Vice President, Talent Acquisition Lateral Recruiter

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.


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  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.