Senior Talent Acquisition Partner

📋 Description

• Own a set headcount target across your requisitions, and the funnel math behind it: pipeline
• Run a weekly hiring update that leadership can make decisions from — what is on track, what is not
• Flag risk early. We would far rather hear "this search is off track and here's why" in week 3 than
• Run searches end to end across multiple functions and geographies — intake, calibration, sourcing
• Personally source. Build market maps, write outreach that gets replies, and open doors that inbound
• Close senior candidates against competing offers, including the ones where we are not the highest

🎯 Requirements

• 6+ years of recruiting experience, with at least 4 in-house.
• You have carried a set headcount target as your primary metric and can speak to it in specifics
• B2B SaaS experience, at a company that went through a real scaling period. Startup or high-growth
• Genuinely full-cycle. You still source, and you can prove it — what share of your hires came from
• Operational rigor. You have built something that outlasted you: a scorecard, an interview loop, a
• Comfortable disagreeing with senior people. You can tell a hiring manager their profile is wrong

🎁 Benefits

• Competitive compensation including equity package
• Competitive vacation policy
• Medical Insurance
• L&D budget
• Access to Meditopia (wellbeing platform)
• Language courses (English / Spanish)