Partly - Talent Acquisition Partner, USA
Requirements
• Proven experience running end‑to‑end recruiting in fast‑growth, high‑bar environments. • end‑to‑end recruiting • Strong ability to source, engage, and close top talent across multiple functions. • source, engage, and close • Exceptional relationship‑building and communication skills — able to influence and partner effectively with stakeholders. • relationship‑building and communication • Highly organised and data‑driven, using metrics to inform decisions and improve performance. • organised and data‑driven • Comfortable navigating ambiguity and competing priorities while maintaining momentum and quality. • ambiguity and competing priorities • Skilled in modern recruiting tools and systems, including applicant tracking systems and sourcing platforms. • modern recruiting tools and systems • Strategic understanding of employer branding and talent marketing — able to position the business attractively to diverse audiences. • employer branding and talent marketing • Awareness of fair hiring and inclusion best practices; committed to equitable, compliant processes. • fair hiring and inclusion best practices • Tech‑savvy and adaptive, leveraging digital channels and networks to discover and engage talent. • Bonus: Experience hiring across ANZ or Asia markets, and contributing to local employer brand initiatives. • Bonus:
Responsibilities
• Own full‑cycle recruitment for UK and EU-based roles from intake through to offer, ensuring every hire raises the bar. • Own full‑cycle recruitment • Partner deeply with hiring managers to understand what each team needs and shape smart, targeted hiring strategies that bring in the right people for the right roles. • Partner deeply with hiring managers • Source and attract top talent through creative, data‑driven approaches — exploring diverse channels (from niche networks to targeted outreach) to build strong, long‑term pipelines. • Source and attract top talent • Run structured, high‑quality processes – drive clear timelines, set expectations, and deliver an outstanding candidate experience at every stage. • Run structured, high‑quality processes • Build strong candidate relationships by maintaining open, transparent, and responsive communication throughout the hiring journey. • Build strong candidate relationships • Use data to drive better hiring – track and analyse funnel metrics to identify what’s working, where bottlenecks exist, and how to continuously improve outcomes. • Use data to drive better hiring • Champion employer branding – amplify Partly’s values, culture, and mission in the market through authentic storytelling and community engagement. • Champion employer branding • Represent Partly externally at local events and within talent communities, promoting our brand and deepening candidate connections. • Represent Partly externally • Collaborate with the global Talent team to share insights, align systems, and drive improvements across our recruiting operations. • Collaborate with the global Talent team
Benefits
• High trust, low process and no bureaucracy. We hire exceptional people whose judgment we trust. This means we proactively remove any process or rules that slow us down (for example, our expense policy is simply the “red face test”). • High trust, low process and no bureaucracy. • Competitive base salary + equity. We offer competitive salaries and generous equity options for all full-time employees, ensuring everyone shares in the financial upside when we win. • Flexible working hours. Choose when to work based on what time you’re most effective (no mandatory or set hours). We combine flexibility with an office-first approach (in cities where we have critical mass, i.e. London, Christchurch, Auckland). • Flexible working hours. • Focus Days. Two days per week, with zero meetings, dedicated solely to uninterrupted deep work • Focus Days. • Take time when you need it. We don’t ask questions or care if people have a negative leave balance. We work extremely hard and trust our team to take the time they need to recharge. • Take time when you need it. • Learn from the best. Whether it’s during a ‘Lunch n Learn’ or hearing from a unicorn CEO at a Fireside chat, you’ll have the opportunity to constantly learn from the world’s best. • Learn from the best. • Quarterly season openers across the UK and EU. Connect regularly at the nearest centralised location for a week of collaboration, big-picture planning and team events. • Quarterly season openers across the UK and EU. • Team connection. Monthly team lunches, celebrating our wins, happy hours and more! • Team connection. • Parental leave and flexible return to work. Do what works for you. Primary carers can return with 4-day weeks (on 100% pay for the first 12 weeks). Secondary carers get 10 days full pay. • Parental leave and flexible return to work • Payroll Giving: We encourage generous giving and donate to the high-impact charities you support • Payroll Giving: • CycleSaver: UK employees can now save up to 47% on Lime, Forest, Beryl, or Santander cycle subscriptions through CycleSaver, enjoying the health benefits of cycling to work with flexible, hassle-free monthly plans instead of bike ownership. • CycleSaver:
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