About the Role

We’re seeking a senior, hands-on Talent Acquisition Partner who can take immediate ownership of a portfolio of searches spanning general and administrative (G&A), Technology, and Go-to-Market (GTM) functions. You’ll lead the full recruiting lifecycle, from intake and talent mapping through sourcing, assessment, offer, and close. You’ll balance speed, rigor, and an exceptional candidate experience while making visible progress across concurrent priorities.
Reporting to the Chief People Officer, you’ll be a collaborative, contributing member of our Talent Acquisition and Human Resources teams. You’ll work closely with hiring managers, interview teams, and business leaders across geographically distributed teams. This is an execution-oriented role for someone who pairs strong recruiting judgment with proven, practical use of artificial intelligence (AI), automation, and recruiting analytics.

Responsibilities

• Own a dynamic book of requisitions across G&A, Technology, and GTM, setting search strategies, weekly milestones, and clear next actions for every opening.
• Run end-to-end searches: intake and calibration, market mapping, outreach, screening, structured interview coordination, debriefs, references as applicable, offer strategy, negotiation, and closing.
• Build diverse, qualified pipelines through proactive sourcing, referrals, talent communities, targeted research, and compelling personalized outreach.
• Apply AI-assisted research, talent discovery, search-string development, candidate outreach drafting, and pipeline segmentation to expand reach and improve response quality.
• Design and implement practical automations for repeatable administrative tasks, follow-ups, scheduling handoffs, pipeline hygiene, status reporting, and stakeholder updates, with appropriate human review.
• Use recruiting data to identify bottlenecks, recommend tradeoffs, prioritize searches, and communicate pipeline health, slate quality, conversion, and time-in-stage.
• Partner with hiring managers to define must-have capabilities, calibrate profiles against market realities, maintain interview discipline, and make timely decisions.
• Keep applicant tracking system records accurate and current, communicate proactively with candidates, and protect confidential candidate information.
• Share repeatable sourcing prompts, workflows, playbooks, and lessons learned with Talent Acquisition and HR teammates; improve the broader recruiting operation while delivering your own hires.
• Work effectively with stakeholders across locations and time zones, creating clear asynchronous updates and maintaining reliable Eastern Time availability.

Tools and AI fluency

You have hands-on experience with modern recruiting systems and can explain what you built, how you used it, and the impact it had. Our existing Talent Acquisition role materials reference Greenhouse (ATS), Gem (sourcing/engagement), Calendly (scheduling), LinkedIn Recruiter, and OpenAI tools. Experience with these platforms or comparable systems is valuable. We also welcome experience with AI research assistants, sourcing and enrichment platforms, no-code automation tools, and reporting solutions, provided you can use them responsibly and adapt to the team’s approved stack.
AI should amplify sound recruiting judgment, not replace it. You’ll validate AI-generated research, review candidate-facing communications, follow applicable privacy and security requirements, and keep consequential selection decisions under human control.

Qualifications: 

• 7+ years of progressive, full-cycle recruiting experience, including independently managing multiple concurrent searches in a fast-moving environment.
• Demonstrated success recruiting across all three areas: G&A, Technology, and GTM, with the ability to adapt to different talent markets and seniority levels.
• Required hands-on experience using AI-enabled sourcing and recruiting process automation, with concrete examples of improved throughput, pipeline quality, responsiveness, or reduced manual work.
• Strong command of passive sourcing, Boolean and X-ray search, market mapping, outreach personalization, and candidate relationship management.
• Confidence advising hiring managers and senior stakeholders, navigating changing priorities, and driving decisions without relying on formal authority.
• Experience with an ATS, recruiting CRM, scheduling workflows, and pipeline reporting; disciplined data hygiene and comfort with recruiting metrics.
• A track record of success working remotely with geographically distributed teams, including thoughtful written communication, asynchronous collaboration, and dependable follow-through.
• Ability to work Eastern Time business hours throughout the assignment, regardless of U.S. location.
• Sound judgment, discretion, curiosity, and a collaborative, service-oriented approach to candidates, hiring teams, and HR partners.

Compensation 

The US base salary range for this full-time position is $110,000 to $160,000. Salary ranges are determined by role and level. This is a 6-month fixed-term W-2 employment opportunity, not a guarantee of ongoing employment. A possible conversion to a regular full-time role will depend on individual performance, business needs, available headcount, and company approval. Compensation is determined by additional factors, including job-related skills, experience, and relevant education or training. The compensation details listed in US role postings reflect the salary only and do not include bonus, equity, or benefits.