Talent Partner

Perks

• Equity plan participation

What you'd do

1. 01Own full-cycle recruiting across a broad mix of functions - GTM, G&A, and R&D - from intake through accepted offer, without needing a sourcer, coordinator, or ops partner to be effective
2. 02Run search kickoffs, define and calibrate candidate profiles in partnership with hiring managers, and establish your own search strategy rather than waiting for one to be handed to you
3. 03Independently develop proactive sourcing approaches for each search and build pipelines of passive talent while continuing to cultivate talent for difficult-to-fill roles and future hiring needs
4. 04Conduct recruiter screens and develop a clear, evidenced point of view on candidates - sending hiring managers slates with real recommendations
5. 05Own weekly search meetings with hiring managers: bring funnel data, market feedback, and a perspective on what's working and what isn't; diagnose problems and propose changes rather than just reporting that pipeline is light

What they're looking for

1. 01Enough full-cycle recruiting reps to operate independently from day one - you've had several years of experience personally run intake, sourced, screened, managed HM relationships, and closed candidates across multiple simultaneous searches
2. 02A track record of encountering unfamiliar roles or functions and figuring out how to recruit them effectively, rather than defaulting to a narrow specialty
3. 03A history of sourcing and engaging passive candidates, ideally at companies where the logo wasn't doing most of the recruiting for you - you've had to create interest, not just harvest it
4. 04Demonstrated ability to partner with hiring managers by running search meetings, interpret and pushing back on feedback, recognizing when calibration is off, and owning the relationship
5. 05Experience using funnel data to change your behavior - when four candidates get rejected, your instinct is to investigate why, not to source a fifth