close. Manage requisition health, candidate flow, slate quality, interview activity, feedback quality, funnel conversion, and hiring timelines. Screen, assess, and present candidates for technical alignment, leadership scope, motivation, compensation expectations, location fit, and overall role fit. Lead candidate reviews, interview debriefs, decision alignment, offer strategy, and closing discussions. Deliver a high-touch candidate experience, including proactive communication, expectation management, offer negotiation support, and onboarding transition. Pipeline Strategy & Inclusive Hiring Partner with sourcers and recruiting partners to define sourcing priorities, target profiles, outreach strategy, inclusive slate goals, and pipeline plans. Anticipate sourcing challenges and adapt strategies based on business needs, market response, candidate availability, and funnel performance. Use talent mapping, competitive intelligence, and market insights to inform search strategy and stakeholder expectations. Ensure inclusive hiring practices through structured intake, calibrated evaluation criteria, diverse slate development, and equitable candidate process management. Share sourcing, branding, and candidate engagement practices that improve team outcomes. Operational Excellence & Team Capability Use data-driven insights to identify bottlenecks, improve recruiting workflows, and adjust strategy as business needs change. Track recruiting KPIs such as slate quality, time in stage, funnel conversion, offer acceptance, req aging, candidate experience, and hiring manager satisfaction. Maintain accurate documentation in ATS/CRM systems and ensure compliance with hiring policies and data privacy requirements. Mentor recruiters, sourcers, and recruiting partners on stakeholder management, candidate engagement, funnel discipline, offer strategy, and inclusive hiring. Model inclusive behaviors, share best practices, and contribute to initiatives that elevate team performance and culture. Visa requires at least 3 days in office, expectations of these days will be confirmed by your Hiring Manager. Visa requires at least 3 days in office, expectations of these days will be confirmed by your Hiring Manager. Qualifications Basic Qualifications 5+ years of relevant work experience with a Bachelor’s Degree or at least 2 years of work experience with an Advanced degree (e.g. Masters, MBA, JD, MD) or 0 years of work experience with a PhD, OR 8+ years of relevant work experience. Preferred Qualifications 6 or more years of work experience with a Bachelor’s Degree or 4 or more years of relevant experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or up to 3 years of relevant experience with a PhD. Experience owning full-cycle recruitment and/or working in a Finder/Filler model for complex technical roles, including intake, sourcing partnership, assessment, interview management, offer strategy, and close. Experience advising senior hiring managers or business leaders using market insights, funnel data, and talent intelligence. Strong understanding of technology talent markets, role profiles, leveling, compensation considerations, and competitive hiring dynamics. Experience managing senior-level or Director+ searches with high-touch candidate and stakeholder engagement. Strong candidate assessment, engagement, negotiation, and closing skills. Ability to