Talent Acquisition Partner

About the Role

The Talent Acquisition Partner is responsible for managing the entire recruitment process for both commercial teams (sales, marketing, operations) and technical departments (engineering, product, data). This role involves collaborating closely with hiring managers to develop strategic hiring plans, cultivating strong candidate pipelines across distinct talent markets, and ensuring an outstanding candidate experience from initial contact to job offer closure. Ideal candidates will be adept at evaluating both sales performance and technical expertise and managing multiple recruitment assignments simultaneously in a dynamic setting.

Key Responsibilities

• Manage the full recruitment cycle including intake, sourcing, screening, scheduling interviews, negotiating offers, and closing hires for roles across commercial and technical functions.
• Work with hiring managers to conduct structured intake meetings, create role-specific scorecards, and design tailored interview processes for different teams.
• Develop and maintain talent pipelines utilizing appropriate channels such as LinkedIn Recruiter, Boolean and X-ray searches, GitHub, technical communities, referrals, and proactive sourcing for both sales and engineering candidates.
• Conduct competency-based screening interviews assessing sales roles for commercial acumen (quota attainment, negotiation skills) and engineering/product roles for technical fundamentals alongside tech interviewers.
• Handle a high volume of concurrent, diverse requisitions, prioritizing based on business needs.
• Ensure a positive candidate experience through prompt communication, transparent feedback, and well-handled offer negotiations.
• Monitor and report on recruitment metrics including time-to-fill, source effectiveness, candidate pipeline conversion, and quality of hire separately for commercial and technical hires to enhance sourcing strategies.
• Maintain accurate candidate and requisition records in the applicant tracking system (ATS).
• Promote fair, compliant, and consistent hiring practices company-wide.
• Support employer branding activities and help improve recruitment processes and tools.

Qualifications and Experience

• At least 3 years of comprehensive recruitment experience, preferably covering both commercial/sales and technical/engineering roles.
• Proven ability to manage multiple requisitions across functions without compromising on candidate or hiring manager experience quality.
• Familiarity with technical recruitment fundamentals including interpreting technical job descriptions, sourcing engineering candidates, and collaborating with technical interview panels.
• Strong understanding of sales hiring metrics and the attributes of high-performing sales professionals.
• Experience using applicant tracking systems and modern sourcing technologies like LinkedIn Recruiter, Boolean search methods, and GitHub.
• Excellent stakeholder management skills with the ability to advise hiring managers at various organizational levels.
• Outstanding verbal and written communication, organizational, and prioritization capabilities in a fast-moving environment.
• Experience recruiting in SaaS, fintech, or startups is advantageous, with knowledge of scaling challenges and working in ambiguous conditions.