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Key details
Job Description
Role overview
Nutanix is looking for a Principal Talent Advisor and technical recruiter to advise senior leaders on complex talent needs, lead critical searches, and influence talent strategies across our technology organization. This role will focus on hiring highly skilled backend engineering talent for teams including Nutanix Tech team such as: NAI, NCM, NKP, Datahub, Flow (Networking), Service Providers, and Quality Engineering.
This role is ideal for a motivated and ambitious Talent Advisor who brings a positive, solutions-oriented approach to highly ambiguous work. You will set direction for complex recruiting priorities, build alignment across competing stakeholders, and raise the quality of talent decisions through strong market insight, thoughtful assessment, and exceptional candidate engagement.
You will operate as a strategic partner—not an order taker—while remaining close to execution and accountable for engineering hiring outcomes across these critical product and platform areas.
About the team
The Global Talent Acquisition team partners with leaders across Nutanix to attract, assess, and close talent that supports the company’s growth. In this role, you will work closely with engineering leaders and technical stakeholders to understand complex backend systems, team needs, and the capabilities required to build and scale Nutanix products. We value curiosity, collaboration, sound judgment, and a commitment to making the hiring experience clear, consistent, and human.
Your impact
Advise senior leaders on complex talent needs and develop recruiting strategies across roles, teams, or business areas.
Lead critical, senior, or highly ambiguous searches from intake through close, balancing quality, speed, candidate experience, and business priorities.
Build credibility with senior stakeholders by bringing informed recommendations, constructive challenge, and clear ownership of outcomes.
Create talent-identification strategies for critical capabilities, including market mapping, targeted sourcing, talent-community development, and pipeline planning.
Coach teammates on advanced sourcing approaches, search strategy, stakeholder partnership, and candidate experience.
Design or elevate selection approaches for complex or critical talent, helping hiring teams define success, assess evidence, and maintain consistent quality standards.
Align stakeholders across complex or competing talent priorities and set direction when the path forward is not obvious.
Lead high-stakes candidate engagement and closing strategies for critical or senior talent, including tailored communication, risk identification, and offer partnership.
Synthesize internal and external talent intelligence to influence senior leaders, role profiles, location strategy, compensation discussions, and broader functional talent plans.
Identify and resolve systemic barriers that affect delivery, candidate experience, or hiring quality.
Raise performance standards across the recruiting organization through mentoring, knowledge sharing, and practical examples.
What you will bring
Experience advising senior engineering leaders and leading complex technical recruiting work in a highly ambiguous environment.
A track record of delivering critical engineering searches and influencing hiring outcomes across multiple roles, teams, or business areas.
Strong talent-market knowledge and the ability to translate market intelligence into practical recommendations.
Experience developing sourcing strategies for hard-to-find or business-critical capabilities.
Strong judgment in assessment and selection, with the ability to improve interview approaches and influence quality standards.
Excellent stakeholder-partnership skills, including the confidence to challenge assumptions respectfully and align leaders with competing priorities.
Strong candidate-engagement and closing skills, especially for senior, specialized, or difficult-to-close talent.
The ability to set direction, prioritize independently, and deliver functional outcomes without needing a fully defined playbook.
A collaborative and coaching-oriented approach that helps other Talent Advisors raise their effectiveness.
Typically 8+ years of talent acquisition or recruiting experience, or equivalent depth demonstrated through scope, complexity, and impact.
How you work
Positive attitude
Bring energy, optimism, and a solutions-oriented mindset to challenging searches and changing priorities.
Stay constructive and composed when the path forward is unclear or results do not come quickly.
Build trust through transparency, respect, follow-through, and a willingness to help others succeed.
Motivation
Take ownership for outcomes rather than waiting for direction or perfect information.
Show initiative in understanding the business, anticipating talent needs, and removing barriers.
Maintain momentum through disciplined execution, thoughtful communication, and consistent follow-up.
Ambition
Seek opportunities to increase your impact beyond individual requisitions.
Raise the bar for talent strategy, candidate experience, and recruiting quality within your function.
Demonstrate curiosity and a growth mindset, actively building new capabilities and helping others develop.
Aspire to influence broader talent decisions through credibility, insight, and measurable results—not title alone.
Success in the first year
Senior leaders view you as a trusted advisor on complex and critical talent needs.
Critical backend engineering searches have clear strategies, strong stakeholder alignment, and measurable progress toward functional hiring outcomes across NAI, NCM, NKP, Datahub, Flow (Networking), Service Providers, and Quality Engineering.
Engineering leaders experience you as a credible recruiting partner who understands the technical talent landscape and can translate business needs into compelling, differentiated search strategies.
Hiring teams use stronger, more consistent selection approaches for complex or senior talent.
Talent intelligence meaningfully informs role design, sourcing strategy, and functional talent planning.
Candidates experience thoughtful, proactive engagement throughout high-stakes searches.
Other Talent Advisors benefit from your coaching, market knowledge, and practical recruiting expertise.
You have identified and helped resolve recurring barriers that affect delivery, quality, or candidate experience.
Work arrangement and compensation
This role operates in a remote capacity.
If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. Our application deadline is 40 days from the date of posting. In good faith, the posting may be removed prior to this date if the position is filled or extended in good faith.
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