Principal Talent Acquisition Partner

The Principal Talent Acquisition Partner, R&D and G&A will play a critical role in building the scientific, clinical, technical, and corporate capabilities required to advance Olema’s portfolio and support the company’s continued growth. Reporting to the Senior Director and Head of Talent Acquisition, this individual will serve as the lead recruiting partner for R&D and G&A and personally drive full-cycle hiring across Clinical Development and Operations, Regulatory Affairs, Research, Quality, CMC and Technical Operations, Biometrics, Pharmacovigilance, Finance, Legal, People, IT, Communications, Business Development, and related functions. 

This is a highly visible, hands-on individual contributor role for an accomplished recruiter who understands the specialized talent required to discover, develop, and advance oncology therapies while also bringing the versatility to recruit across corporate functions. The successful candidate will combine deep biotechnology recruiting expertise with strong sourcing instincts, sound judgment, and the ability to translate complex scientific, functional, and business needs into effective recruiting strategies. 

This individual will proactively identify and engage exceptional passive talent, build pipelines for current and anticipated needs, and convert highly qualified prospects into successful hires. They must be comfortable simultaneously advancing multiple searches across diverse functions and levels while maintaining urgency, quality, and a high-touch candidate experience. 

Operating within Olema’s broader talent acquisition strategy, this individual will lead R&D and G&A recruiting execution and serve as a trusted talent expert across these functions. This is a senior individual contributor position.  

Key Responsibilities 

Recruiting and Partnership 

• Lead full-cycle recruiting across Olema’s R&D and G&A organization, including Clinical Development and Operations, Regulatory Affairs, Research, Quality, CMC and Technical Operations, Biometrics, Pharmacovigilance, and related scientific and technical functions
• Develop a deep understanding of Olema’s portfolio, development programs, organizational plans, and capability needs to serve as a trusted advisor to R&D and G&A leaders
• Own hiring manager relationships across R&D and G&A, establishing clear expectations, communication cadences, and shared accountability while adapting recruiting strategies to each function and driving timely, high-quality hiring decisions
• Translate scientific, technical, and business needs into clear candidate profiles, sourcing strategies, search plans, and effective selection processes
• Lead intake meetings, align interview teams, assess candidates, and maintain momentum and accountability from search launch through accepted offer
• Manage a portfolio of concurrent searches across functions and levels, consistently producing qualified pipelines and advancing candidates at the pace required by the business
• Advise leaders on talent availability, competitive organizations, candidate quality, location considerations, compensation, and relevant market dynamics
• Constructively challenge assumptions, calibrate expectations, and recommend adjustments when candidate or market feedback indicates a need to refine the search
• Partner with People team colleagues and hiring leaders to create structured interview plans, meaningful scorecards, and consistent candidate-evaluation practices

Pipeline Development and Talent Intelligence 

• Personally identify, engage, assess, and cultivate high-caliber passive talent rather than relying primarily on applicants or external agencies
• Build and continuously replenish pipelines for specialized, difficult-to-fill, and anticipated R&D needs
• Develop targeted research and sourcing strategies across relevant companies, scientific disciplines, development stages, geographies, and talent segments
• Build relationships with prospective candidates before an immediate hiring need exists, creating stronger access to talent as Olema’s programs and organization evolve
• Use professional networks, referrals, LinkedIn Recruiter, Gem or comparable CRM platforms, Greenhouse, scientific publications, conference materials, research resources, and emerging sourcing technologies to identify talent
• Track relevant clinical programs, regulatory milestones, organizational changes, scientific developments, and leadership movement across the biotechnology and pharmaceutical industry
• Convert talent intelligence and recruiting data into practical recommendations regarding search feasibility, candidate profiles, sourcing channels, and recruiting strategy
• Represent Olema at scientific conferences, industry meetings, networking events, and other talent-engagement opportunities

Candidate Assessment, Closing, and Negotiation 

• Evaluate candidates for functional and technical expertise, development-stage relevance, leadership capability, organizational fit, and ability to succeed in an emerging-growth biotechnology company
• Develop sufficient fluency in assigned R&D functions to assess candidate experience, distinguish depth from surface-level expertise, and credibly represent opportunities to specialized talent
• Prepare clear, evidence-based candidate assessments and recommendations for hiring leaders and interview teams
• Build an understanding of each candidate’s motivations, concerns, competing opportunities, and decision criteria early in the recruiting process
• Develop individualized engagement and closing strategies for highly sought-after scientific, clinical, technical, and leadership talent
• Communicate Olema’s science, pipeline, culture, and opportunity to contribute to patients with breast cancer in a compelling and credible manner
• Partner with Compensation, HR leadership, and hiring leaders to develop competitive and internally equitable offers
• Lead complex negotiations involving base salary, annual incentives, equity, sign-on compensation, relocation, and other relevant considerations
• Maintain candidate engagement and actively address potential barriers through acceptance and start

Recruiting Operations and Performance 

• Use pipeline data, conversion metrics, and market feedback to assess search health, identify obstacles, and take action when progress is off track
• Provide clear, concise updates to hiring leaders and the Head of Talent Acquisition regarding progress, pipeline quality, risks, decisions, and anticipated outcomes
• Maintain accurate and timely candidate and search information in Greenhouse and other recruiting systems
• Deliver a thoughtful, high-touch candidate experience that reflects Olema’s values and strengthens its reputation within the scientific and biotechnology communities
• Contribute to the continued development of Olema’s recruiting practices, technology, employer brand, candidate experience, and talent acquisition capabilities

Qualifications 

• 10 or more years of progressive talent acquisition or search experience, including substantial responsibility for R&D hiring within biotechnology or pharmaceuticals
• Broad recruiting experience across multiple R&D functions, such as Clinical Development, Clinical Operations, Regulatory Affairs, Research, Quality, CMC and Technical Operations, Biometrics, or Pharmacovigilance
• Demonstrated success recruiting across all organizational levels, from individual contributors through Vice President-level leaders
• Proven ability to develop qualified pipelines, engage passive candidates, and close highly sought-after talent while managing multiple searches simultaneously
• Experience supporting an emerging-growth biotechnology or pharmaceutical company is strongly preferred
• Experience recruiting across both early- and late-stage drug development environments is preferred
• Oncology recruiting experience is strongly preferred; experience supporting breast cancer research or clinical development is particularly valuable
• Strong understanding of biotechnology talent markets and the organizational capabilities required to advance programs from research through clinical development, registration, and commercialization
• Demonstrated ability to quickly learn complex scientific and technical subject matter and translate it into focused recruiting and assessment strategies
• Strong negotiation skills and experience managing complex leadership-level offers
• Advanced proficiency with applicant tracking systems, recruiting CRM platforms, sourcing tools, and recruiting analytics; experience with Greenhouse and Gem is preferred
• Exceptional project-management skills and demonstrated ability to create structure, maintain urgency, and drive multiple priorities to completion
• Ability to advise, influence, and constructively challenge senior executives, functional leaders, and hiring managers
• Clear and persuasive written and verbal communication skills, strong judgment, intellectual curiosity, and a high level of discretion
• Bachelor’s degree is required

The base pay range for this position is expected to be $190,000 - $225,000  annually, however the base pay offered may vary depending on location, market, job related knowledge, skills and capabilities, and experience. The total compensation package for this position also includes equity, bonus, and benefits.

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