pencil - Talent Partner
Requirements
• Experience hiring in high growth tech or startup environments; ideally having supported rapid headcount scale-ups with strong hiring standards. • You must have a strong track record of hiring across Product and Engineering. • Proven track record managing full recruitment lifecycles across multiple disciplines. • Passionate about world-class hiring processes; constantly looking to improve speed, quality, and fairness. • Strong assessment skills with a sharp eye for quality and cultural contribution. • Data-driven mindset - you rely on metrics and insight to guide decisions and recommendations. • Empathetic, emotionally intelligent, and skilled at building trusted relationships. • Comfortable operating with senior stakeholders across a global, distributed business. • You’ll Thrive Here If You… • Can hire confidently across Product and Engineering teams, but equally comfortable across Growth and Operations, as well as picking up new, emerging roles like Agent Architects. • Act as a genuine partner to hiring managers - challenging, coaching, influencing, and guiding. • Enjoy using creative sourcing tactics and modern tooling to uncover hidden talent pools. • Advocate relentlessly for a standout candidate experience. • Love using data to diagnose challenges, drive decisions, and measure outcomes. • Naturally build DEI into every stage of the hiring process. • KPIs & Success Measures • Time-to-hire / speed: roles filled within agreed timelines. • Quality of hire: hiring manager satisfaction, new-hire feedback, and pass-rate through interview stages. • Pipeline health: % of roles with strong, proactive pipeline coverage and source diversity. • Candidate experience: positive feedback scores, drop-off rates, response times. • Process excellence: scorecard adoption, interview plan usage, data accuracy, and workflow consistency. • DEI impact: diverse sourcing representation and inclusive hiring practices embedded.
Responsibilities
• Own end-to-end hiring processes: sourcing, screening, interviewing, offers, and closing. • Partner with hiring managers to create high-quality job descriptions, competency-based interview plans, and robust scorecards. • Proactively source and build pipelines using a range of talent tools, platforms, and techniques; manage inbound applications with pace and care. • Deliver a consistently excellent candidate experience from first touch through to onboarding handover. • Conduct high-quality initial interviews and assessments to determine skills, behaviours, motivations, and fit. • Coach hiring managers on interview excellence, bias mitigation, assessment techniques, and decision-making. • Maintain accurate data and reporting in our ATS and recruitment dashboards. • Represent our culture and values in every interaction.
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