tem - Lead Talent Partner - Engineering

• Take ownership of most engineering hiring and the workforce planning behind it, across Rosso, Platform and the wider engineering teams. • Cut time-to-hire at senior and staff level, without lowering the bar we are known for. • Reset how we attract engineers, running experiments most companies never try, from hackathon interview days to bold employer-brand campaigns. • Build the data and metrics that show what is working, where we lose time, and where our best hires actually come from. • Design AI and agent-assisted workflows that speed up sourcing, screening support and pipeline management, while keeping human judgement on every final decision. • Reset the bar: rethink how tem finds and converts engineers from first principles, and run bold experiments rather than copying other companies' playbooks. • Own speed at senior level: take accountability for time-to-hire on senior and staff roles, and strip out the friction that slows great people down. • Lead employer brand and attraction: build tem's reputation as a place the best engineers want to join, through creative, brand-led campaigns and events. • Own the pipeline: run proactive, passive-first sourcing and creative routes to talent and keep a pipeline ahead of demand. • Own workforce planning: partner with engineering GMs to plan headcount, turn vague needs into sharp specs, and calibrate what good looks like. • Run on data: own hiring metrics end to end, use them to find bottlenecks, prove what works, and keep raising both speed and quality. • Put AI to work: design AI and agent-assisted talent workflows that scale the repeatable and free up human judgement for the calls that matter.