Talent Partner
Owns full-cycle recruiting searches across functions and seniority levels, partnering with hiring managers and senior leaders to build pipelines, make evidence-based decisions, and improve recruiting processes. Requires 6+ years of recruiting experience, strong sourcing, data-informed judgment, and business partnership skills.
About the job
Responsibilities
- Own full-cycle recruiting across assigned roles, from intake and sourcing through assessment, offer, and close.
- Partner with hiring managers and senior leaders to define hiring profiles, develop search strategies, calibrate candidates, and support hiring decisions.
- Build proactive candidate pipelines using sourcing strategies, networks, market knowledge, and recruiting tools.
- Maintain structured scorecards, interview feedback, and decision documentation.
- Use recruiting data and weekly reporting to communicate funnel health, progress, risks, and recommended actions.
- Deliver a timely, clear, respectful, and consistent candidate experience.
- Use AI and recruiting technology thoughtfully to improve sourcing, screening, administration, and recruiter and interviewer effectiveness.
- Identify opportunities to improve calibration, interview design, sourcing strategy, funnel health, documentation, and recruiting workflows.
- Manage day-to-day decisions independently and surface risks, trade-offs, and blockers early.
Requirements
- 6+ years of full-cycle recruiting experience, with ownership of searches from kickoff through close.
- Experience partnering with hiring managers and senior stakeholders to define hiring needs, calibrate talent profiles, and advance searches.
- Strong sourcing skills and the ability to build pipelines beyond inbound applicants, particularly for competitive or specialized roles.
- Data-informed recruiting approach, including funnel metrics and market insights to adjust strategy and advise hiring teams.
- Strong judgment and communication skills, including the ability to challenge assumptions, surface risks, and recommend alternative approaches.
- Experience improving a recruiting process, program, or system, such as structured interviews, scorecards, sourcing, candidate experience, reporting, or recruiting operations.
- Business acumen, including the ability to connect recruiting decisions to urgency, talent availability, cost, risk, and business priorities.
- Experience using AI, automation, or modern recruiting technology to improve effectiveness while applying thoughtful human judgment.
- Track record of creating a clear, responsive, and respectful experience for candidates and hiring teams.
- High ownership and self-direction, with the ability to manage competing searches, priorities, and stakeholders independently.
Nice-to-Haves
- Experience recruiting across multiple countries or regions in partnership with globally distributed teams.
- Experience recruiting across technical functions such as Engineering and Data, as well as go-to-market functions.
- SHRM-SCP, HRCI SPHR, or equivalent certification.
Compensation and Benefits
- Fully remote within the United States.
- Travel may be required up to two times per year.
Skills
Full-Cycle Recruiting, Sourcing, Candidate Pipelines, Funnel Metrics, Market Research, Structured Interviews, Interview Scorecards, Candidate Experience, Recruiting Operations, Artificial Intelligence, Recruiting Automation, Stakeholder Management, Applicant Tracking Systems
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